Many Americans won’t get to take vacations this summer, and some don’t get or use vacation days at all. If you’re lucky enough to both have and take a vacation during the warmer months (or really any time at all), there are some things you should do to prepare.
Prepping for a vacation at work makes it easier to actually enjoy your time off. If you do the right things ahead of leaving, you can make sure you have a mostly, if not entirely, work-free break.
1. TIE UP LOOSE ENDS
Just because you’re not going to be there doesn’t mean that work stops. If the work you do involves or impacts others, it’s important to make sure any people involved have whatever they need to move forward.
To make that happen, meet with anyone you work with a few weeks ahead of your trip. Ask what they might need from you to not hit a dead end on any joint projects and complete that work.
Be considerate of others. Make sure that your absence does not impact them, or that everyone at least understands the impact before it happens.
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It sounds silly, but it’s important to let your coworkers, clients, and bosses know that you will be off. This becomes even more important if you’re going away and won’t be easy to reach.
Ideally, send an email telling people when you will be back and who to contact in case of an emergency. You will also want to set your email auto-reply with that information and mark yourself absent on any communication tools you use.
3. PREPARE YOURSELF
It’s not easy for some people to fully disconnect. If you’re one of those people, do whatever you can in advance to make yourself comfortable being away from work.
That may mean closing out certain projects or meeting with people to make doubly sure you’ve covered every base. Do as much as you can to be ahead of the game so you can avoid people needing you for anything during your time off.
It’s also a good idea to talk with your boss about where people can be directed in your absence. That may mean having a colleague as a point person, or directing people to different coworkers for different issues.
MAKE IT A REAL VACATION
Your office probably won’t fall apart just because you’re not there for a week, and vacations are important—everyone needs to spend time relaxing and recharging. If you spend your whole vacation on your laptop or with your phone in your hand, you’re not really taking a break.
Allow yourself to relax. Accept that you deserve the time off—you’ve earned it—and try to put work away for whatever period you’re off.
It’s fine to take a quick look at email and even answer important ones, but try to keep that to a minimum. You want to come back to work having truly taken time off. For that to happen, you actually need to put work aside and make having a good time (or just relaxing) your number-one priority.
FastCompany.com | June 20, 2019 | BY DANIEL B. KLINE—THE MOTLEY FOOL
https://www.firstsun.com/wp-content/uploads/2017/12/vacation.jpg9001200First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2019-06-20 15:41:032020-09-30 20:44:40#Leadership : #Work -Here’s How you Should Prep Before Leaving for Summer Vacation. Great Two(2) Min Read!
Considering the polish and professionalism of your average CEO, we think it’s perfectly natural that most of us will feel a glimmer of something like nervousness or fear when we find ourselves in a position to interact with someone at this level, whether we’re being introduced for the first time, passing in the elevator, or giving a presentation.
Do you find yourself with a light case of the jitters when you think about interacting with your CEO? In honor of our Top CEOs award, read on for tips on holding your own in a handful of common office scenarios, like…
…Interviewing With a CEO
You don’t need to read through the Glassdoor Interview Questions & Answers to know that a standard interview with a recruiter or hiring manager can be intense. But interviewing with the CEO adds a whole other level of intimidation: you’re speaking with the most experienced, invested, and authoritative person in the company, and her opinion of you can have a strong influence on whether or not you get the job. So, how can you keep your cool?
First and most obvious, respect the CEO’s time by preparing for your interview. Your answers should come from an informed and authentic place, not a memorized and rehearsed one. And remember, you’re there to interview her just as much as she’s there to interview you. Ask as candid and analytical questions as you can and CEOs and founders like Eventbrite’s Julia Hartz will appreciate your moxie.
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One of the biggest stereotypes attached to CEOs and higher ups is that they’re busy – they’re often the ones showing up late to your meeting or staring at their phone as you talk through an important topic. Which brings us to your first task for holding your own when presenting to a CEO during a meeting: not taking his behavior personally. It doesn’t feel good, but sometimes what’s happening before your meeting is genuinely a higher priority than the meeting itself – and the same goes for the email, text, or call that comes in right when you flash to the most important PowerPoint slide you’ve got.
Speaking of PowerPoint slides, we know they’re unavoidable sometimes. But if you really want to impress your CEO (and follow in the footsteps of Jeff Bezos, who banned PowerPoints in executive meetings), you’ll skip the slides in favor of an in-depth conversation that digs into the story of the topic at hand. Providing your CEO with the narrative context he needs to make a decision is the most effective use of his time.
