Saturday, May 30, 2020

How To Find The Right Company for You

How To Find The Right Company for You 33 Let your needs drive the questions you ask your job interviewer. This is a guest post by Judi Perkins. If you’d also like to guest post here on JobMob, follow these guest post guidelines. Why do companies ask you why you left your previous jobs? Why are they concerned if you’ve had few in a short time? They want to make sure if they invest in you that you will stay and not split for the next passing ship, for whatever reason seems to make sense to you at the time. They ask because previous behavior, unless given a plausible reason to believe differently, is an indicator of current and future behavior.eval How do you convince them you’re going to stick around? How do you know you’re going to stick around? The operative phrase is “unless given a plausible reason to believe differently.” That means if you made many earlier changes for random reasons, you better know what you want so you can tell the hiring authority.eval On the other hand, if that company isn’t it, you’ve just wiped them out of consideration, or vice-versa, or both. But wait…..is closing down your options a bad thing? The “any job” mindset is characteristic of what I call a Job Chameleon. It’s not impressive. Even in mild form, it leads to being the bridesmaid and never the bride. If you’ve had a few interviews but no offers, the problem is with your interviewing skills and here’s a prime piece of that. You may think you know what you want, but most seem not to, at least not on the level of detail to necessary. You need to be looking for the company that’s looking for you. That’s “the company” not “a company.” How to choose the perfect company Who has given thought to the profile of the company in which they work best? Let’s start with size. What’s small? 20 people? 2,000 people? A branch of a world wide organization? What’s huge? National? Regional? Depends on what you’re comparing it to. What about growth? Do you get bored easily and need mental growth and daily challenges? Or are you comfortable with routine, but you want to move up the ladder in a solid, steadily growing company? Or perhaps it’s both and most important to you perhaps are new challenges and a title that shows increasing responsibility? Many job seekers look for a “people-oriented” company. Most companies consider themselves people-oriented. Most people consider themselves “people-oriented”! In any company there’s likely to be a significant difference of opinion on what “people-oriented” means, depending on who you ask: senior management, staff, customers, or other businesses with whom they interact. It depends on whether they like their job, what kind of day they’re having…..or if they have to put on a face to interview you. Some look for the “right opportunity.” How is that defined? That’s usually clarified by something you didn’t like. But it needs to be defined by the positive â€" not the negative. Too far to commute? Not “the right opportunity.” Base salary too low? Not “the right opportunity.” Too much travel? Not “the right opportunity.” Other criteria What about company culture? The location relative to commute time? The chemistry between you and the others â€" individually and collectively? What motivates you? Under what management style to work best? When you’ve examined all your previous jobs and identified â€" in depth â€" these points (at a minimum) you ask sensible questions that provide you with specific information. You stop jumping automatically through every hoop. You, as an interviewee, get respect. You’re able to say to the company with whom you’re interviewing, “Yes, I’ve had a lot of jobs, that’s why I’ve given so much thought to my next one.” You’re able to communicate what kind of company you want; what kind of company will benefit from employing you. You’re less likely to end up in a place where 3 months later, you hate what you’re doing and have to stick it out. More than that, the company knows that when they fit that profile, you’ll be sticking around. About the Author Judi Perkins, the How-To Career Coach, was a recruiter for 22 years placing entry level through CEOs. Her clients often find jobs 8 â€" 12 weeks as she teaches sequence, structure and focus, showing why typical strategies often fail. She’s on numerous TV and radio shows and quoted in multiple career articles and books. You can find her at www.FindthePerfectJob.com This article is part of the Over $5000 in Prizes: The 5th Annual JobMob Guest Blogging Contest, which was made possible thanks in large part to our sponsors: Marcus Tandler’s JOBlog is Germany’s oldest blog about job search careers. Rabbi Issamar Ginzberg is an internationally acclaimed advisor to successful business owners, known for his small business ideas. HireAHelper.com helps people compare and hire local movers in the USA. If you want Judi Perkins to win, share this article with your friends. If you liked this article, you'll also enjoy 7 Company Research Tips Before The Job Interview.

Wednesday, May 27, 2020

What Are Military Resume Writing Services?

