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#CareerAdvice : #JobSearch – 6 Hacks to Save Time During Your Job Search

December 17, 2018/in First Sun Blog/by First Sun Team

“It’s important for job candidates to conserve mental and emotional energy so that they’re better able to communicate their strengths, skills and unique value proposition with confidence,” says Macken. “Taking an approach that prioritizes discernment and efficiency can not only save candidates time, but position them for what can be a long … process of finding a new job.”

With these expert-approved tips and tricks, you can seriously cut down on the time it takes to identify and apply for the right job for you, so that you can start working on it stat.

1. Partner With a Staffing Recruiter

Staffing firm recruiters sometimes get a bad rap, but “a high-quality recruiter, one who understands your niche, can save you an incredible amount of time by sourcing appropriate jobs for your skillset and getting your name in front of a hiring manager,” says Rich Franklin, founder and president of KBC Staffing. Ready to work with one? Here are 14 reputable staffing agencies to check out.

2. Create a Workflow

While it takes time to initially set up, creating a place to track your job search will save you hours throughout the job search process, Macken says. “Pick your favorite document type to lay out your job search process, log positions you’ve applied for and link to your resumes and cover letters,” she instructs. “Having one place where your job search documents and process steps are located can provide a critical sense of momentum and accomplishment, and creates an easy way to track the status of your applications. It will help you avoid wasting time accidentally applying for the same job twice, and allows you to quickly reference your previous cover letters so you can quickly reuse relevant content.”

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What Skill Sets do You have to be ‘Sharpened’ ?

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3. Utilize Mobile Tools

Your smartphone can do many things, but did you know it’s one of the best time-saving job-search tools too? And it’s at your fingertips. “You can email, fill out job applications that have mobile sites, keep your resume up to date, do video interviews — using video apps like Skype and Zoom — and fill out job assessments” on your phone, says Mark Anthony Dyson, career consultant and founder of the podcast The Voice of Job Seekers. And what’s more, “networking is made easier through mobile, and most people no longer need a laptop to connect with key individuals who refer or introduce them to hiring managers,” he says.

Glassdoor’s app helps you search and save jobs from your phone, too — you can find it here.

4. List Your Core Skills

Before you begin the job search, “write out examples that illustrate your proficiency in the core skills you have to offer — data analysis, project management, volunteering, etc.,” says Macken. This saves time because “when these skills are listed in a job description, you can quickly incorporate [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][them] into your cover letter without having to start from scratch.”

5. Flaunt Your Accomplishments

“Going to networking events can be time-consuming when you’re working a couple of jobs,” points out Dyson. But you can still socialize without shaking hands. “Showing proof on the internet is a way for you to show your competency and tech savviness,” explains Dyson. “A website or blog is a place where you can direct the conversation to your skills and abilities.” He also suggests setting up a LinkedIn profile. “Your profile becomes a magnet [to recruiters] when you are regularly engaging in conversations, adding value through articles and updates and [using] the video and writing tools to show your knowledge and personality.”

6. Apply Selectively

“Job seekers who create [targeted] lists of companies rather than applying to scores of jobs on job boards save so much more time,” Dyson insists. Why? “By targeting companies, you can get more specific in finding people to refer you, know and understand company culture and help you prepare for compensation negotiations and more.” You can connect with the right professionals by searching company websites and social networks, Dyson suggests.

GlassDoor.com | December 14, 2018 | Posted by Jillian Kramer

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#CareerAdvice : #LeadershipDevelopment – Why being a Manager is a Career Change, Not a Promotion

December 15, 2018/in First Sun Blog/by First Sun Team

Almost two years ago, I fell into becoming a manager.

In my past career, I never thought that this would happen. Most of my life I’ve been a maker: working as an engineer, solving technical problems and building apps, products, or just circuit boards.

People management was a huge change. I learned a lot of things the hard way through trial and error, success and failure–but also by reading a lot: books about management, stories about teams and culture, and articles by others who went through the same transition from maker to manager as I did.

I thought I’d take the chance to return the favor by writing about the five things that helped me transition from maker to manager, and to level up and grow into my management position.

1. SAY GOODBYE TO YOUR WORK AND SAY HELLO TO YOUR TEAM

I know this is a really tricky one: to stop doing what you’ve been doing for the past several years, and what also ultimately got you to this point in your career.

Here’s the perspective that I needed to embrace: Becoming a manager is not a promotion, it is a career change.

Viewing it this way, change is normalized. In my case, I realized that, after a while, coding became a distraction for me. At the beginning of this shift, I was still shipping features and bug fixes while also doing one-to-ones with the team on a weekly basis. I couldn’t fully concentrate on one or the other, and that resulted in me doing a bad job in both areas. Both areas are important, but you have to choose one. In my case, I chose the team, and not the code.

As a manager you need to put the company first, your team second, and your team members last.

Now this may sound harsh, but in practice, it leads to the best outcomes for everyone involved. For example, let’s say you mixed up the order of these priorities: You put team members first and the company last. You could easily find yourself with an amazing team, building something that doesn’t move the needle in any way for the company. Or worse, you could end up with a group of empowered individuals, each going off on their own way and not producing much valuable work.