You’ve heard the standard advice about talking to Important People: Be yourself. Don’t talk politics. Know when to exit the conversation. But if you really want to impress a CEO – or just walk away from the conversation without feeling like your foot is in your mouth – we recommend heading into work with a few go-to conversation starters in your pocket, like the following:
Ask about a recent business trip
Compliment a recent initiative, keynote, or product release
Ask for recommendations for work-appropriate things like where to take a client for lunch or what local attractions you should recommend to a prospective employee visiting the city for the weekend
Compliment a piece of clothing or accessory he’s wearing and explain why you like it (but only if you can be genuine!)
Inquire about her past or future weekend plans (depending on which end of the week is closer)
As with most interactions, how you say something is just as important as what you say. With just a little preparation, you can be prepared for a warm, casual conversation with your CEO.
…Recovering From an Embarrassing Incident in Front of a CEO
Are you worried you’re so nervous around your CEO that you might accidentally hug him or sputter a mouthful of jibberish when he asks you what you’re working on? These extraordinary but true examples show us that no one is immune to awkwardness around the highest employee on the totem pole. But you can recover from almost any awkward moment if you practice a fool-proof social situation process.
First, prepare to respond with good-natured humor. Try to shift to a perspective that everything that happens in the workplace is well-intentioned until proven otherwise and respond accordingly: a brief smile, a quick apology, and an invitation to laugh it off.
And most importantly, remember that while this moment might define your day, it’s just one of hundreds in the day of a CEO. It’s not at all that you’re not important – it’s that your few seconds of perceived embarrassment will be balanced out with hundreds of other interactions with other people. Barring any extreme circumstances, the rest of the CEO’s day will dilute your embarrassing moment enough that it’s not going to haunt you.
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“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” This quote from John Quincy Adams perfectly defines our 2019 winners for the Top CEO award. She or he is someone who is equal parts inspiration, strategy and innovation. After all, these traits can motivate 10 or 10,000 employees through even the toughest days.
If you’re looking for your next great job, check out these 21 companies with rockstar CEOs and plenty of open roles.
CEO: Charles C. Butt, 99% Approval Rating Number of Open Jobs: Over 1,000
Employees Say: “Totally dominates the market they are in (strong outlook). Takes pride in themselves and the role they serve and in communities. Very flexible work environment with opportunities to grow and write your own ticket if you are good. Extremely good culture dedicated to the customer and the employee (a lot of places don’t emphasize the latter).” —Current Employee
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CEO: Dan Burton, 99% Approval Rating Number of Open Jobs: +20
Employees Say: “If you’re looking for a home where you can make the best of your skills and surround yourself with people who are smart, humble, and hard working – come on over, because we welcome you and your talents with open arms! The compensation, benefits, and perks are top notch for the industry. The people are absolutely fantastic and always willing to help. There is a generous education allowance to use in the way that you deem fit (formal courses, online courses, professional conferences, certifications, etc.) to continue to build up your individual skill set in support of the organization. The experience as a remote employee has also been fantastic. I never feel alone.” —Current Employee
CEO: Jessica Catino, Approval Rating: 99% Number of Open Jobs: +230
Employees Say: “Amazing people. Excellent benefits to contractors – lots of paid holidays and good vacation time. Semi-annual luncheons are fun and a great way to see everyone. They seem to genuinely care about their employees.“ —Current Employee
CEO: Lynsi Snyder, Approval Rating: 99% Number of Open Jobs: 49
Employees Say: “The company fosters a very positive environment in each store. Everyone comes in with a positive attitude and ready to work hard. They pay very well and reward you properly for the work you put in.” —Current Employee
CEO: Justyn Howard, Approval Rating: 99% Number of Open Jobs: +30
Employees Say: “The transparency from management is like nothing I’ve ever seen. They say they’ll be transparent, but you can actually see the decisions being made and the why behind it.” —Current Employee
CEO: Robert Glazer, Approval Rating: 97% Number of Open Jobs: 73
Employees Say: “AP leadership puts emphasis on the importance of setting and achieving not only your professional goals, but also your personal life goals.” —Current Senior Account Manager
CEO: Marc Benioff, Approval Rating: 96% Number of Open Jobs: +2.2k
