#CareerAdvice : #CareerChange – Changing Careers? Here’s How to Tap into the Gig Economy during your Transition…Jumping into #FreelanceWork can be a Great Way to Bridge the Gap when you’re #ChangingJobs .

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The term “gig economy” refers to a workforce that’s defined by short-term engagements, temporary contract work, and independent contracting. As such, the gig economy includes freelancers, contractors, side hustlers, and anyone who’s making money on the side or earning full-time income with various short-term projects, rather than a single full-time job.

While this may seem like just another new buzzword, the gig economy is booming. In fact, the Bureau of Labor Statistics found that 5.9 million people held “contingent jobs” in May of 2017, which represents 3.8% of all workers in the U.S. A career transition is a perfect time to jump and test the waters because you likely have more time on your hands and less income coming in.

Tracy Ring, self-proclaimed admin pro, stepped into the gig economy during her career transition into social media and marketing. She explains, “I was able to use freelance work in the interim so that I could continue this path and career pivot, and not just accept another job to have a job, but rather focus on what I wanted”

Use the following ideas to become a part of this new work movement and–bonus–make extra cash along the way”

START WITH SOMETHING YOU KNOW HOW TO DO

People hire freelancers for a few reasons, one of which is that they specialize in something. Companies don’t want to fully train you like they would a new staff member, which takes time and money. Rather, they want to bring in someone who can get the work done with whatever project-based direction they have to give.

Ultimately, the implication is that you understand the nuts and bolts of how the work is done, you just need to cater your skills to their brand or project needs.

If you’re moving from one career to the next, you may be moving away from your current skill set to learn a new one, but don’t leave those skills at your last job. Instead, use them to jump into the gig economy and generate income while you look for the job you want to have. In this way, you can use those honed skills as tools to get from point A to point B.

Remember that this can also be a chance to test the waters using some skills from your past to get gigs that will give you experience for where you want to go. For example, Ring did a lot of small business marketing in her past roles, but never had a marketing title or marketing-specific job. So she’s using freelance and short-term gigs to build out those skills to eventually land a full-time marketing job.

“I had always been in generalist roles that were a blend of marketing, HR, project management, and admin. When thinking about my career path moving forward I knew that I wanted to focus on the route enjoyed most–digital marketing. Starting to ease into freelance projects allowed me to build tangible skills. I was able to strengthen my writing abilities and eventually create a portfolio of bylined articles,” says Ring.

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HOW TO MANAGE A SIDE HUSTLE WHEN YOU’RE EMPLOYED FULL-TIME

If you can maintain a consistent flow of clients, you may want you keep the gigs going, even with a new full-time job. This is especially true if your career transition means you need to start in an entry-level job and work your way back up.

That’s why it’s smart to start with a side hustle in mind. In fact, 44 million people have started their own side hustle as a way to make extra income. The key is to choose a side hustle that has legs; something that can grow into an income generator, whether you have a full-time job or not. If you’re not sure where to start, check out this nearly exhaustive list of 105 side hustle ideas. Consider which ones would be best for applying your current skill set.

For example, selling photos online could be a great way to generate passive income if you’re a photographer. While selling cupcakes could be perfect for the person who wants to start a bakery one day.

MAKE YOURSELF VISIBLE

If you’re new to the side hustle game, you have to start building relationships. One way to do that is to create profiles on various freelance and gig-finder websites, like Upwork or Remote.co. This is the best way to find work both actively and passively. Actively, you can be searching for gigs that fit your skillset, just like you would with regular job searching. On the other hand, with a good profile in place, you’ll be able to passively find work as well because those looking to fill positions can find you. If someone thinks you’re a great fit for a project, they can ask you to interview.

That doesn’t mean you don’t have to put in the work, though. Ring has had the best success finding gigs on these sites when she puts in the time with every application. “Never copy and paste cover letters or intro blurbs. Tailor your responses to the role and company. Any work I’ve secured has come from quick research on the organization/position, or writing responses that take the job description into mind. Make your pitches as concise as possible and always end with the unique value you can bring to the project.”

Ultimately, however, Ring says that it’s a numbers game, so actively apply for gigs as much as you can. “The more gigs you apply to the better your odds. But that doesn’t mean you can focus on quality over quantity.” That means focus on your research and tailoring your application to the role, as Ring suggested.

DON’T DO IT ON YOUR OWN

If the idea of creating a profile, finding clients, and maintaining that work feels daunting, take another route. There are many other ways to get into the gig economy without being a freelancer or contractor, like driving for Uber. With so many services like this now available to consumers, and many similar services for businesses as well, there are plenty to choose from based on your availability and preferences.

For example, if you want to share your car, rather than be a driver, sign up with a service like Hyre or Turo. This means that your car is available to rent–note that the process of screening renters is extensive and additional insurance is provided for your car.

If you drive a lot, consider wrapping your car in a business’s advertisement. These car wrapping services do require that you drive a certain amount of miles every day, but if you drive a lot, you can even make more money depending on where you live, i.e., in a city where more people see your car.

Another option is to rent your home or a room in your home on one of the many rental sites now available to consumers. If you’re renting an apartment now, check with your landlord first. In many cases, they don’t allow you to rent your apartment or space if you’re on a lease.