It is incredibly important for you as a manager to understand the higher-level vision of your company. You need to know where the ship needs to sail. Only then can you help your team get there and help them grow in the right direction.

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What Skill Sets do You have to be ‘Sharpened’ ?

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2. OWN YOUR EDUCATION

This one is probably pretty straightforward and could be said about any role or any job. But it is still worth mentioning, especially in a career shift similar to mine, going from maker to manager.

I always use this quote from Albert Einstein to highlight how important learning is for us humans (just replace “moving” with “learning”):

Life is like riding a bicycle. In order to keep your balance you must keep moving.

The main thing I did in my first few weeks and months was to read, read, read. I needed to learn what management actually is. What are some effective management styles? How do I facilitate great one-to-ones? How can I be a great manager without ending up micro-managing everything?

I learned how important it is to be open and honest, and to build trust in my team, and to encourage discussions.

I learned more about everyone in my team, what they like and don’t like. What is their work style? Do they flourish in chaotic situations or dread them? All these details are important to understand, to help each individual grow and perform at their best.

I learned about the different processes we had or were missing at Buffer. Your job as a manager is to make the life of your team easier and to move obstacles out of their way. So knowing how things are done and where you can improve them is highly important.

Here are a couple of books I would encourage everyone to read, who leads a team or manages one:

Managing Humans by Michael Loop
Really insightful for first-time managers, and learning what’s it’s all about, and foremost, learn that it is all about humans.

The Manager’s Path by Camille Fournier
Awesome overview of the what roles an engineering team normally has, and what the expectations in those job might be.

The 5 Dysfunctions of a Team by Patrick Lencioni
I would call this my favorite book when it comes to building great teams. Although it is written in a fable style, it is so insightful, and so resourceful! Really recommend this to everyone who works in a team.

3. BUILD YOUR MEGAZORD

If you grew up in the ’90s or know the Power Rangers, the Megazord is the big robot they create together when they need to fight a bigger, more powerful enemy. They could never fight an enemy that big alone, so they come together and form this huge, invincible machine.

We all know that the sum is always bigger than the parts. It’s true for Power Rangers. It’s true for management. In other words, as you’re making the transition from maker to manager, it’s vital that you create a support network.

Find people who will push you out of your comfort zone and show you a new way of doing things. Surround yourself with people from different backgrounds and with different experiences. Find psychologists, design leaders, or even a kitchen chef. Understanding how others approach problems or find solutions is so key in broadening your horizon.

And there was even an easy way for me to do so. I signed up to two Slack Communities at the beginning of my transition. Just by learning how others approach those things or learning that bigger companies or more experienced leaders still struggle with similar problems was super helpful to me.

4. DON’T DO IT ALL

This fourth point is something I just discovered recently, and it opened my mind. We all know that delegation becomes more important the more people you might lead or the more work you have on your hands.

Delegating sounds easy, right? I just tell everyone what to do!

Well I thought so, too, but I discovered that it is not easy, and that it requires active work to do delegation the right way.

I thought I was doing great in my job, everything was going well, then I discovered this article by Camille Fournier: When Being “Helpful” Is Actually Hurting. (Notice the airquotes around “helpful.”)

This article opened my eyes! I wasn’t doing bad, but there were a lot of improvements I took from this article. The biggest learning, which I have written in front of me on a sticky-note at my desk, is:

I need to stop taking over work in the name of helpfulness.

For instance, if you tell someone on your team that you want to look over all the proposals and be the last one to have a say in something, you limit their growth.

As soon as I understood that, I felt bad. Here I was, thinking I was helping. But essentially when I took over someone’s work or helped them out, I was blocking my team from growing!

5. BEING PRODUCTIVE IN A DIFFERENT WAY

Last but not least is something almost everyone changing jobs has to cope with.

When you work as a maker/engineer, your output is easily measurable. You know what you are doing, and you have something to show at the end of a day. Either something written, something working in your app or your website, or even something you can touch. You can say to yourself–“Nice, I did something today, I was productive.”

Here is a quick comparison of what I used as a productivity indicator when I was an engineer:

But now as a manager all I had was this:

As you can see in the screenshot above, your calendar automatically fills up, and at the end of a day, you have meetings to show, not features, bug fixes, blog posts, etc. This was pretty hard for me, I didn’t know if I was productive in a day or not. I had nothing to measure it with until I realized that my job now is to make the team work, to chat to people and resolve problems, and help the team to flourish. If the impact of your work as a manager is not immediately visible, it’ll play out over the long run.

Having patience and trust is key when shifting jobs from maker to manager. Feel comfortable with what you do. If your team is doing great, you are doing a great job.

FastCompany.com | December 15, 2018 | BY MARCUS WERMUTH—BUFFER 7 MINUTE READ

#JobSearch : 6 Ways to Use the Holidays for #Networking . A #MustRead Now!

December 14, 2018/in First Sun Blog/by First Sun Team

The holidays are the time for gatherings and good cheer, and that makes them a natural time for networking. Business is about relationships, and sharing kind wishes and getting some face time can help to strengthen them. Since the season is a busy one, make the most of your connections by creating a plan.