What Are Military Resume Writing Services?Military resume writing services make resumes that can help to get you hired for a job that will require you to do an interview. They do this by having a professional complete the resume.The major benefit of using their services is that it can save you a lot of time and frustration. You do not have to spend hours in order to get through your resume. All you have to do is sit back and watch the results.When you want to use these services you must remember that if you are going to use them to help you with your military resume writing services you will be getting more than just an outline. You will also get an entire template which you can then customize. This will make the process a lot easier and allow you to get it done much faster.These services offer many other benefits when it comes to military resume writing. When you use their services, you will be able to know what specific skills are needed to get the job and what personality traits y ou need to look for in the prospective employee. This will give you a better idea on what skills and traits are most important and you can use this information to help determine what type of resume you want to write.Because these services offer so many other services besides military resume writing, you can get a lot of extra services for free. This will allow you to find out whether you need to focus on specific skills or focus on a general job description. You can also get a background check and more to help you decide if the individual applying for the job is the right one for the job.For any job, you will need to hire a company to help you with your military resume writing services. You will have to go to their website and fill out an application. Once you submit the application, you will receive a resume template along with all the necessary information to help you make the best resume possible.Once you use these services you will realize how easy it is to get through your mili tary resume and how easy it is to tailor it to meet the needs of the job. If you are interested in using these services for your own resume, you can find more information at their website.Use these resume writing services and get help with your resume. This can help you get more positions and it can help you get more job offers.

Saturday, May 23, 2020

Personal Branding Interview Michael Beer - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Michael Beer - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Michael Beer, who is a Professor Emeritus at Harvard Business School and author of High Commitment, High Performance. In this interview, Michael discusses how high commitment yields high performance, the six barriers to commitment, how people can succeed in a shifting workplace environment, why leaders need to be transparent and how to stand out at work. What does high commitment have to do with high performance? Truly successful companies that have maintained a competitive advantage in their industry and developed resilience over a sustained period of time are characterized by high commitment and high performance. One without the other will not lead to sustainable success. High commitment is reflected in the commitment of all stakeholders â€" employees, customers, investors and community â€" to the values and vision of the company, no matter what the circumstances are. For example, this means employees are deeply engaged in being strategic actors â€" taking initiative to help the company achieve its strategic goals â€" and attached to the company, thus reducing voluntary turnover. Customers are committed to the brand. Investors are committed to investing in the firm for the long term and will not sell their stock at the first sign of performance problems. Finally, institutions and regulatory trust the company and provide a favorable context, creating community commitment. These commitments by a diverse set of stakeholders allow the firm to achieve its performance goals and adapt to changing circumstances. What are the six silent barriers to commitment and performance that must be overcome? Organizational and managerial barriers can stand in the way of developing high commitment, high performance (HCHP) organizations and leadership practices. The six silent barriers include: Conflicting priorities, unclear strategy, or unclear values An ineffective senior team Top-down or laissez-fair leadership Poor horizontal coordination and communication Inadequate leadership development and paucity of down-the-line leaders Poor vertical communication These barriers are known throughout an organization, but rarely discussed publicly by senior management. The way to address these barriers is to create a learning and governance process that engages key people in the organization in an open and honest dialogue about these barriers, thereby not only learning what the barriers are but obtaining commitment by everyone â€" top management and lower levels â€" to make necessary changes. By enabling truth to speak to power, management sends clear messages that they are open to change and are willing to engage key people in making change happen. Failure to achieve sustained commitment and performance occur precisely because sensitive management problems like the silent killers cannot be discussed with those who can alter them: top management. How can individuals further their careers in a bad economy? The biggest challenge to individuals in a bad economy is to remain relevant to the changing conditions of the company. Individuals who learn to adapt and stay relevant in the new scenario are more likely to be successful. To do this, individuals must adapt to the changing environment and be willing to develop new capabilities. For example, operational managers who are willing to learn new cost saving techniques or go even further by taking on new roles in different functions are likely to be more successful even in a bad economy. In addition to adding to their capabilities, this also enhances their reputation and standing within the company. Why is transparency so important for leaders right now? The recent economic breakdown has demonstrated that transparency and adaptability underlie a firm’s ability to achieve sustained high commitment and performance. The senior leaders of the failed banks and automobile companies in 2008, for example, did not possess a disciplined and institutionalized learning and governance process that would have enabled them to learn the truth about what was really going on inside their organizations before it was too late. To enable transparency, leaders must establish a collective learning process that allows leaders and their people to learn together the truth about problems the organization faces and the actions they as leaders must take. By leading honest conversations that engage all employees, leaders establish their own legitimacy and credibility. This will enable continuous improvement in the quality of leadership and management and lead to greater commitment and higher performance from all employees. How can you stand out in your organization right now and get more visibility? To stand out in an organization, you must be willing to take on new roles and additional responsibilities. Show the clear desire to acquire new skills. Sign up for the difficult assignments that nobody seems to want. Be willing to show management that you are ready to be held accountable and are willing to show leadership in the way you manage yourself and your colleagues. Finally, show the courage to confront reality and undertake improvement before problems become severe and demand change. Doing so will encourage your colleagues to do so as well. Michael Beer is the chairman and founder of TruePoint, a management consulting firm that works with senior executives to transform their companies into high performing, people centric businesses. He is the Cahners-Rabb Professor of Business Administration Emeritus at Harvard Business School and author or co-author of 10 books, including “High Commitment, High Performance” (Jossey-Bass, August 2009).