JUMP INTO THE GIG ECONOMY WITH BOTH FEET

Our increasingly innovative and digital world has put the power to earn right into our hands. As you transition into a new career, supplement your lack of income with short-term gigs or a side hustle. Not only can you control how much money you bring in, but you may end up earning more than you think–turning your side hustle into a business or giving your savings a boost when you do get another full-time job. Whatever your skills, there’s a way to bring income, so consider your options and jump into the gig economy with both feet.

FastCompany.com | November 11, 2018 | BY JESSICA THIEFELS—GLASSDOOR 6 MINUTE READ

#Leadership : #Recruiting – Think a Job Candidate is Lying? Look Out for These Signs…The Majority of Candidates are Honest. But once in a While, you Find a Bad Actor.

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For most recruiters, taking candidates at face value is second nature. With multiple, urgent roles to fill, tons of resumes to go through, and dozens of interviews to schedule, you don’t always have the time to dig into a candidate’s background as thoroughly as you would like. Most of the time, this isn’t a problem–the majority of candidates are honest, upstanding people just trying to find the right opportunity.

But every once in a while, you will find a bad actor who chooses to exaggerate or even flat-out lie about their experience in order to get the job they want. If hired, the consequences can be disastrous. Replacing an employee–even if they’ve only been there for a short amount of time–is time-consuming, expensive, and tedious.

So the next time you have an interview with a candidate that seems too good to be true, make it a priority to check for these signs that a candidate is lying or exaggerating.

1. THEIR ANSWERS ARE VAGUE OR UNRELATED

We’ve all encountered it before: You ask a candidate a thoughtful, multifaceted question, and they respond with an irrelevant or imprecise answer. This isn’t just a sign that a candidate didn’t sufficiently prepare for the interview–it could also indicate that they’re not telling the whole truth.

“Vague and incomplete responses to questions are a warning sign of embellishment or otherwise falsified accounts of a candidate’s responsibilities,” says Tammy Cohen, founder and chief visionary officer of background screening company InfoMart. “An applicant failing to use common industry jargon or who doesn’t cite processes, metrics, or team members’ roles may also be exaggerating the scope of their work.”

When faced with this situation, recruiters should push candidates to elaborate to determine whether they’re exaggerating their credentials or just nervous.

“The interviewer should look to remain silent if the candidate has provided a vague or limited response, in order to encourage the candidate to expand. Although it may initially be awkward for both parties, this method is more likely to generate a much more individual response than spoon-feeding the candidate with further questions,” says Lars Herrem, group executive director at recruitment agency Nigel Wright Group.

Herrem also suggests “repeating a question, be it immediately after the candidate’s response or later in the interview, [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”][to] highlight whether a candidate is being consistent, and therefore honest, with their answers.”

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2. THEIR BODY LANGUAGE GIVES THEM AWAY

You may have seen “human lie detectors” on TV shows and in movies who are instantly able to tell whether or not someone is lying just by observing them. But the truth is, you don’t need to be FBI-trained to spot signs a candidate is lying.

“Constant fidgeting, darting eyes, or complete avoidance of eye contact during important questions can mean an applicant is unsure of their answers,” Cohen explains.

Keep in mind, though, that these could also simply be signs that a candidate is nervous, so context matters. There’s a big difference between a candidate who bounces their knee every once in a while during lulls in the conversation and a candidate who goes on and on about grandiose achievements while refusing to meet your gaze.

3. THEY LEAN TOO HEAVILY ON GROUP ACCOMPLISHMENTS

It’s true that collaboration is essential in the modern workplace, but beware the candidate who only talks about their accomplishments as part of a group–it could suggest that they’re not as individually adept as you might want them to be.

“Personal pronouns like ‘I’, ‘me’ and ‘my’ are reflective of firsthand experiences, rather than the use of ‘they’ and ‘we,’ which suggests the candidate is borrowing examples from other sources or people,” Herrem says.

Don’t let impressive-sounding team achievements sway your opinion without digging deeper.

“If they mention a group project, then ask them what their specific role was, or ask them to tell you about something they did on their own,” says Executive Resume Writer Donna Svei.

4. THEY GET DEFENSIVE

Every once in a while, a candidate will give you a hard time if you ask probing questions into their backgrounds. According to Susan Hosage, senior consultant and executive coach at OneSource HR Solutions, this is one of the telltale signs a candidate is lying.

“Despite the submission of resumes and cover letters detailing their extensive experience, I had two candidates who specifically had memorable issues during the interview. I had one candidate angrily say, ‘I don’t know who created these questions?’ To which I replied, ‘That would be me.’ The candidate abruptly changed his attitude, but unfortunately, didn’t do any better responding to the remaining ones,” Hosage shares. “I had another candidate who ended his panel interview by saying, ‘Now, I want to ask you a bunch of questions you can’t answer.’ Needless to say, he left a big impression on the panel–but it was a bad one!”

It won’t always be as clear cut as these examples, but if a candidate you’re interviewing appears to deflect a probing question or dismiss your concerns, you may have a fibber on your hands.

5. THEIR SKILLS DON’T PASS THE SNIFF TEST

One of the most common things candidates lie about or exaggerate is their experience with a given skill. Fortunately, there are relatively easy ways to assess their competence.

“Candidates tend to exaggerate about their software skills. An example would be someone who says ‘Excel power user’ on their resume. I found the best way to separate the truth tellers from the boasters was to ask this simple interview question: ‘Tell me about the most complex thing you’ve ever done with Excel,’” Svei says.