Here are six ideas for effective holiday networking.

CHOOSE OPPORTUNITIES WISELY
Be smart about the ones you attend, says James Cassel, chairman of the independent investment banking firm Cassel Salpeter & Co.

“[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][Attend] as many relevant holiday events as possible,” he says. “Taking advantage of them requires being strategic, disciplined, and committed to follow-up. Think of yourself as a smart marathon runner, not a sprinter. That means doing serious research as you target gatherings that you think will draw the people you see as your best prospects.

“In a digital age in which we’re losing the human touch, there’s nothing finer than a handwritten note,” says Cassel. “I begin my follow-up within a day or two after meeting people, and I’m careful to include something specific and personal about the encounter, as well as verbiage that reminds the prospect what it is my company has to offer. Sounds simple, but you’d be surprised how many people fail to execute it completely.”

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MAKE A LIST
Create a “meet list” of key individuals you’d like to connect with during the holidays and why, suggests corporate connections consultant Judy Robinett, author of Crack the Funding Code.

“Events can be jam-packed with opportunities,” she says. “Narrowing it down in order to ensure you’re being strategic, and maximizing the time you have with these key individuals, will help to ensure you’re making more lasting than fleeting connections.”

If you’re looking for conversations that can further your business, approach them with mentorship instead of profit in mind, she adds. “Mentors can be valuable players in your future success—and possible investors in the future—so building these early bonds can definitely pay off in the long run,” says Robinett.

HELP OTHERS NETWORK
It’s the season of giving, and being a connector is one of the most valuable things you can do for people in your network, says Kevin Hamilton, SVP of marketing at the restaurant technology platform Toast.

“The holidays are a great time of year to canvas your network and connect individuals that you think could be helpful to each other in the New Year,” he says. “This might include employees looking for a potential mentor, clients looking to break into a new region, or colleagues who want to acquire new skills. Use your wide network for good, and connect people to one another in a way that’s helpful, authentic, and meaningful.”

CONNECT ON THE SPOT
With all the festivities and conversations people are having throughout holiday networking events, it can be hard to remember who’s who, says Solomon Thimothy, CEO of Digital Marketing Agency. Instead, keep your phone on hand and take advantage of LinkedIn.

“Download the app and keep it on your home screen so it’s easy to access,” he says. “Then, as you’re meeting new folks, pull up the app and find them. This enables you to make that real-time connection and is an easy access point to avoid their crowded emails so that you’re able to send a more personalized, direct message.”

Added bonus: You might find out on the spot that you have mutual connections that can help continue to drive the conversation, Thimothy says.

BE INCLUSIVE
Winter holidays of Christmas, Hanukkah, and Kwanza are often recognized, but the employees of cloud communications provider 8×8 use every holiday as a chance to connect with each other.

“We celebrate diversity and welcome all cultures,” says CEO Vik Verma. “If you’re smart and have good values, you’re of great value to us. We like to create an environment that demystifies different ethnicities. We celebrate Christmas and Diwali. We feel like if our employees can be themselves without having to create some act and be somebody they’re not, we create a safe environment.”

Every Wednesday, 8×8 employees get a chance to relax, mingle, and enjoy a catered lunch. “My general philosophy is that people work hard,” says Verma. “We try not to have evening parties that take them away from family. Why create an obligation to stay late for a beer bash? If we can gather at lunchtime, you’re providing value to employees.”

OR JUST WAIT UNTIL THE NEW YEAR
While the holidays are prime for networking, they’re also hectic. If you’re feeling overwhelmed, why not wait? asks Brian Rowe, CEO and founder of Perceivant, an educational technology company.

“December is such a busy and stressful time for everyone, so wait until the New Year to reconnect with current and new customers,” he suggests. “Thinking in this mind-set helps us kick off the year strong and connect with contacts straight away once January rolls around to stay more top-of-mind.”

Rowe has the same philosophy with his employees. “There are enough holiday parties in December. So, to avoid any added stress, we all gather together as a company in mid-January to celebrate,” he says. “This allows us to reconnect, discuss what happened in the previous year, and get excited about what’s coming ahead.”

FastCompany.com | December 14, 2018 | BY STEPHANIE VOZZA 4 MINUTE READ

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#CareerAdvice : How to Talk to Anyone from the CEO to the Interns at your #CompanyHolidayParty … Great Read!

December 12, 2018/in First Sun Blog/by First Sun Team

It’s that time of year when parties fill your calendar. Mingling with both people you know very well and those you never speak to, you might be you a little nervous. But little nervousness goes a long way to helping you get ready. Saying the wrong things can be career limiting, just as saying the right things to the right people can be career enhancing.

If you want to make a great impression, think ahead to what you’ll say. When the corks are popping and hors d’oeuvres are being passed around, you’ll have some key messages to deliver. Here’s how you can prepare to be spontaneous in four conversations you can expect to have at your office holiday party:

WHAT TO SAY TO THE CEO

You might worry most about speaking with your CEO–or with any high-ranking executive. With that in mind, you could decide to give it a pass. But that’s a no-win strategy. Instead, take a deep breath and walk over to that senior executive. Make sure she’s not engaged in a conversation with someone else. If she is, wait, watch, and go for it when the she is free. That itself takes a keen eye.