Employees Say: “Marc Benioff. The best CEO ever!! He is the greatest reason behind Salesforce’s success. How he behaves flows down through the chain company-wide.” —Current Architect
CEO: Steven C. Bilt, Approval Rating: 95% Number of Open Jobs: 397
Employees Say: “I love being a part of a team that not only cares about the patients but also respects and cares for all coworkers as well. The CEO of the company drills into our heart and minds that we stand for creating “Smiles For Everyone”. Amazing group to work for.” —Current Employee
CEO: Michael Hansen, Approval Rating: 91% Number of Open Jobs: +120
Employees Say: “Management is market-visionary, not intimidated by challenges, transparent, and trusting that the many hands and minds of its employees are the way to succeed.” —Current Senior Systems Analyst
CEO: Anne Wojcicki, Approval Rating: 97% Number of Open Jobs: +50
Employees Say: “We are surrounded by smart and humble people here. The culture is focused on being mission-based, fun, and doing work we love that makes a difference. A lot of companies talk about changing the world…but here we actually are disrupting healthcare.” —Current Employee
CEO: Akio Toyoda, Approval Rating: 94% Number of Open Jobs: +40
Employees Say: “Senior Management is extremely knowledgeable and open to helping the new generation of employees grow and learn more about the automotive industry.” —Current Senior Marketing Analyst
CEO: Stephen B. Burke, Approval Rating: 93% Number of Open Jobs: 3.2k
Employees Say: “I was delighted to work with a group of individuals who were excited to go to work every day and embraced their creativity. It is a great work environment where employees managed to have fun and be productive at the same time.” —Current Employee
CEO: Craig Groeschel, Approval Rating: 98% Number of Open Jobs: 45
Employees Say: “Life church is interested and invested in you the individual. Personal development through leadership, feedback, book discussions, e-trainings. You are given the tools and resources to succeed. Life church sets you up to win. You have mentors over you to help get you adjusted to your role, answer questions or concerns you may have.” —Current Employee
CEO: Cathy Engelbert, Approval Rating: 97% Number of Open Jobs: +800
Employees Say: “These folks know exactly what they are doing. They set high standards, and consistently deliver. Their project expectations and planning is excellent. The top-level management folks are extremely smart and have a great sense of vision and planning.” —Current Employee
CEO: Mark S. Hoplamazian, Approval Rating: 93% Number of Open Jobs: 8.8k
Employees Say: “Great family-like environment. nice to have the ability to jump between the different departments and travel from property to property. Great vacation benefits, 2 weeks PTO after a year, health insurance.” —Current Employee
CEO: Andre Haddad, Approval Rating: 98% Number of Open Jobs: +20
Employees Say: “Incredible transparency of data and decision-making across the company. The CEO Andre is super approachable and lays out a clear vision for the future of Turo. Team is very supportive and humble, probably one of the lowest-ego work environments I’ve experienced in Silicon Valley. Cool business opportunity with lots of room for growth and ownership of big portions of the business.” —Current Employee
CEO: Colin Day, Approval Rating: 97% Number of Open Jobs: +100
Employees Say: “Overall the culture at iCIMS is great. Everyone is really supportive, hardworking, and passionate about what they do. Management is great as well, leaving a lot of room for continuous development and autonomy.”—Current Employee
It feels almost too good to be true. You just stumbled across a job posting online that looks beyond perfect…You can’t pass up this opportunity and you decide to apply. The process is going quickly and they begin to ask for more personal information in order to bring you on for the next interview phase.
Suddenly it dawns on you, is this too good to be true? Could this be a scam?
Flexjobs revealed that for every one legitimate job posting online there are 60-70 job scams posted. With the odds of legitimacy not in your favor, you must be aware of the signs that something is a fake.
Here are five signs a job posting is a scam, and what to do when you come across them:
1. The job listing is vague and contains typos.
The job duties and the description seem vague; even the company name and mission is unclear when you read the job listing. On top of that, there are typos, grammar errors and a slew of incomplete sentences. If this is the case, this job posting was either computer generated or put together by a poorly educated person hoping to scam. Scam or not, these writing flaws and unclear motives are a reflection of the job and companies flaws.
Make the decision to speak directly with a hiring person to gain a more transparent understanding of the job and the company. If they are not able to explicitly outline what support the role would provide, then you should politely move on to other opportunities.
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When something seems too good to be true in the job market, it likely is. When you see a salary that makes your mouth drop, proceed with caution. You want to be hired and compensated based on your skills and merit.