Another simple way to gauge a candidate’s proficiency in a given area is through an assignment or exam.

“You can see flamboyant details in the resume, but when you assess the skills with a questionnaire or test, it’s all spoof,” says Ketan Kapoor, CEO and cofounder of HR technology company Mettl. “Sometimes, it’s hard to believe that someone who has fared so [well] on the resume can flunk an assessment. But if it happens, think before you take your chances.”

GlassDoor.com | November 10, 2018 | BY EMILY MOORE –4 MINUTE READ


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#CareerAdvice – How to Maintain your Relationships as you Grow your #Network .. #Networking isn’t Just About Meeting People. It’s also about Setting up Systems to Sustain those Connections.

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Building a great network involves more than meeting new people and introducing yourself. Once you get past that networking hurdle, you’ll face the challenges of maintaining and leveraging that network. As it grows, you’ll find it more and more difficult to keep in touch with every individual.

As a founder, maintaining a robust network has been critical to the success of my company. But make no mistake, managing hundreds of relationships is exhausting. This is where establishing a solid system comes in. That way, you can follow it without thinking (much like crossing off a checklist), until it becomes autopilot.

For me, that takes no more than one or two hours a day. I’ve seen the massive payoff from investing this little bit of time on a daily basis. We found our early customers, investors, and champions through my founder network–and we still find many of them there today. Here’s what that process entails.

I UPDATE MY NETWORK BY SENDING A PERSONAL NEWSLETTER

For a while, I was struggling to extract value out of my network, even though I had grown to know a lot of smart, connected people who wanted to help me. They just didn’t know how.

So I launched a personal newsletter. Once per month, I send an update on what I’ve been working on, and at the end, I have a section for “asks.” This is where I let my network know what I need help with at the time. Now, some of you might cringe at this, but think about it–if you’re looking for a freelance designer to revamp your website, and someone in your network knows a web designer who wants pick up extra projects, you’ve just helped someone by making your “ask.” As long as you respect people’s time and attention, asking for help won’t make you look bad.

The response to my newsletters has been tremendous–people better understand what our company Hatch Apps does (we enable non-technical people to build apps without coding) and are therefore referring more customers, investors, and relevant opportunities. I get replies all the time like, “A friend of mine is actually looking to build an app–can I connect you?” I use MailChimp so I’m able to track opens and clicks, and thereby know who in my network is most engaged.

I have friends who activate their networks via social media, or via a personal blog. Regardless of what medium you use, there are a few things that you should keep in mind. First, make sure that you’re your authentic self. It’s great to share your wins, but you also want to share your struggles, so it doesn’t seem like you’re just looking for an excuse to brag. Secondly, include interesting content. I include sections on “awesome reads” and “brilliant stuff my friends are building,” which my networks tend to click on. Lastly, make sure that you urge your connections to engage with your email. Be proactive about requesting comments or replies. This practice is an excellent way to drive engagement over the long term.

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BUT I STILL MAKE TIME FOR INDIVIDUAL CONVERSATIONS

While my update email is an efficient way to reach a large audience, nothing beats personalized one-on-one interactions.

I get that it might not be possible to do this with everyone in your network on a regular basis. But focus on quality, rather than quantity. There’s no reason you need to meet up with everyone on a monthly basis–that’s why I’ve “segmented” everyone in my network by how often I check in with them. Some folks hear from me monthly, and others only hear from me once per year. A simple text with “long time, how have you been?” can work wonders to reactivate a contact.

I also have a follow-up to-do list and use Slack reminders for follow-ups. And every morning, I check Facebook to see any birthdays, and make a point of texting or calling anyone who is turning another year older that day.

I’M INTENTIONAL ABOUT EXPRESSING GRATITUDE

A handwritten thank-you note goes a long way. A gift in the mail goes even further.

We all want to feel valued and listened to, and these days, it’s rare for people to get a thank-you note. Whenever a mentor shares some thoughtful advice, I send a handwritten note explaining how her great advice impacted my strategy. If a friend refers a job candidate, I send a bottle of his favorite wine. When a colleague forwards me an article, I email her with my key takeaways. Even if nothing comes out of the attempt to help (the advice is a dud, the candidate is unqualified, or the article isn’t relevant), I still thank them for going out of their way to help me out. I’ve witnessed that when a connection feels valued, they’re more likely to continue their patterns of support.

I FIND A WAY TO GIVE BACK

Remember, your network isn’t just about you. It’s about them too. That’s the golden rule of building professional relationships, which I learned from my college mentor, Deb Mills-Scofield.

After all the hard work you put in, you might be tempted to keep your networks to yourself. But this doesn’t do much for you. When you find ways to bring your networks together, you’ll continue to buy goodwill and strengthen your relationships. That means they’re more likely to give back to you and make introductions when you need them. I love to bring my network together through intimate dinners, casual happy hours, or by directly introducing them to one another.

It’s not enough to focus on growing and building your networks. You have to dedicate time and energy into maintaining them. If you find all these steps overwhelming, start small–even something like sending someone an article that you think they’ll enjoy can go a long way. As you continue to build systems around maintaining your network, you’ll find that these habits will become automatic. And you’ll see the payoff when the people in your network become invested in your success.

About the Author: Amelia Friedman is a cofounder at Hatch Apps, a company that automates software development to make building an app fast and affordable. She writes frequently for the Hatch Apps blog. Follow her on Twitter @ameliafriedman.