Extend your hand, and introduce yourself. Don’t say, “I’m Aesha, I work in sales.” That introduction will go nowhere. As you shake hands, be sure to share your full name, and do so with confidence and eye contact. Tell your CEO not where you work but what you contribute. So, if you’re in sales, you might say, “I’m Aesha Patel, and I’ve helped corporate banking have its best year ever.” Or you might state, “I oversee our expanding relationship with NBR Bank.”

Now you’re talking your CEO’s language. Any one in authority will love to hear these positive messages, and will be able to build upon your narrative. If it sounds like boasting to you it will sound like success to your company’s officers.

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HOW TO CONNECT WITH YOUR BOSS

Don’t even think of avoiding your boss, even if you’re shy or don’t particularly care for the person you’re reporting to. This is a great opportunity to strengthen those important ties, and present yourself as a confident person, comfortable in your job. The key is showing your boss you appreciate him.

As you plan for this conversation, think about the one thing you admire, respect, or like about your boss. It could be his ability to inspire his team, or his dedication to the department’s success. You might appreciate that he mentors you and others. You might also respect him because he’s a great dad who manages to balance work and family.

Think ahead and get your message clear in your mind. Here are some possibilities: “I want to thank you believing in all of us on the communications team and being such an excellent mentor.” Or, “You know, one thing I’ve noticed this year is how devoted a dad you are. You’ve shown us by your example how to make the work-life balance successful.”

CHATTING WITH A COLLEAGUE

The fun conversations often are with friends and close colleagues. Networking with them can be full of laughter, sharing confidences, and making plans. But here again you have an opportunity to build relationships. So take full advantage of these encounters.
As you’re thinking about the event, decide which of your colleagues and friends you want to spend time with and what you want to say. In each case, there is an opportunity to take the relationship to the next level.
Here are some angles: If a colleague and you have been working on a project, tell them it’s been a great experience, and suggest what you might do in the next year. Or if you know your colleague is hunting for a job, say you may have someone she can talk to. If you two have young children, share the excitement of having little people during the holidays. Suggest getting the kids together in the New Year. The point is to build the relationship.

APPROACHING A STRANGER

There will no doubt be people at the holiday party that you don’t know. Well, be sure to take time to reach out to a few of them. They might be new employees, clients, spouses, or partners. Make them feel welcome by going up to them and saying, “Hi, I’m Donovan Elliott. Great that you could join us.”
What unfolds is not necessarily a conversation you could have planned, but it will be special because you’ve taken the time to give an outsider a warm welcome.

If it’s a client who’s been invited to the event, tell them, “We love working with your team.” If the person is a new employee, ask how they like their job. Offer to have a lunch with them in the near future to discuss any questions they might have. The important thing is (1) that you have made a point of reaching out and (2) you do a lot of listening. They’ll remember you for those gracious qualities.

Basically, it’s a party, so keep your discussions warm and positive. Avoid contentious topics that can drive things off the rails. And contribute to everyone’s joy (and your own career success!) by preparing what you’ll say, whom you want to talk to, and how you’ll reach out to those you don’t know.

FastCompany.com | December 12, 2018

#Leadership : How to Manage Your Team’s Calendar During the Holidays

December 11, 2018/in First Sun Blog/by First Sun Team

The end of the last quarter is a time of rest for many, but founders and their teams keep working hard to set up their companies for success in the new year. Just because the grind never stops, however, does not mean that founders should take their teams for granted. But there are ways to manage your team’s calendar during the holidays.

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The Team here at FSC LinkedIn Network would like to wish you/yours a Wonderful Christmas & a Happy, Healthy, & Prosperous 2019! Our best to you, www.firstsun.com

My companies are closing for 10 full days during the holiday season. I want our employees to know that we recognize their value and respect them enough to provide a manageable work-life balance.

We aren’t closing shop for 10 days without proper preparation, of course. Until those 10 days arrive, our teams from top to bottom are working tirelessly to ensure that we won’t leave anything unfinished. Our break will be much more enjoyable with the knowledge that we did everything necessary before closing shop for the season.

Managing a team’s calendar during the holidays is a delicate task. Some people want to work more in a quiet office, while others want to take long breaks. The key to managing a holiday calendar is to treat employees with respect without compromising on the company’s goals in the bargain.

Follow these scheduling tips to manage a team through the turmoil of the holiday season:

1. Understand what they want.

Rather than announce the office will close for two weeks without discussing it with anyone, talk to people about what they would like to do for the holidays. Some teams would prefer to grind it out for a few weeks to earn a long break, like we’re doing, but others would rather take it slow. Keep in mind that not all employees celebrate the same holidays.

Employees respond better to leaders who involve them in the decision-making process. Involve them, but don’t let them run the show on their own. Paula Santonocito of Recruiting Daily Advisorargues that, while employee involvement can provide a sense of value and ownership to employees, it can also lead to decision paralysis within the organization.