Aside from an astonishingly high salary, be on the lookout for keywords such as “salary potential” or “earn cash quick” as these statements scream “Scam!” They may also request that you work for free or below minimum wage for a period of time. Do not agree to this, the U.S. Department of Labor requires by law that employees be paid minimum wage.
When you go on the job hunt, do some research to better understand the specific jobs typical salary range. Have a salary goal in mind and if it is far above, or below, request to understand how the salary is set.
3. They ask you to share personal information early on.
Be immediately aware of potential scamming if the recruiter requests credit card, bank information, address or a social security number before you sign any IRS employment paperwork.
They may tell you these fees are needed for software, training platforms etc., but the company should be supporting these costs, or at the least, patiently waiting for you to purchase them after being hired.
If this happens, seriously investigate the job further and if it still seems legitimate, tell them you will wait to share this information until hired. This is a major red flag of being scammed and you need to be very cautious.
4. The means of communication is unprofessional.
Similar to poorly written content, the method of communication is not professional. If they ask you to call a premium rate phone number to have an interview, or you start receiving text messages about the job and company, these are signs of being scammed.
On top of this, they may start calling you during off-business hours. If you are being called before 7 a.m. or after 9 p.m., this is not only unprofessional but also not how legitimate companies operate.
When this starts to happen if you choose to continue exploring the opportunity, let them know your prefered method of communicate is via phone and you find great value in setting up specific times in advance to talk. This may seem controlling, but you want to set clear boundaries and not let recruiters blow up your phone all hours of the day and night.
5. The company has a slew of openings posted.
As you are searching online jobs, the company with the job posting has listed many other job openings: manager, director, graphic designer, executive, etc. The company is either a sham or they have a very high turnover rate. In either instance, this is a sign that the job is not for you. The company is likely using keywords to target certain job seekers across a wider audience range in hopes of scamming more people.
Tackle this by doing research on the company. Pull up their website and search the websites job offerings. If the company is a startup or on a hiring spree it might make sense as to why there are so many jobs posted. But chances are, if the company site looks vague or doesn’t list the job offerings, you should not apply.
Bottom line, follow your gut instinct if the immediate reaction is “Wow I can’t believe this,” you shouldn’t. Proceed with caution and do some quick google searching to save you from wasting time and potentially making a big mistake.
I’m a career coach who helps job seekers via online programs and one-on-one coaching in finding their purpose, landing more job offers and launching their dream business…
Forbes.com | June 18, 2019
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You may be starting in your first entry-level position, or you maybe be an executive VP at an established company. Wherever you are in your career, if you’re ambitious and goal-driven, you may have one question in your mind: will I be the CEO someday?
Becoming a CEO often requires a certain amount of being in the right place at the right time, but having certain qualities will significantly boost the chance that you’ll be considered for the spot of CEO – or any leadership position, for that matter. To find more about what those essential qualities are, we reached out to Tiffany Franklin, executive career consultant and founder of TJF Career Coaching, who broke down what it takes to be considered as CEO material.
1. You’re not afraid to take calculated risks
CEOs are responsible for significant decisions about the strategy and future of the organizations they lead. While a CEO must maintain stability within an organization, they also must sometimes take risks that can result in both short- and long-term pay-offs for an organization. Enter the importance of being a strategic risk taker. Franklin describes this as “having that ability to consider a confluence of multiple internal and external factors, both for the organization and the global market as a whole.” She adds that strategic risk takers “see lessons from the past, but you are looking to the future, in terms of marketing, timing, and people. You’re learning from mistakes, but yet you will take a calculated risk.”
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Communication is one of the foundation stones for being a leader. For CEOs, Franklin says, “you want to motivate and empower the people around you… To be able to sell your vision, and also outline a path to make it a reality.” She adds that a big part of that is relationship-building skills. Communication and relationship-building skills are also an integral part of generating employee satisfaction as a leader. As a CEO, a critical component of approval is employee satisfaction. In a 2016 Glassdoor study on the factors that predict high CEO approval, it was found that a one-star increase in employee satisfaction (measured by the overall Glassdoor rating of a company) predicts a 36.9 percent improvement in CEO approval.