FastCompany.com | November 8, 2018 

#Leadership : The Complicated & Troubled History of the #AnnualPerformanceReview …Companies have Spent Billions of Hours Ranking, Filing, & Giving Workers Feedback. In the End, Does it Really Motivate?

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Yay, it’s time for my annual performance review!” said no worker ever.


While the yearly assessment handed down from manager to staffer has become something for both parties to dread (and prompted some companies to abolish it entirely) the approach to appraise workers’ progress has a long history that’s ranged from practical to problematic.

There is no definitive source that points to the very first performance review. Some suggest that the Industrial Revolution’s focus on worker productivity may have contributed to formalizing a standard for judging how well people did their jobs based on their output alongside machines like the cotton gin and the spinning jenny. If so, that’s a dark part of the annual review’s history, as it can’t be separated from slave and child labor and the unsafe working conditions that plagued factory workers before unions were organized to protect them.

Flash-forward to WWI and WWII, when the military started using metrics, first to identify and dismiss poor performers and then to rank enlisted soldiers based on their potential to ascend to leadership.

In between the wars, in 1927, Elton Mayo, an Australian-born psychologist, implemented a socioeconomic experiment that studied the female employees of the Hawthorne Works factory of the Western Electric Company in Cicero, Illinois.

Their productivity was measured by changes in their hours, wages, rest periods, lighting conditions, organization, and degree of supervision and consultation to see what would affect the way they did their jobs. They found, perhaps unsurprisingly, that performance wasn’t tied to money, but to the fact that someone was paying attention to their conditions.

But that finding was short-lived, at least according to Peter Capelli and Anna Tavis. They reported in Harvard Business Review:

By the 1940s, about 60% of U.S. companies were using appraisals to document workers’ performance and allocate rewards. By the 1960s, it was closer to 90%. Though seniority rules determined pay increases and promotions for unionized workers, strong merit scores meant good advancement prospects for managers.

THEORY X AND Y

At first, they observed, giving feedback that focused on improving performance was an afterthought. But along came social psychologist Douglas McGregor, whose Theory X and Theory Y would change the approach to assessments. While Theory X suggested that no one really wants to work and therefore they need strict supervision, Theory Y holds that employees should be trusted and empowered. It was a radical departure of viewing workers and leadership. As such, managers and their staff were seen in a collaborative way and performance could be positively influenced by encouraging development. “The limits on human collaboration in the organizational setting are not limits of human nature but of management’s ingenuity in discovering how to realize the potential represented by its human resources,” McGregor concluded.

THE RISE OF MIDDLE MANAGERS

By the 1960s, General Electric and other companies embraced this approach to the performance review and began implementing developmental feedback. However, when companies started to feel the crunch of inflation in the 1970s, they resumed appraising people in order to scale back merit raises. And under Jack Welch’s leadership, GE started ranking employees to promote top performers and pink-slip those who were just coasting.

As the decades passed, with more middle management having more direct reports at larger companies, the investment in individual performance reviews started to get out of hand. For example, by 2015 a report from the Harvard Business Review revealed that at Deloitte it took 1.8 million hours across the firm. And at CEB, managers reported 210 hours for appraisals (that translates to 5 weeks per year). Adobe scrapped the practice after calculating that 2,000 managers were in for some 80,000 hours when dealing with performance reviews. Talk about a counterproductive way to spend the workday.

But it wasn’t just the hours that put the performance review on deathwatch. As Capelli and Tavis noted, research proved that workers “would rather be told they were ‘average’ than given a 3 on a 5-point scale.”

Researchers at Kansas State University, Eastern Kentucky University, and Texas A&M also looked at how negative feedback during annual performance reviews affected employees and (shocker) it didn’t help them improve. But surprisingly, even positive feedback got misconstrued and failed to motivate.

As for the future of the performance review, the bad news is that it’s not totally going away. But as Capelli and Tavis point out, there is a better way. “Ideally, conversations between managers and employees occur when projects finish, milestones are reached, challenges pop up, and so forth–allowing people to solve problems in current performance while also developing skills for the future,” they write. “At most companies, managers take the lead in setting near-term goals, and employees drive career conversations throughout the year.” Sounds like a much more productive and empowering way for everyone to spend their time.

ABOUT THE AUTHOR

Lydia Dishman is a reporter writing about the intersection of tech, leadership, and innovation. She is a regular contributor to Fast Company and has written for CBS Moneywatch, Fortune, The Guardian, Popular Science, and the New York Times, among others.

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FastCompany.com | November 7, 2018

#CareerAdvice : #ResumeWriting – Think You Know How to Write the Perfect #Resume ? Think Again… Here are 20 of their Essential Resume Dos & Dont’s that could bring you One Step Closer to Taking the Next Big Step in your Career.

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While writing a resume is undoubtedly challenging, there are certain CV faux pas that can be easily avoided to improve your application and chances for landing the job you want. Whether that means omitting third person or submitting two pages, the strongest resume shines a light on your unique skills and experience with succinct clarity.

That’s where Philips recruiters come in. They’ve filled roles with the best talent for thousands of jobs and know exactly what to look for in prospective employees.

If your résumé is hard to read, no one will.

Below are 20 of their essential resume dos and dont’s that could bring you one step closer to taking the next big step in your career.