Find the balance by soliciting employee input then making the call that’s best for the company. Maybe that means going with what the majority wants. Maybe it means allowing people to opt-in to an alternative holiday schedule. Whatever the decision, don’t let one group saddle another with extra responsibilities.

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2. Lean on freelancers to fill the gaps.

Freelancers are always available to help small companies meet goals when internal employees don’t have the capacity. This is especially true during the holidays when entire teams can disappear for days at a time.

Reach out to trusted freelancers early in the month to ask about their capacity. If they have some room on their schedules, talk to teams about their holiday plans to coordinate projects. Keep track of this in a calendar app so that you don’t forget. We get so busy these days that we often don’t message till it’s too late.

Of course you don’t rely on freelancers to do jobs that would be better handled internally. You can take this opportunity to tackle some projects that might not come up during the rest of the year. Work with contractors to come up with creative pieces of content. Trust freelancers with big tasks to learn which ones are dependable, then give them more work during the coming year.

Don’t worry about the potential cost of a freelancer/full-timer mix. Michael Solomon, co-founder of 10x Management, broke down the budget on Huffington Post and found that mixing freelance with full-time is the most cost-efficient management method.

3. Relax work-from-home policies.

Remote workers are typically more productive than their in-office counterparts, as Harvard Business Review discussed back in 2014. Now that telecommuting tools have gotten even better, that productivity gap is even wider. That goes double for the holidays when office workers take every opportunity to talk about gift recommendations and football.

Encourage employees to work from home whenever necessary during the holiday season. If the company has a rule about needing an excuse, drop that rule (permanently if possible, but definitely for December). When parents don’t have to worry about their kids’ school schedules and travelers are free to work from the road, companies reap the benefits of anytime, anywhere productivity. It also cuts down on all of the extra office-holiday-chatter that is a huge time-suck.

Maintain a semblance of order by clearly communicating expectations and reminding employees of work-from-home guidelines. People still need to attend important meetings and meet productivity goals at the end of the year. Treat people with respect and assume they want to do good work. If the team is a good one, it will reward that faith many times over.

The holidays are almost here, so don’t delay. Work with teams to create a schedule (scheduling beats hustling) that works for everyone, set expectations and treat employees with the respect they deserve. When the holidays end, return to work refreshed and ready to tackle the new year.

Entrepreneur.com | December 11, 2018 | John Rampton VIP CONTRIBUTOR

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#CareerAdvice : #JobSearch – The Surprising Ways Companies Assess Job Applicants…

December 10, 2018/in First Sun Blog/by First Sun Team

For every job seeker looking for their dream job, there is also a company hoping to find its dream employee. In order to find the perfect match, companies are learning to get more creative during the hiring process to streamline the search for the perfect candidate.

But with so many applicants applying to a position, how does a company really zero in on the standout applicants? Recruiters and hiring managers are screening candidates both ahead of time and during in-person interviews looking for red flags and the right fit — and sometimes you may not even be aware of how they are screening you.

Here are a few new and unique ways that companies are testing applicants. In short, be prepared for anything!

1. Conduct a skill-based test

Companies are often looking for specific traits in potential candidates, such as being detail-oriented. Matthew Ross, co-owner and COO of RIZKNOWS and The Slumber Yard, says he presents potential video editors with a unique assessment test before hiring. During the interview, he will give the candidate raw footage and a set of pre-made graphics and ask them to create a short, one-minute video.

“We evaluate the flow and quality of the video but what most potential candidates don’t realize is that the pre-made graphics we give them are incorrect (i.e. we purposely misspell a word, use the wrong color scheme, etc.,). Basically, we want to see if they’ll actually see the mistake and fix it,” says Ross. “This gives us good insight into their attention to detail, which is a key trait we want in our video editors.”

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What Skill Sets do You have to be ‘Sharpened’ ?

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2 . Scope out your social media channels

Since we live in a digital, social-media heavy age, it’s not uncommon for companies to ask applicants for their Instagram or Twitter handles, as well as a link to their Facebook profile. Recruiters and hiring managers will look at your social channels to better understand your personality and to catch any red flags (i.e., foul language, risqué photos, etc.,) and anything that might not align with the company’s culture and values.

Moreover, don’t be surprised if an interviewer wants to look at your profiles with you during the interview! When you’re applying to a job, it’s always better to be safe than sorry with your social media sites: so clean up your online act because your future employer may be watching!

3. Invite you to spend a day in the role

Believe it or not, you might get to test out the job before you get hired. A “day in the life” visit also gives the company a chance to see how you’d perform, both in the role and with your potential co-workers.

Matt Dodgson, Director of Market Recruitment, says he has worked with clients who will first email a short screening test to a candidate and, if they pass, they will be invited to spend a “mini-workday” in the proposed position.

“This usually entails being given a project that can be accomplished within four hours (the candidate is given some prep materials beforehand), and then lunch with the team afterward,” explains Dodgson. “We then conduct an in-depth interview with the candidate the next week to evaluate their performance and ask focused follow-up questions. We’ve found that this puts candidates on the hot seat, but it gives us and clients better insight as to how the candidate would fit within the position and the team.”