Being a CEO generally doesn’t happen in the first year of career, and often doesn’t even happen in the first decade of your career. It is a place of leadership that, more often than not, is earned through repeatedly facing professional challengesand retaining a diligent focus on self-improvement. There are multiple challenges that are good to take on throughout your career in order to boost your leadership skills and gain recognition among professional peers. On top of volunteering for leadership positions within your company and pursuing leadership credentials like an MBA, Franklin also recommends getting involved with affinity groups at your workplace, as well as getting involved in professional associations, volunteering for boards of directors, and even looking for community service projects that have leadership opportunities.
4. You’re emotionally intelligent
It’s not enough for somebody to be ambitious, says Franklin, but they also need emotional intelligence. “So much of being a CEO is being decisive and purposeful, yet thoughtful when you’re making decisions,” she adds. For thoughtful decision-making, as well as building strong, trust-filled relationships, not to mention being a good communicator, emotional intelligence is key.
5. You know how to surround yourself with the right people
While a CEO is often the face of an organization, they are supported by a team of people who are helping them maximally perform. According to Franklin, having CEO potential means being self-aware enough to know what you’re good at, but also what you may lack, and building a team that complements the areas you have deficiencies in. In turn, she says, this makes a team that can challenge each other, and also brings different things to the table.
6. You find yourself leading projects
CEOs are people who trust can be put in to get a job done. CEOs are also good managers and delegators. You may find that you’re naturally asked by people in your organization to take on big projects and to lead teams. But putting yourself in situations like that whenever the opportunity arises can also help hone your leadership skills. “I think when you volunteer to go above and beyond, not immediately expecting anything, people will start to take notice,” says Franklin.
The best CEOs are visionaries for the organizations they lead. “It’s not just trying to figure out what the trends are and jumping on those, it’s being a thought leader,” says Franklin. Another critical component of being a thought leader is the ability to translate your visions into concrete actions that employees within your organization can take.
Building CEO Leadership Skills
Even if you’re not strong in some of the leadership capabilities that CEOs require, there are many routes to take to bulk up your management prowess. For one, MBA programs are always a good way to learn leadership skills and show your commitment to be a good manager. Franklin also says that If you don’t have the time or availability, there are also smaller courses and certificate programs that you can take in leadership. Reading books in MBA curricula can also both help you build your leadership skills and make for a great conversation starter at professional events, she points out. Then, she says, “keep networking, building skills, and stretching yourself to get to the visionary piece.”
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The reality is, companies don’t give ageism the same attention as other forms of bias. D&I initiatives rarely address the intersectionality of ageism and sexism, and there isn’t a lot of focus in gendered ageism for women. In a survey by Forbes Insights, more than 300 senior executives from large global companies—32% who were in HR or talent management—reported on their ‘companies’ diversity and inclusion priorities. Just 28% said managing the cross-generational issues was a focus, and that gender diversity programs were the most common.
AGE DISCRIMINATION IS ALIVE AND WELL
According to AARP research, nearly two out of three workers in the United States over the age of 45 experienced or witnessed age discrimination. Fifty-five percent say discrimination starts in their 50s. And research from the EEOC shows that women over 50 experience it earlier than their male colleagues. As women show visible signs of aging in a society that emphasizes the importance of beauty and youth, they’re perceived as less competent and less valuable in the workplace. These assumptions—often unchallenged—form the basis of decision-making about hiring, firing, and promoting. As a result, older women are diminished, marginalized, and pushed out. It happens every single day, but it’s not on most people’s radar. That’s because companies often disguise these terminations as downsizing, consolidation, and other reasons to mask the unfairness and potential legal liability.
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Many of the same arguments supporting the importance of gender diversity hold true for age. There’s a strong business case for a workforce that brings different experiences, skills, and ideas as well as mindsets to the table. Plenty of research illustrates the correlation between diverse teams, innovation, and profitability. McKinsey’s recent Delivering through Diversity study found that “companies in the top quartile for gender diversity on their executive teams were 21 percent more likely to experience above-average profitability.”
Gender equity provides the advantage of different perspectives, opinions, and ideas that women bring to the table. Women help companies better meet the needs of their customer base. The female point of view is critical for the design of products and services for the entire population—not just for men. And as Shelley Zalis, CEO of the Female Quotient, previously told Fast Company‘s Lydia Dishman, women influence more than 85% of all purchasing decisions.