Tuesday, May 19, 2020

The Social Job Search [INFOGRAPHIC]

The Social Job Search [INFOGRAPHIC] Can Social Networks help you get a job? There is a lot of hype surrounding the Social Job Search and statistically, it is justified. In 2012 alone companies are expected to use social media to recruit for over 80% of Job openings. It is observed through various eye-tracking studies that on average, a recruiter spends 5.7 seconds looking at your profile. That is less than what on average a CV gets (~8 seconds). Recent data suggests that social job search is happening right now. Around 98% (WOW!) of recruiters admit to using LinkedIn to find suitable candidates. Facebook and Twitter are used by 33%  and 42% by recruiters respectively. If this is any indication, then it can be argued that the social job search is the most popular method of recruiting at the moment. Now its up to you whether you want to take advantage of this social job search phenomenon or not. If you do decide to use it though, make sure that you check out our guides on LinkedIn for Graduates and Twitter For Graduates. 3

Saturday, May 16, 2020

Resume Writing For The Newbie

Resume Writing For The NewbieIf you need to write a resume, you are most likely overwhelmed with the task. You want your resume to be perfect, right? Right? Right!Before you begin writing your resume, keep in mind that there are several basic steps you should follow. The first step is to sit down and draft your resume. Do not jump into it and don't skip this step. Every piece of writing is a step in developing your skills.At this point, take time to think about the things you would like to tell potential employers about you. Think about what you are looking for and how they can best meet your needs. What are your goals? Why are you looking for a job? What is it you want?Write down these ideas and create a rough draft of your resume. Do this before you start writing your resume, because the ideas that come to you in the middle of the night will not be captured. These will not help you get your resume prepared, so if you want to avoid this type of situation, take the time to write them down ahead of time.Once you have your draft, it is time to start drafting. Keep in mind that the next steps may be different than the previous steps.Have you gone back and worked on any weaknesses in your resume? How about any accomplishments? What areas of your resume need work? How do you want to leave a long-term impression on your potential employer? These are all important questions you must answer before you even begin writing.Once you have answered all the questions, now that you have your resume written, you must edit it. Use a computer to edit and proofread your resume. Your employer may not be able to see every word of your resume, but they are reading each word carefully, so the proofreading process can make all the difference.Finally, review your resume. Make sure it is clear and concise. Have it read by someone who can look over it for you. When you are finished, have it read again and make sure everything is correct.Before you begin writing your resume, understand the basic steps that follow. Write a detailed, well-structured resume. Have a list of your goals and be prepared to have it edited later. Review it carefully and re-edit it if necessary.