4. Interview via text message

Since texting is the dominant form of communication for Americans under the age of 50, it’s becoming increasingly more common for interviews to take place or be schedule directly through texting.

In fact, tech company Canvas is dedicated to helping employers conduct text-based interviews. If a recruiter asks you to interview via text, don’t be shy – this may be an easy way for you to shine since, after all, you are probably used to texting! And from the employer and recruiting prospective, a text interview saves time and helps weed out anyone who can’t communicate effectively. So if you find yourself in a text interview, make sure you spell-check your text and respond in a timely manner!

5. Ask you to take personality tests

With fit in mind, some companies use personality tests like Myers-Briggs to determine if a candidate will be a good cultural fit.

“During the hiring process at finder.com, we’re focused on finding the right person for the role, not just a person who excels at the required competencies,” says Jon Brodsky, Country Manager at Finder.com. “Our personality tests provide insight into whether someone might be a good fit culturally. It’s crucial that we find the right person for the company and role, because the right fit will flourish and grow while someone who may be considered ‘the best’ will be frustrated and only deliver standard work.”

6. Video record interview answers

During the application process, an assessment might begin with video recordings of yourself answering the questions. While this usually occurs online in the application portal, it’s possible a recruiter will film your in-person interview to playback later or share with those in the interview loop who could not attend.

The more common scenario is that, during the online application, you will be asked to answer a question while being recorded. The catch here is that you usually have to record the video in their online system, meaning you may not be able to edit or reshoot the video. The aim of this exercise is to get a genuine response and answer out of you, as well as to test how well you think on your feet and to get a sense of your personality. Also, for some industries like healthcare, this is an efficient way for recruiters to evaluate a large number of applicants.

By using Montage Interview Software, nursing candidates at SSM Health are able to express interest in a job, discuss their skills and background, plus showcase their personalities in a way that phone interviews didn’t allow for. Through on-demand interviewing, candidates can complete video interviews on their own time.

The good news is that most applications like this will give you adequate support to prepare for the video interview.

7. Quiz your knowledge

Similar to a personality test, a company might ask you to take a specific data-driven test in order get specifics on your technical skills. For example, a company hiring for a sales position might ask prospects to take a 90-minute online test that will measure sales leadership competencies and client fit. It’s essentially a quiz to test your knowledge and ability and to determine if you will be the right fit for a specific client.

“I am a recruiter and recently worked with a client that used a sales assessment as the initial filter for screening candidates,” says Candie Fisher, Founder of Candie Fisher Consulting and Partner and VP of Client Engagement at Notogroup Executive Search. “It made my job a little more difficult, as it knocked out some people that had strong industry experience, but it allowed the client to have confidence that every candidate moving forward had met a data-based hurdle.”

GlassDoor.com | December 10, 2018 | Posted by Isabel Thottam

#Leadership : Six Entrepreneurs Share Tricks For Diffusing Office Conflicts…Arguments are bound to happen. Here’s how to deal with them.

December 6, 2018/in First Sun Blog/by First Sun Team

Below are ideas/concepts from the following Entrepreneurs to manage your company’s conflict:

1. Confront it.

“If people come to me with a conflict, my first question is whether they’ve addressed the person or people directly. If they haven’t, I send them back. I’m clear about this expectation from day one, and employees’ performance reviews include ranking their ability to provide constructive feedback. Aligning incentives to this value has led to a zero-drama, zero-gossip workplace.” — Lauren Schulte, CEO and founder, The Flex Company

2. Know when to cut ties.

“I subscribe to the notion that there are three sides to every story — yours, mine and the truth that lies somewhere in between. Addressing conflicts and working to find mutual goals, together, is the best way to handle clashes and even find ways to collaborate more deeply. All that said, sometimes issues can’t be resolved. And sometimes dissolution is the best resolution for everyone.” — Aaron Kwittken, founder and CEO, KWT Global

3. Take it outside.

“We tend to resolve minor conflicts and issues quickly. That said, when people have fundamental differences in how they’re approaching individual or team decisions, I find it’s best to just grab some time over coffee or beers outside the office. Being in a different setting tends to add levity to situations that sometimes just need that sort of perspective.” — Paul Hedrick, founder and CEO, Tecovas

4. Embrace it.

“I have worked with my cofounder, Dan Leibu, for more than 20 years, and we love to debate. It may seem like fighting at times, but it is simply our pushing each other toward the best possible outcome. So in this context, conflict is good. We had a doozy two years ago when we were trying to figure out our position in the world of health insurance. We both had to compromise, but once we landed in a shared place, we moved forward with clarity and purpose. Pressure makes diamonds, or so the saying goes.” — Michael Serbinis, founder and CEO, League

5. Keep it constructive.

“Conflict is healthy if done right. We have one important distinction between healthy and unhealthy conflict: If the disagreement is within the perspective of improving something, it’s great. But if the goal is to tear down or obstruct, it’s unhealthy. We say, ‘Be critical, not cynical.’ ” — Christian Lanng, CEO, Tradeshift

6. Designate a mediator.

“Our onboarding process makes employees aware that they have both their direct team managers and the HR manager to discuss issues with. Oftentimes when conflicts arise, it’s most helpful for employees to talk it out with someone who’s not directly involved and has no stakes. Knowing that it’s not one employee against the other helps ease the side effects of bruised egos.” — Alexandra Fine, CEO, Dame Products

Entrepreneur.com | Entrepreneur Staff MAGAZINE CONTRIBUTOR | December 6, 2018

#WorkLife : When People Would Rather Work with Competent Jerks than Likable Fools…When Money is on the Line, a New Study finds, People give Less Weight to Social Warmth.