Women over 50 are a powerful force in purchasing power. In 2016, Visa reported that consumers over 50 account for more than half of U.S. spending. The aging consumer market is emerging, according to Barron’s, as “the mother of all untapped markets.” In 2015, the world’s population over 65 was at a historical high of over 600 million people. The UN projected that this number would hit a full billion by 2030 and 1.6 billion by 2050.
The aging population is a fast-growing consumer market, and women in this demographic hold the purse strings. Who better represents this target market than the women who are in it? It doesn’t make sense only to have millennials designing your products and services for this customer base. At the same time, it doesn’t make sense to have just boomer women either. All voices and opinions at the table in a collaborative environment are essential to meet the needs of today’s consumer.
COMPANIES ARE MISSING OUT BY IGNORING OLDER WOMEN
Let’s not forget the obvious reasons why companies can benefit from hiring older women. There’s their wealth of experience and network that younger employees have yet to develop. And as Fast Company’sEillie Anzilotti previously reported, when a company’s workforce is diverse in every aspect—including age—they can collaborate “to produce innovative business solutions.” Research also shows that “higher rates of employed elderly people generally denote strong economic circumstances—which correspond with more jobs for younger workers,” Anzilotti wrote.
Companies need to acknowledge the biased assumptions they make about older women and assess how their culture supports these assumptions at all levels of the organization. When companies push older women out the door, all that wisdom and experience exits with them—and those are the wisdoms and experiences that can help organizations be successful.
https://www.firstsun.com/wp-content/uploads/2019/02/Older-Worker-Looking-at-Board.jpg250400First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2019-06-18 13:11:592020-09-30 20:44:42#Leadership : #Recruiting -Companies are Still Ignoring #OlderFemaleWorkers, and it’s Hurting their Bottom Line. A Great Three(3) Min Read!
When applying for a job, you may be one of the hundreds or thousands that are all going for the same position. It can be a real challenge to get recognized and land that job that you are so fiercely competing for.
With a little effort, however, you can learn how to stand out from the crowd and win that employer over. Whether by using creative techniques such as creating a personal brand video and leveraging social media, or by going the more traditional route of showcasing your experience and developing strong communication skills, there are several strategies you can use.
For the best strategies, we asked 13 members of Forbes Human Resources Council to share their input on the most effective things job candidates can do to get noticed by recruiters.
1. Be Perceptive
If a candidate can show they are really perceptive to what the real need is in the job description, they can stand out. This is beyond just repeating buzzwords or listing the same skills. It’s truly ensuring the resume is reflective of how they can make a difference by demonstrating they understand what it will take to be successful in the role and can be the solution the role is designed to address. – Hafiza Gujaran, AlixPartners
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What’s the one requirement employers list for every job? Good communication skills. Candidates who can demonstrate this in their emails, conversations, resume, cover letter and application materials are already ahead of the game. In addition, those with an interest in writing and whose communication skills extend to blogs, articles and social media posts truly set themselves apart from others. – John Feldmann, Insperity
Regardless of level, companies look to hire individuals who can replicate success and bring innovative solutions to their organization and industry. Candidates should consider showcasing their ideas and thought leadership by writing an article on a relevant industry challenge or topic. This will increase your visibility and demonstrate you have a point of view. – Geline Midouin,McCann Health
4. Leverage Your Network
Do your research and see what connections in your professional or personal network may lead you to a great contact within the organization. Ask for introductions and referrals. If you don’t have a connection to someone in the organization, consider reaching out to someone on the recruiting or hiring team to establish rapport and express your genuine interest in the company and role. – Alina Shaffer, LivingHR, Inc.