1.  A headshot won’t give you a head start.

Save that valuable space on your resume for highlighting your professional accomplishments and achievements. A headshot opens the door to potential discrimination accusations that recruiters must stay away from.

2.  Two pages? Perfectly fine.

The old adage says: keep your resume to one page. But if you are a seasoned professional, it can make sense to write a two-page resume that encompasses your relevant work experience. If you have less professional experience, a single page is more than acceptable.

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3.  There’s no place like home. So include it on your resume.

By adding your home residence to your resume, recruiters will know whether you’ll need to move to accept the job and potentially offer you money to relocate. Plus, if you land the position, your new company will have what it needs to generate a formal offer letter quickly.13 Irresistible Resume Templates to Download Now

4.  Keep employers linked in with your professional social media accounts.

By providing links to your career site profiles, such as LinkedIn, you’re giving hiring managers a simplified snapshot of your experience and easy access to all your testimonials.

5. Republican? Democrat? Save it for the voting booth.

Recruiters and hiring managers want to know whether you’re qualified for the job at hand. Leave out personal information, such as your marital status, number of children, height and weight, birthday and political affiliation.

6. Cash in later.

A resume should showcase your professional skills and leave money discussions for later in the interview process. In some states, it’s even illegal for recruiters to ask what you’re making. Air on the safe side and omit any salary figures.

7. Skip the bucket list for now.

While extracurricular and volunteer activities show that you’re a well-rounded individual, keep in mind that recruiters are assessing your skills and experience for the job at hand. Save all the juicy details for meeting with the hiring manager after you meet with a recruiter.

8. There’s only one objective: land the job.

These days, many recruiters consider an objective — a succinct summary of your skills at the top of your resume — “old school.” Instead, opt to let the hiring manager know during your meeting what skills you have to offer.

9. One size doesn’t fit all.

No matter how many jobs you’ve had, recruiters will appreciate it if you include experience that’s directly applicable to the role. Consider leaving out your starter jobs or your stint at a company that went out of business decades ago. You can always add “Additional Experience Upon Request” if you have more experience than space allows.QUIZ: Which Type of Resume Is Right for You?

10. Dig for the details.

When crafting a resume, it’s always best to be as detailed as possible. Try to avoid general phrases such as “excellent communication skills” and “well organized.” Instead, highlight your unique, specific offerings as a candidate, which can serve as great conversation starters.

11. Reference check? Take a rain check.

It’s wonderful to have colleagues, bosses and friends who will speak to your character, but corporate recruiters don’t need to reach out to your references. If you progress further in the interview process, they will often do a formal background check if needed. Have a list on hand, however, for later on, in case the recruiter requests it.

12. First person over third wins every day.

There’s really no better place to use “I” than in your resume. By writing in the first person instead of the third person, you’ll sound more authentic, friendly and conversational. It’ll draw recruiters right in. 

13. Calculate when GPA really matters.

Still in college? Include your GPA if it’s over 3.2. If it’s under, opt to omit it. Make certain to include your degrees and areas of study, but it isn’t necessary to add your SAT score.11 Surprising Jobs With No Experience Required

14. No degree? Add college credits.

If you attended college but didn’t graduate, include the dates you attended, your major and how many credits you earned toward your degree. If you land an interview, recruiters will likely ask why you did not graduate, so prepare an answer ahead of time.

15. You’ve got mail.

Lots of employers value creativity, but if your email has “cutefuzzykittens” in it, you should create a more professional address for recruiters and hiring managers to reach you. This will help them take you more seriously as a candidate. 

16. Make-or-break verbs.

Strong verbs, such as “managed,” “delivered” and “launched” successfully convey a sense of action and accomplishment. Before sending out your resume, insert strong, confident action verbs where you can.

17. An honest mistake can honestly hurt you.

Even with the best intentions, typos can happen. Run spellcheck and double- and triple-check your grammar. Better yet: ask a friend to take a peek — an extra set of eyes is always advantageous, as nobody is perfect.What Recruiters Want to See at Each Stage of the Interview Process

18. Age is just a number (but not on your resume).

Your resume shouldn’t contain personal information, such as your age. By removing it you’ll keep the spotlight on what really matters: your stellar qualifications.

19. Visualize a new job, not a fancy font.

Substance over style always wins. The best resumes are clean, clear and to the point. Your experience and accomplishments are strong enough to stand on their own.

20. Leave a little mystery.

Everyone has a good reason for seeking new job opportunities, but it’s best to save this kind of information as material to share during your interview with the recruiter and hiring manager. 

These resume tips can be used across all industries, no matter if you’re just starting out or if you’re established. It can be overwhelming trying to make your next big career move, and that’s why Philips is here to help along the way. For more career advice from Philips, please visit www.philips.com/lifeatphilips.

GlassDoor.com | November 6, 2018  | Posted by Philips Team

#Life : 7 Ways to Raise your Kids to be Good at their #FutureJobs (no matter what they do)…It has Nothing to Do with AI or Coding Camp, and Everything to Do with a love of Learning and #EmotionalIntelligence .

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Parenting is one of the most difficult roles there is, full of challenges, frustrations, and constant self-evaluation. Most parents try to raise healthy, happy, well-adjusted, functioning kids.

Apart from teachers, parents have significant influence on their children. Their actions and teachings form a major part of what children will do with their lives upon becoming adults. To inspire and help children develop skills that are crucial to leadership in later life, there are a number of things that parents can do.