December 5, 2018/in First Sun Blog/by First Sun Team

You can fill a room with studies on leadership that hail the importance of being a likable, honest, caring, and modest boss.

In the work world, however, that’s not what people want most. When people have a chance to choose whom to work with, and their own success depends in part on those people, a new study finds that cold competence becomes more important and likability less so.

When money is on the line, in other words, most people would rather work for a very competent jerk than a nice but less competent boss.

“It should be obvious, but it’s not,” says Jeffrey Pfeffer, professor of organizational behavior at Stanford Graduate School of Business, who coauthored the study with Peter Belmi at University of Virginia. “If you believe the literature, you’re supposed to be honest, modest, and authentic. But if you look at actual leaders, that describes nobody running either a company or the government. It isn’t Jack Welch, or Larry Ellison, or Steve Jobs. It’s not Donald Trump.”

To be clear, Pfeffer is not arguing that companies should hire obnoxious bullies just because they’re ruthlessly competent. In fact, the study cautions that ignoring the value of “soft contributions,” such as the ability to foster collaboration, can undermine a team’s performance in the long run.

CAN THEY HIT THE BALL?

What Pfeffer is saying, however, is that people are surprisingly hardheaded, analytical, and “instrumental” about sizing up work partners and bosses. In a trio of studies, he and Belmi show that this is especially the case in situations where a person’s compensation depends on the performance of his or her teammates.

“If you’re building a baseball team, you don’t care whether a player is nice–you want to know if he can hit the ball,” Pfeffer says. “If you’re looking for a surgeon, you don’t ask about personality.”

In the new paper, Pfeffer and Belmi focused on how “reward interdependence” affects people’s preferences for competence versus likability.

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In one experiment, for example, the researchers surveyed 443 working adults over Amazon’s Mechanical Turk service. The participants were asked to imagine that they were investment bankers who had to decide between four competing job applicants.

Overall, 77% said they would prefer the candidate who had been described as “highly competent” but “not very warm, friendly, or sociable.” Only 23% preferred the candidate described as “not very competent” but very sociable.

That preference for competence over social warmth was higher, at 83%, for people who were told that their pay would depend in part on the performance of their entire team. By contrast, just 71% of those whose pay was based only on their own performance put the priority on competence.

In a separate study, Stanford students were put into what they thought was a real-life situation. They were told that they’d be paid to participate in a series of lab experiments and that they would spend “quite a bit of time” with their partners over the next five weeks. Then they were asked about the kind of partner they’d prefer.

As in the other experiment, the students were also divided between an interdependent group, where each person’s pay would depend in part on the team’s performance, and a second group, where pay would be based only on individual performance.

Here, the contrasts were even more striking. Fully 72% of those in the interdependent group picked competence over sociability, while 59% of the students in the independent group picked sociability over competence.

Pfeffer says that makes sense.

“If there aren’t any consequences, then of course you are going to prefer people who are likable and fit your norms of social desirability,” he says. “But if your success depends on how well those people perform, which is the case in many organizational settings, then you’re going to emphasize competence.”

FastCompany.com | December 5, 2018 | BY EDMUND L. ANDREWS 3 MINUTE READ

#CareerAdvice : #JobSearch – Want to Look for a Job in 2019? Start by Doing these Things Right Now! …You Don’t have to Start Looking in December, But Doing the Groundwork Ahead of Time Can Help you Hit the Ground Running when 2019 starts.

December 4, 2018/in First Sun Blog/by First Sun Team

Most people looking for a job put it on hold in December. That’s generally because hiring slows down during the holiday season as people take vacations and lose time to seasonal events, and companies do other year-end activities like budgeting and employee evaluations.

December may not be when you’ll land a lot of interviews for permanent work, but it’s still a time of opportunity. If you know you will be seeking a job in the new year, you should take the month to get as ready as you can for the new year and the return of normal hiring rhythms.

Of course, if you’re out of work, you should not put your search on hold for December. Work on all of these things while you keep looking, because a hiring slowdown isn’t a hiring stoppage. And if you’re employed but ready to move on, these are good ways to get ready.

1. GET YOUR RESUME IN ORDER

It’s not enough to just update your resume. You also need to research whether resume format for your industry has changed. For example, in journalism a one-page resume was the standard throughout the 1980s and 1990s. At some point in the 2000s that changed, and multiple pages became not just appropriate, but expected for more senior-level people.