5. Customize, Customize, Customize
Candidates must customize their resume for every job. The day of a single resume for all applications is outdated. For every application, the candidate must review the job description and then customize their resume to the exact specifications listed. Frontline recruiters are looking for the candidates that best fit the initial parameters. – Ben Weber, Vendor Resource Management
6. Focus On Outcomes And Impact
Most resumes are a list of responsibilities. Stand out by including what outcomes you have achieved and what impact you have made by doing the things that you have done. Don’t just say that you lead a team of 20 people. Talk about how you have taken your team from a 20th percentile engagement group to a 90th percentile engagement group. – Lotus Buckner, NCH
7. Showcase Your Skills In Relevant Ways
Showcasing achievements in unique ways can really help candidates stand out—like the candidate who submitted her resume in chocolate or the engineering graduate who built his own portfolio platform to land a job out of college with NASA. A portfolio approach is relevant across industries, differentiates candidates and helps them prove their skills while demonstrating organizational fit. – Jeff Weber, Instructure
8. Quantify Accomplishments
One way to stand out from the crowd is to ensure that your accomplishments are quantifiable. They should be expressed in terms of numbers, percentages or time frames. Then be prepared to answer follow-up questions on specifically how you accomplished that feat with compelling examples that you could replicate at another company. – Sherrie Suski, Tricon American Homes
9. Voice Your Interest Directly
Standing out can be difficult, especially when competition is high. One common factor for hiring managers is time. Even with technology supporting applicant reviews and rankings, hiring managers still have functional areas to run, so a little creativity goes a long way. Candidates should consider contacting the hiring manager directly to express their interest and value they bring to the position. – Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions
10. Create A Short Personal Brand Video
Applicants should create a short personal brand video that gives an employer a sense of their skills, achievements and personality, then link to it at the top of their resume or provide it in an online application. Ensure the video is professional, clean and culturally appropriate to hiring companies. That way, employers can quickly gauge an applicant’s work and demeanor to see if they’re a fit. – Genine Wilson, Kelly Services
11. Use Social Media To Connect
Join social media groups that pertain to your career choice and follow the company (or companies) you’d like to work for. Then, interact with the company on Twitter and Instagram in a positive and professional way. This gets your name in front of them and shows the hiring manager your personality before they even meet you. – Greg Furstner, SkillPath
12. Create A Stellar LinkedIn Profile
There’s nothing more disappointing than getting inspired by an awesome resume and then visiting that candidate’s LinkedIn profile to see unprofessional pictures, date and job discrepancies with the resume and nothing else of interest. Seeing the causes they care about that may align with our company’s mission definitely (in addition to a stellar resume) elevates that candidate’s status compared to peers. – Rachel Lyubovitzky,EverythingBenefits
13. Add Colors To Your Resume
Adding different colors to your resume can make a big difference. Different behavioral styles respond to different colors—notice that many large companies use colors in their logos. However, using too much color or creativity could be distracting. So use good judgement. Make sure the resume is formatted correctly and spelling is correct. Have a few different people review it for you. –Frank Molinario, Security First Insurance Company Inc
Forbes Human Resources Council is an invitation-only, fee-based organization for senior-level human resources executives across all industries. Find out if you qualify a…
Forbes.com | June 17, 2019
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Let me start with this, a thank you letter won’t necessarily compensate if in your job interview an employer isn’t convinced that you’re the best person for the role, but it does leave a good impression that speaks to your work ethic and courtesy.
Research shows that the most important quality in a new hire is a solid work ethic, followed by being a good culture fit and then integrity and resourcefulness.
According to a study done by Accounttemps, 80% of HR Managers found a thank-you note helpful, yet only 24% of applicants send them.
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Here is how you send yours, but before I show you how, let’s start with what you don’t want to do or leave out.
A few thank-you note tips that tend to get missed
1. Respect their time by keeping the thank-you letter concise (around 200 words is fine).
2. Talk about something specific from the interview, so it’s personalized and meaningful. For example, something about the corporate culture – this will re-emphasize why you’re a good fit or a response to a question you asked about the interviewer.
3. Mention the job position.
4. Proofread your thank-you letter – Grammarly is a free resource that corrects errors.
5. Send your thank-you letter on the first business day after your interview.
6. Use a simple, short subject-line, such as “Thank you for your time, (insert the name of the person you met with,)” “It was great speaking with you, (insert the name of the person you met with.)”
7. Make sure your use of words convey enthusiasm.
What some of these tips look like in action?
Hello (Interviewer’s Name),
Meeting with you (yesterday/the day you met them) was definitely a career highlight, and it was exciting to see how you are (insert something from your conversation that showcases them as a market/industry leader) in our industry.
I wanted to take a second to thank you for your time. I enjoyed our conversation about (a specific challenge you discussed that is also one of your strongest selling points) and how you would benefit from my background in the role of (insert job title.)
It sounds like an incredible opportunity to have a positive impact on (their greatest challenge). Please, do not hesitate to contact me if you have any questions or need anything else from me.
Thanks again, (insert the interviewer’s name), and I hope to hear from you soon.
Best Regards,
(Your Name) – your branding statement
A few other points about this letter
The person’s name is mentioned twice. In the classic book, “How To Win Friends and Influence People,” Dale Carnegie shares “a person’s name is to that person the sweetest and most important sound in any language. Remembering and using one’s name in your communication is a good social skill to practice.