Wednesday, May 13, 2020

A happy call center Who knew! - The Chief Happiness Officer Blog

A happy call center Who knew! - The Chief Happiness Officer Blog I recently visited the City Call Center here in Copenhagen Denmark, and theyre a bit of a novelty: A call center where the employees are actually happy to work. Call centers are not known as the worlds best workplaces and many are plagued by high levels of absenteeism, stress and extremely high employee turnover. In some call centers, new employees typically last only a few weeks before moving on. But Pouline Andersen, the founder of City Call Center, decided from the beginning to create a happy workplace and the results speak for themselves. As she puts it: We must be doing something right because revenue has grown by 30% annually the last five years running and were about to move to a new office thats 15 times as big as our current one. Also, our employees say for 1.2 years on average, which is far higher than the industry average. Heres a video of a chat I had with Pouline where she explains why she chose to make her company happy, and how she does it. Part 1: Part 2: Pouline also sent me some additional comments on how she makes her employees happy, which you can find below. Theyre in Danish though :o) Her er nogle af de ting, Pouline g?r for arbejdsgl?den: * Rent socialt afholder vi naturligvis julefrokost (med ca 25 af vores sm? kunder, s? de ogs? f?r en ordentlig julefrokost), sommerfest (ligeledes med invitation af kunder), ?rlig bowling turnering med stort trof?, der graveres med vindernavn og st?r til offentlig beskuelse i k?kkenet, ?bne fredagsbarer, samt vores stolte tradition: Hansen-bes?get. ?Hansens K?kken og Bar? er en fantastisk restaurant med lidt fin mad, hvor vi tager ned og spiser alle sammen p? firmaets regning hver gang vi har ansat en ny ?callgirl? for at fejre det. Vi kender ejeren og tjenerne og det er derfor en rigtig god oplevelse at komme der. * Det kan v?re sv?rt at f? talt sammen n?r telefonerne ringer hele tiden og vi afholder derfor personalem?de den sidste mandag hver m?ned efter lukketid (kl. 17), hvor vi f?r gennemg?et alle forbedringspunkter, irritationsmomenter etc. Vi plejer at starte med en ?rose-runde?, hvor vi skiftes til at rose hver enkelt kollega. P? den m?de husker vi at sige de ting, man ofte glemmer i en travl hverdag. J Pigerne f?r naturligvis l?n for personalem?derne. * To gange ?rligt har vi endvidere personalesamtaler. Her har jeg hver af medarbejderne p? tomandsh?nd og vi kommer derfor lidt mere i dybden med de forskellige ting. Ofte er det naturligvis ting som deres personlige trivsel i jobbet, eventuelle ?nsker om nye ansvarsomr?der, samt l?n vi taler om. Uanset hvor godt det g?r, skal kommunikation hele tiden v?re i fokus. 