In addition to making sure you have your resume copyedited and checked for other errors, it’s important to make sure it’s current. Talk to hiring managers or other people in your field who have recently gotten hired to find out what’s the current norm.

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What Skill Sets do You have to be ‘Sharpened’ ?

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2. GET YOUR REFERENCES SET

Very few people like surprises. Your references may all agree that you’re a wonderful person and an excellent worker, but they probably don’t want a surprise call asking about you.

Let your references know that you plan to start a job search and that you’re using them as references. This will have them expecting calls and give them a chance to opt out–maybe they will be traveling out of the country, or maybe they don’t think they can say anything nice about you.

3. USE SOME VACATION TIME

Vacation policies vary by company. Some carry vacation over into the new year, and some pay you for unused time if you decide to leave, while others do neither.

December is a popular month to take time off, and in some cases, even companies where unused time does not carry over will allow you to book January vacations using 2018 time. If you have unused days, see if you can use them early in 2019, which can give you time to search for a job and go on interviews.

4. POLISH YOUR SKILLS

Consider the type of job you’ll be applying for and examine your skill set. Maybe there’s something you know how to do that you’re a little rusty at. Take an online refresher course or do something that lets you show during an interview that you worked on that area. Even just starting the process can make a big difference to prospective employers.

BEING RESTED AND READY WILL PAY OFF

While December can be a hectic month, it also tends to be a time when most workers in fields that aren’t retail-related get time off. Use that time both to prepare for your job search and to recharge your batteries.

Do things like setting up email alerts for certain job titles and bookmarking company careers pages you want to track. Make sure you have interview outfits ready to go and that you have nicely printed copies of your resume and references. There’s only so much you can prepare, but doing what you can will make it easier once the job market picks back up in the new year.

FastCompany.com |12-03-18 | BY DANIEL B. KLINE—THE MOTLEY FOOL 3 MINUTE READ

#CareerAdvice : 4 Ways to Become Indispensable to Your #Boss … One of the Best Ways to Remain Employed & Climb the Professional Ladder is to Become an Indispensable Employee.

December 3, 2018/in First Sun Blog/by First Sun Team

Becoming the go-to problem solver or the person who can be relied on to execute any task successfully is a sure-fire way to get your boss to notice you and fight hard to keep you happy. After all, don’t we all want to impress our managers and be invaluable to an organization?

However, there’s a distinct difference between being a dumping ground for errant tasks and being a key team player who is called on for prime assignments. We spoke to diversity and inclusion expert and author of Mastering the Game, Sharon Jones, to find out what are the primary ways to become essential to your boss.

Tip 1: Build on what you are told.

When a manager gives instructions, a good employee will closely follow the directions and do what she is told. However, a great employee will not only follow the directions that she is given but will also add value by pushing the project along anticipating the manager’s next step. Your managers are often busy managing multiple aspects of a project. Therefore, you can’t expect your managers to do their jobs and also yours. They won’t have time to spell out every single aspect of your project assignment. During check-in meetings, let your manager know what you both had agreed upon and the extra effort you put in to advance your aspect of the project. When you demonstrate competence, your manager will likely give you more independence to run with projects, and you will become a little more indispensable.How to Get A Promotion

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Tip 2: Have a “Can-Do” attitude.

If you want to become indispensable to your manager, then one of the best ways to distinguish yourself from your peers is to be a “can-do” person as opposed to someone who often says no. Managers look for professionals who not only produce exceptional results but also have a “can-do” attitude. The best way to strengthen your bond with your manager is to step up when he or she makes a request. If you can become a reliable “go-to” person, your relationship with your manager will strengthen. Realistically, you will not be able to complete every request exactly as it is outlined. Demonstrate your commitment to your manager first by saying yes, then bring up an alternative plan of execution based on your time and resource constraints. If you find a way to reliably deliver results, especially in difficult situations, your manager will begin to view you as a “go-to” person.

Tip 3: Lighten your manager’s workload.

Volunteer to take project’s off of your manager’s plate. During check-in meetings, ask about projects coming down the pipeline. If you hear about a project that fits your skill set, offer to get the ball rolling. To become truly indispensable, identify ways in which your skillset complements your manager’s skill set. If your manager hates doing a particular task and you are willing to take it on, she will want to keep you around for as long as possible. One note of caution: while it is ok to occasionally volunteer for administrative work to make your manager’s life easier, you should prioritize going after projects that demonstrate and grow your skill set.7 Ways Superstars Sabotage Their Promotion Potential

Tip 4: Keep your manager updated on a timely basis and let him/her know of any bumps in the road.

Managers never like to be surprised. So, the best way to be indispensable to your manager is to make sure you routinely keep him/her updated on your work. You can do that by establishing formal check-ins or informally do so by dropping by. You can also send email updates. Your office culture will dictate the appropriate manner for the update, but frequency is important. Also, be sure to give your manager a “heads up” if there is a problem you have encountered so that it can be addressed at an early stage. Remember, no one likes to be surprised at work.

Glassdoor.com | December 3, 2018 | Posted by Amy Elisa Jackson