BE AN EXAMPLE OF HOW TO LEARN FROM MISTAKES

Children will gravitate toward what they see their parents doing, not what they hear them say. Perfection is impossible, but it isn’t necessary. It is critical for children to witness that their parents have the sincere desire to continuously learn and admit to and learn from their mistakes. Being role models as parents will determine whether children will aspire to be leaders or followers.

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GIVE THEM RESPONSIBILITIES AND CHORES EARLY ON

Allow children to take on as much responsibility and assign tasks when they are able to perform them. Giving children age-appropriate chores can start with getting toddlers to carry plastic dishes to the table, according to psychologist Barbara Cox. This encourages children to learn from both their successes and failures that can become learning opportunities. Cox also suggests that around the age of 8 to 10, have children pack their own suitcases, beginning with adult supervision. This teaches problem solving and allows them to build self-confidence as a result of taking on new challenges and succeeding. It also gives them the ability to develop problem-solving skills and build self-reliance when things don’t work out or go the way expected.

PLAY FAMILY GAMES AND ENCOURAGE TEAM-RELATED ACTIVITIES

One of the major leadership skills is learning to work with different kinds of people. An excellent way to develop this is to engage in family games and encourage children to participate in team activities of all kinds. This could be sports, music groups, drama, or any type of group that the child has a natural interest in. Learning to interact with and build people skills around as many kinds of people as possible will serve children well, regardless of what they pursue in the working world. For leadership roles, developing these skills is crucial.

ENCOURAGE AND PRAISE GENEROUSLY BUT AUTHENTICALLY

While children need encouragement and praise, it is crucial that praise is merited. Praise without any substance for the sole purpose of building a child’s self-esteem will have negative consequences later. Expecting the same type of praise when they go out into the world will be a rude awakening when they do not receive it.

DEVELOP THEIR EMOTIONAL INTELLIGENCE

Emotional intelligence is becoming increasingly important when it comes to choosing effective leaders. Helping children identify, express, and manage their emotions is a crucial part of helping them become healthy, functioning adults as well as increase their leadership potential. Talking about characters in a movie or television program with children is a good way to help identify emotions and develop an appreciation of their importance in life. When children have experienced a bad day, encourage them to talk about their feelings. Your role as the listener is to acknowledge their feelings, suggest other ways the problem could have been handled, and how to go forward. The child will feel heard and included in a circle of family trust.

TEACH THEM HOW TO DEAL WITH SETBACKS, FRUSTRATIONS, AND FAILURES

It is easy to stay positive and upbeat when things are going well and everything is turning up roses. However, successful people are those that find a way to keep moving forward despite setbacks and failures. Instead of focusing on the failure, children need to be praised for their efforts and taught to learn from failures and see it as a necessary part of eventual success. They need to understand and accept that failure does not diminish them in any way, and does not limit what they are capable of doing. A great way to do this is to tell them about highly successful people who persisted after numerous failures to eventually make major breakthroughs. Some examples would be the Wright brothers, Thomas Edison, J.K. Rowling, Oprah Winfrey, Steven Spielberg, Albert Einstein, Abraham Lincoln, Jerry Seinfeld, and Walt Disney.

MODEL AND ENCOURAGE A LOVE OF READING

Barry Zuckerman, professor at the Boston University School of Medicine, tells us that children who are exposed to books at a young age do better on a number of measures. They have a higher vocabulary, higher literacy, pay attention and concentrate better, and are better prepared to go into kindergarten. The ability to learn new things, set goals, and achieve them also gives children a tremendous boost of confidence that they will require if they move into leadership positions in their adult lives. It is never too early to involve children in reading. The American Academy of Pediatrics recommends that parents start reading out loud to their children from the time they are born.

ABOUT THE AUTHOR

Harvey Deutschendorf is an emotional intelligence expert, author and speaker. To take the EI Quiz go to theotherkindofsmart.com

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FastCompany.com | November 2, 2018

#CareerAdvice : #JobSearch – This is Why it’s Important to #Network within your Company… #Networking with your Colleagues Improves your #Productivity and can Give you a Leg Up on #InternalJobOpenings .

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Surveys show that nearly 85% of employees have found or obtained their job via networking. Additionally, it’s estimated that referrals are associated with a 2.6% to 6.6% higher chance of an accepted job offer. However, all of these statistics are referencing external networking.

External networking refers to broadening your network of industry professionals and other individuals for mutually beneficial purposes, including searching for a job or looking for a referral.

Internal networking refers to reaching out and connecting with colleagues within your organization, even if your job doesn’t require you to do so.

WHAT IS INTERNAL NETWORKING? WHY IS INTERNAL NETWORKING SO IMPORTANT?

Company culture has become increasingly important in the workplace, and part of that is having a strong team of employees who are comfortable collaborating and working between departments and disciplines. When you continually network with other employees within your company, you’re building relationships, establishing rapport, and cultivating a mutual trust and respect that will enable higher productivity and a better overall work experience.

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INTERNAL NETWORKING COULD GIVE YOU A LEG UP ON JOB OPENINGS

Networking with others in your organization can provide exclusive knowledge on job opportunities before they are public knowledge. If you work for a great company that you want to grow with, knowing about internal positions as early as possible could be a key factor in your career development. Building interdepartmental relationships will help you with that.