9 uf af 10 gnidninger skyldes d?rlig kommunikation? * Jeg er rigtig god til at uddelegere (det som jeg kalder dovenskab ? lettere at f? andre til at g?re tingene end mig selv J) og det g?r at pigerne f?ler at de er vigtige og der bliver vist dem tillid -> det g?r dem meget mere ansvarlige og de f?ler at de er en del af virksomheden, ikke blot en tilf?ldig ansat. Det lyder m?ske banalt, men de er typisk mellem 18 og 22 ?r gamle og for mange er dette det f?rste rigtige job de har. * Vi er ikke meget ramt af sygdom i forhold til aldersklassen. De fleste er syge 1-2 gange om ?ret, hvilket er langt under hvad g?lder andre steder. I ?jeblikket har vi ?n medarbejder der har sygedage hver/hver anden m?ned, men jeg er overbevist om at det skyldes problemer p? hjemmefronten, som jeg desv?rre ikke rigtig kan tillade mig at adressere som chef. * Vi er forholdsvis gode til at v?re spontane, som f.eks. vores ?sjov dag?. N?r det er mig der ?melder sjov dag? g?r jeg rundt med klovnen?se, ofte bl?ser jeg cerpentinere over pigerne og deres computere eller s?tter balloner fast p? deres sk?rme med ?elefantsnot?. P? sjov dag laver vi ofte quizzer over messenger og n?r en har svaret rigtigt kommer jeg l?bende gennem kontoret med en lille pr?mie i form at en mars bar el.lign. Vi laver ogs? lykkehjulet eller online ?tegn g?t?. * Vores kunder er nu ogs? gode til at hj?lpe til; f.eks. har pigerne v?ret med til Baccardi release party, Bodil-uddeling, julefrokoster hos kunder i bl.a. bowlingcenter og Cirkusbygningen (vi bliver ca inviteret til 2 julefrokoster om ?ret, udover vores egen). I ?r har en af vores kunder tilbudt os VIP-billetter til juleshowet i Tapperihallerne med b.la. Casper Christensen og Frank Hvam, til halv pris da de har haft frafald blandt egne medarbejdere. Jeg var s?dan lidt ligeglad, s? jeg spurgte t?serne om de gerne ville med, for ellers ville jeg nok selv v?lge at spare den l?rdag aften, men de blev fuldst?ndig vilde og jeg blev straks erkl?ret som verdens bedste chef, da de fandt ud af at firmaet naturligvis betaler. Sjovt som de ting man ikke selv ville finde fantastiske, nogle kan vise sig at have en helt anden mening for de ansatte. * Hvis jeg synes at vi har haft en h?rd periode og pigerne har arbejdet s?rlig h?rdt (f.eks. hvis vi har f.eks. v?ret ramt af to syge samtidig, eller jeg har haft l?ngere ferie eller problemer med at f? ansatte nok, som vi erfarede sidste for?r) kan jeg ogs? finde p? at anderkende deres ekstra indsats med f.eks. en buket blomster hver med personligt kort, eller en ?sommerkurv? med bikini, god solcreme og thailandske special frugter, netop fl?jet ind og relativt ukendte i danmark. (et af mine bestyrelsesmedlemmer er heldigvis rigtig god til at finde p? den slags). Julegaven er ogs? hver ?r en stor julekurv hvor jeg selv finder indholdet gennem et par m?neder. * N?r vi ans?tter nye har vi udover en udf?rlig medarbejderh?ndbog ogs? d?kket deres skrivebord med et fint kort (personligt skrevet og altid med en glad tegning en af pigerne har lavet), en lille blomst, flag og en chokoladecroissant eller lignende, s? de f?ler sig velkomne. * Er der kunder der er sure og tv?re, deres kunder er sure og tv?re ? ellerhvis de bare er rigtig d?rlige til at betale deres regninger, opsiger vi samarbejdet. Det er ikke ofte det sker, men det h?nder da. Jeg synes det lyder fantastisk, og det er super at se virksomheder, der s? konsekvent satser p? arbejdsgl?den. Godt g?et! L?s mere om City Call Center her. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Friday, May 8, 2020

Have A Financial Adviser Why You Need A Career Strategist Too

Have A Financial Adviser Why You Need A Career Strategist Too My friend  Greg, a financial adviser, asked this thought-provoking question.  Its said often, common sense is not common anymore. Although this may be true, I was pondering that one of the MAJOR reasons people are having so many problems is they lack self discipline. Someone may have the common sense to realize an action is wrong, but not the self discipline to say NO to it. Your thoughts Having  learned much on the subject of finance, weight loss, psychology, marketing, etc., often it is the little things that make all the difference. Heres my long-winded response. Id say the biggest reason is rationalization. For example, trying to lose weight and you are tired and stressed and have a snack at the end of the day. Is that bad? A one-off wouldnt harm you. But what happens next does. Instead of saying to yourself, it was just a moment of weakness. It happened, move on and get back to doing the right things with your diet and exercise. You say, Well screw it. and dump your diet and eat the whole bag of chips and stop watching calories and exercising thinking, Whats the point. Ill never lose weight anyway. The same thing happens with spending. You buy the suit. And the upsell shirt and tie become, Why not? And since youve blown your budget, the next impulse buy is that much easier. You have a credit card. You dont need cash now to buy it. Dont you deserve it? Little things matter. And not allowing small missteps kill your plan. I heard a good point about why you should use a financial adviser. One of the biggest objections to using a financial adviser is that technically you could get the same ETF-equivalent fund without paying a commission to a financial adviser (or a fixed monthly or annual planning fee). But the big advantage [of having an adviser] is when the market tanks, they talk you off the ledge so you dont turn your solid 8-12% annual return over time into 0% by yanking your money out at the wrong time when youre freaking out. Your adviser could be worth 10-12% or more. Gregs response confirms this with his anecdotal evidence. Well said Mikey, Ive often told clients, one of the biggest things I bring to the table is I am non-emotional about their money. EVERYONE Ive ever met that lets their emotions run their portfolio massively under perform my clients, and often its because they have a gut feeling. So this brings up an interesting point. An Adviser Keeps You On Track So you have a financial adviser who helps you with your retirement portfolio, maybe your insurance, etc. You may have an accountant who does your personal and/or business taxes to make sure you stay out of jail and arent buried each year with all the paperwork. But what about you career?  Why do you leave your career to the whims of your employer and chance? Even if youre a  typical  employee making $50,000 a year, your career (or earning capacity) is your #1 money-making enterprise (I know the real estate industry and regulators tell you your house is but what pays for your house?). Take  your $50,000/year X 30 years = $1.5 million lifetime income And thats a typical career that isnt being managed well.  With effective management, energy and focus, you could easily double that. But lets be even more conservative with the numbers.  With even a minimal amount of career management (through a career coach or strategist yes, Im one who could help you) you could easily add another $5,000/year to that number without any problem.  That translates to: $5,000/year X 30 years = $150,000 So why havent you done it yet?  I know, we werent taught in school to think of our careers that way.  And there arent career coaches in every strip mall across America (but maybe there should be). You just do the basics.  Go to school, get a good job, work hard, and hope. But hope isnt a plan.  Hope is a wish. And as we see with todays economy, wishes often dont come true.  They turn into financial nightmares as the unprepared are laid off, buried under student loan debt, and lose everything through unemployment or underemployment. And then that $150,000 potential gain by getting help managing their career turns into the opposite. A years unemployment or equivalent underemployment = $50,000 in the red.  That plus the $150,000 lost upside = $200,000 net opportunity lost by burying your head in the sand. Executives manage their careers. They have career coaches and mentors who they, or their businesses, pay tens of thousands of dollars to in order to improve their earning power and the results of the businesses they lead. But fat-cat-executives shouldnt be the only ones benefiting from a career coach or strategist.  Why not you?  You may not be able to pay a couple grand a month for a coach.  But what if you could get equivalent guidance at a fraction of the cost. As we saw, you could easily get a $5,000 per year bump that is over $400 per month for someone in the $50,000/year job category.  What would that $400 per month pay increase be worth to you?  That $150,000? So why do you need a Career Coach or Career Strategist? Much of the benefit of a career coach, like an insurance agent or accountant, occurs  when major (or even minor) life changes happen.  You must consistently practice the  basics (like recording your accomplishments and setting goals). Having someone guide you with that and hold you accountable for your goals and commitments helps you follow through when times get difficult.  That is especially true when life starts to spin out of control and your self discipline starts to wane.  And then theres those things throughout the year or over your career that force you to actually make tough career decisions  whether youre prepared or not. These include: Annual reviews Pre-review prep. Quarterly check ins with your boss These are what often feed an annual review. Monthly accomplishment accountability What did you do last month?  And is it keeping you on track for your annual goals? Asking for a raise Asking for a promotion Looking for a new job Preparing a resume Interviewing for a job Negotiating salary and benefits Evaluating side hustles Will it help or harm your career?  And is the right for you? Contractor vs Employee options Which is better for you at this time and why? Multiple job offers How to decide between offers. Life changes marriage, divorce, having kids, retirement How do these life changes and choices affect your career options? So dont leave your career to chance.  If you dont get a guide, a coach, a strategist to support you on your journey, who will you rely on? Your family?  Boss?  Friends?  Your career is the farthest from their minds.  Do it alone?  Youll get distracted.  You wont follow through. And a year from now youll be coming up on your next annual review and wonder where the time went.  And youll end up with the same minimal increase or no salary increase (remember people, were in a tough economy, no room for raises this year). Dont let this be you. So youve decided to take control of your career.  Now what? Email  me and Ill tailor my career coaching services to fit your individual situation.  How we work together will be based on. Stage of your Career a fresh high school or college graduate has different needs that a mid- or late-career client. Financial Situation if youre buried in student debt and credit card debt with minimal spendable income youll not be able to afford my  personalized services but you could get start with one of my self-guided templates.  It isnt perfect but starting is better than not. Job Status if youre unemployed or changing jobs youll need a different focus than someone in a stable career at their current company. Motivation are you willing to put in maximum effort to drive your career forward?  Or do you want more of a work-life balance? So lets get started driving your future forward.  Get in touch with me today.