INTERNAL NETWORKING CAN HELP YOU WHEN YOU’RE TRYING TO MAKE A CAREER SHIFT

When you’re trying to make a career shift, often one of the hardest parts is catering your resume to your new field of work. If you don’t have related work experience on your resume, it can be very difficult for a hiring manager or recruiter to see how you’d be a good fit for the position you’re applying to. This is where internal networking comes in.

If you’re trying to develop more experience in a different area of business, network with other employees in that department. Reach out and make it known that you’re interested in learning more about what they do. Conduct informational interviews or even ask to shadow or take on a small role in a project they might be working on. Even if it is a small role, getting exposure to a different sector of your company will give you more related experience to integrate into your resume.

SIMPLE WAYS TO NETWORK INTERNALLY

This first internal networking trick sounds simple because it is. Say hi to people in the halls and introduce yourself. It could be as casual as “Hey, I always see you around and wanted to actually introduce myself. My name is x. What’s your name?”

This will open up the conversation so you can ask what department they’re in and establish rapport. From there, you can gradually build a stronger bond and point out that you’d love to grab coffee and chat about projects in your respective departments.

Once you’ve opened up a dialogue with your colleagues, pay attention to little details they share with you. If someone mentions that their child was sick, make it a point to ask how the child is feeling in the following days. If someone also mentions a big project or meeting, ask how it’s going. Paying attention to little details shows others that you care, that you pick up on a lot of information, and makes people feel heard. This will help you network internally and will help build your reputation in a positive light.

Often when people think about networking, external networking comes to mind, but internal networking can be extremely beneficial. The stronger your inter-office relationships are, the more success you’ll have with collaboration. This will benefit you in your current role, and can also be a big help when you’re up for a promotion or looking to make a lateral move to a different area of work.

FastCompany.com | November 1, 2018 | BY MICHELLE LANDO—GLASSDOOR3 MINUTE READ

#CareerAdvice : #JobInterviewing – All #InterviewQuestions are Trying to Figure Out One of these Three Things …. Decoding the motivation behind an interview question will help you figure out how you should answer it.

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Going on a job interview is really about answering a series of questions. While many of the questions revolve around what you’ve done and what you can do, some questions are designed to operate on another level, says James Pyle, coauthor of Control the Conversation: How to Charm, Deflect, and Defend Your Position Through Any Line of Questioning.

1. BELONGING QUESTIONS

Most questions will have one of three main types of motivation, and each one requires a different response, says Pyle, a former U.S. Army human intelligence training instructor who taught Department of Defense interrogators and debriefers how to ask questions.

The first motivation is to form a connection; the interviewer wants to see if you’re compatible. Pyle says this usually is done with four types of questions.

The first is a non-pertinent question not related to the task at hand. It’s often considered an icebreaker, and it includes chatting over a common interest, such as the weather or travel. When possible, Pyle suggests using this type of question to segue to a work-related topic. For example, if you’re asked, “Is it still raining outside?” You might answer, “No, and that gave me a chance to spend time walking around your campus. How long have you been at this location?”

The second type is one that involves quid pro quo. The asker lets you in on a “secret,” hoping you’ll open up and share something sensitive, too. “This is the type of technique that spies and interrogators use,” says Pyle. “Do not respond in kind if the information is sensitive or personal. Control slips away from you quickly if you reveal something private or confidential.”

Another way an interviewer checks for belonging is by asking for your opinion rather than fact. Pyle cautions against offering an extreme opinion, which can make you vulnerable.

And the fourth type of belonging question is about the choices you’ve made. This question starts with “why,” and is used to get you to explain your decision-making process. For example, “Why did you go to the University of Colorado?” You can reveal important information about your logic, agenda, or concerns, but Pyle says be careful not to divulge details that aren’t related to the goal of the meeting, which could derail the conversation.

2. ESTEEM QUESTIONS

The second type of motivation is finding out how your presence and contributions could build the interviewer’s self-esteem. This is often done by asking you about your accomplishment and shortcomings—the, “What are your strengths?” or “What are your weaknesses?” question. Your answer helps the interviewer determine if hiring you will make them look good, says Pyle.

Esteem questions are a way to determine trust, but don’t embellish too much in an attempt to sell yourself. “Exaggerating accomplishments, bypassing shortcomings, overpromising results—these are traps people create for themselves,” says Pyle. “They raise suspicions and have the opposite effect of what was intended.”

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3. SELF-ACTUALIZATION QUESTIONS

The final motivation behind questions is when someone is looking for legacy or affiliation. If you’re asked, “Who inspires you?” or “Who has been your greatest teacher?” the interviewer wants to know that you’re headed in the same direction with the same goals.

Answering this question can involve research or asking questions in response to get more information. “Get clarity on how the person defines legacy,” says Pyle. “And what kind of people he wants to be associated with.”

Self-actualization isn’t as common a motivation as the other two. While you don’t want to pretend to be someone you’re not, sharing similar goals and responding in a way that demonstrates your connection can be valuable.

FastCompany.com | October 31, 2018 | BY STEPHANIE VOZZA3 MINUTE READ

#CareerAdvice : How to Save Your Job if You Might Be #Fired .

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Getting hit with a bad performance review or a warning from HR catches many people off guard, but according to career experts, there are telltale signs that your job could be in trouble that most people ignore, whether they consciously choose to or not.

For example, maybe you see your responsibilities being handed over to other employees. “If you find your once full plate is becoming increasingly empty, this could be a red flag,” says Joel Garfinkle, author of Getting Ahead: Three Steps to Take Your Career to the Next Level.

Another sign: you’re no longer first to know information or you aren’t getting invited to those important meetings. And the most telling one of all: a bad review.

But just because the writing is on the wall doesn’t mean you can’t come back from a bad situation at work. Whether you receive a poor performance review or just suspect your boss is getting annoyed with you, knowing the signs you could be fired is key to preventing it from happening.

“If you’ve been put under performance review or feel like you may potentially lose your job this should be a warning that you take quite seriously,” says Joel Garfinkle, author of Getting Ahead: Three Steps to Take Your Career to the Next Level.  “However all hope is not lost. Taking the initiative to improve your performance is a great first step.”

Be Proactive to Save Your Job

Once you are aware your job could be in trouble taking proactive steps to improve your performance is the best way to stay employed.

“So few people who get fired for performance reasons even bother trying to do what has been asked of them. Instead they focus on the unfairness factor,” says Suzanne Lucas, operator of the Evil HR Lady blog.

Sure, you may be hurt and in defensive mode, but communication with your bossis imperative at this point. Request a meeting with your supervisor and find out what steps you can take to make improvements.

After the meeting, come up with a plan of action and give your boss a timeline in which you will achieve those goals. Ask for a follow-up review to ensure you are doing what is necessary. Remember to be humble and take what your boss is saying to heart, even if you don’t think it makes sense.

How to Create a Post-Performance Review Hustle Plan

“Do what your manager is asking you to do,” says Lucas. “It doesn’t matter if your manager is dumb or doesn’t understand — if you do what she’s asking you to do, your chances of saving your job drastically increase.”

If having a discussion with your supervisor is out of the question, another strategy is to look at the people in your department that your boss likes or is happy with. Do they come in early and stay late? Do they respond immediately to any request the boss has? “Emulate the successful,” says Lucas.

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Prevent Landing on the Layoff List

When a potential firing is due to performance, a lot of what happens is in your control. But when it comes to layoffs, often times you have little say over who will be let go. Still, career experts say there are some steps you can take to hopefully prevent you from landing on that list.

According to Lucas, cross training is one way to make yourself more valuable in a company. You may be the best accountant the company has, but if that entire department is being shut down, it won’t matter. But if you are also good at finance, you may find yourself being moved into that department.

Why You Need to Start Skill Stacking

If you hear layoffs could be coming, Lucas says to figure out what areas of the company are profitable and try to get transferred there.

“Laying off employees is one of the hardest things an organization has to do,” adds Garfinkle. “When layoffs occur, responsibilities from terminated employees have to be passed on to those that remain. For this reason, the best strategy to employ to make sure you’re not one of those that are let go is to demonstrate your effectiveness as an employee.”

 

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#CareerAdvice : #JobRecruiter – How to Talk to A #Recruiter …About a Third of Jobs are Filled Through #Recruiters, #Retained or #Contingent

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About a third of jobs are filled through recruiters, retained or contingent.  So when a recruiter calls, it’s important to know how to respond in the best way as recruiters are usually working on more than one job at a time. They are building a database for the future, and if you help them, most will remember. I believe what goes around comes around, and these conversations could prove to be very important. 

So, how do you talk to a recruiter?

1. Accommodate Their Schedule as Best You Can

If a recruiter catches you and you have the time to talk, take the call. If you don’t have time, or are in an awkward spot, ask them to name times that best work for them (or ask them to send you an email with times). Then, try the best you can to accommodate their schedule. While lots of people like to think they aren’t busy, they are, and you could lose their attention if you are too busy to talk to them within a reasonable timeframe.

5 Keys to Impressing a Recruiter

2. Probe a Little

Try to learn as much as you can from recruiters so that you can, in turn, give them what they need. Find out the answer to two questions in particular: “What is the ideal candidate for this job?” and “What is the hardest part about filling this job?” You can find the answers after you have heard the job spec, and get to the heart of what they are searching for. From those two questions, you should be able to play back what you already have and what you still need to be the perfect candidate for them. Being the perfect candidate means filling the requirements and also being a convenient candidate for them.

 

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3. Make Your Story Easy to Repeat

Having a structured, easy and ready-to-re-tell story about you is important.  Remember, their job is to go back and sell you to the hiring manager, and if they have a compelling and easy to re-tell story, then they are going to feel more confident in taking your story forward to others. Just because a recruiter pitches a candidate, doesn’t mean the hiring manager is going to say, “Yes”. Giving the recruiter something they can repeat easily and readily is important. The best thing to happen after they get off the phone with you is that they are excited to tell the hiring manager, “There’s someone you just have to talk to.”

Stop Rambling! How to Tell a Concise, Compelling Career Story in an Interview

4. Be Generous

Offer not only time and calendar flexibility, but also offer to help them build a profile on you. For example, you could offer to repackage your resume, send them a few additional portfolio pieces, share references or go above and beyond to write a personalized cover letter that explains why you’re so excited about the job and why you’d be a perfect fit. And then, keep the name, number, email, date and notes on what you talked to this recruiter about. Being able to reference previous conversations will score you big points, and if this particular job doesn’t pan out, your courtesy and thoughtfulness might help open the door for future opportunities.

 

GlassDoor.com | October 24, 2018 | Posted by