The letter has a good balance of what they are doing well and what they need to improve on as a company.
A branding statement is included. You’ll want your branding statement to include two components:
1. Your key job function in the role or the title of the role you’re applying to.
2. Your most impressive quantifiable accomplishment from the past 12-months.
Here’s what that looks like:
Sarah Jane – Top 0.01% facilitator transforming 1000 + learning experiences
Bill Smith – Project manager, pioneering company-wide efficiency gains by 27%
Other great thank you letter phrases
It was a pleasure meeting you, and I thoroughly enjoyed learning more about the opportunity as well as (insert a response to a question you asked about them).
During our conversation, you mentioned that (name of company) has been struggling with (describe a problem the company is having). Please find the plan on how I’d address (insert their biggest challenge) in the first 30-days attached.
This is a good phrase to use if you feel there may be some concerns around the relevancy of your experience and your ability to hit the ground running.
According to research by MRINetwork, 77% of job openings are created because of new positions. Employers won’t hire you if you don’t understand their need. Don’t forget to reiterate that you understand why the role exists (what the challenges are), briefly remind the interviewer why you’d be the best candidate and further illustrate your commitment to the role. You’ve worked hard to get to this point, and I wish you all the best.
Author: Rachel Montanez is a career coach and career development speaker. Her new interview manual to increase your chances of interview success is available here.
I fell in love with the training and coaching industry at age 23 after working in Japan and South Korea. I help individuals achieve career goals by drawing on my award-w…
Forbes.com | June 9, 2019
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Congratulations! Earning a second interview invitation is no small feat. You’ve surpassed ample and stiff competition to get this far. So bask in your success for a moment. You deserve that infusion of confidence, and you’ll need it to propel you through the next round.
Before you can nail this meeting, it’s important to know your purpose. How is this meeting different than your first? Nancy Range Anderson, author, career coach and founder of Blackbird Learning Associates, LLC explains:
“During the first interview, the interviewer asked questions to determine three areas; can you do the job, do you fit into the company culture and do you really want this job. It’s pretty certain that in the second interview more senior level staff will be conducting the interviews and while they may ask similar or the same questions that were asked in the first interview, the purpose of this interview is to compare you and your skill set with the other candidates.”
The second interview presents a chance to have a deeper conversation about the job with some of the key players.
Here’s what you need to nail it:
A go-to ice-breaker
Enthusiasm is a core component of emotional intelligence because it fosters connection. If you’re excited about this job and this institution, share that. Point out what you observed during your first interview that got your excited.
So think about what appeals to you about this environment and the people you’ve met so far. Do you sense that they all seem to really love their jobs? Do they seem excited about their work, or about the population they serve?
Consider an ice breaker like: “I met two team members when I was here last week. Both raved about the students here, which made me feel really excited about this prospect. That kind of enthusiasm can’t be faked, and it’s such a strong endorsement.”
This can prompt your interviewers to share what they love about their work and their workplace, which can loosen up the conversation and give you valuable insights.
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A second interview presents an opportunity for you to sell you skillset and to demonstrate how your experience has well-positioned you for the open position.
Anderson points out that at this stage, candidates should detail their accomplishments and focus on the impacts of their professional efforts. Anderson explains: “The interviewer at this stage wants to know, ‘What’s in it for me/us?’ and ‘What can this candidate do to help us accomplish our goals that the other candidates can’t do?’”.
Think about your current role. Maybe you work for an international organization and you’re well versed in the nuances of hosting international guests and colleagues. Maybe your work for a start-up and you know how to work hard and lean.
Find your angle. Then demonstrate to your potential colleagues how your unique professional experience makes you particularly well-suited for this role, and a “must have” for their team.
A job description is a manager’s wish list for his/her ideal candidate. Study this document to drive your prep.
Anderson recommends: “To prepare the candidate needs to focus on the responsibilities, skills and requirements of the open position and come up with specific behavioral stories detailing his or her actions and results.”
Anderson advises a very direct approach: “I suggest that the candidate draw a two-column chart. In the left column, list the hard and soft skills, tasks and job responsibilities required of the position and in the right-hand column write out examples of work-related accomplishments that support these. Above all, the candidate should focus on his or her role in these accomplishments and use words such as “I” rather than “We”.
While you always want to emphasize that you know how to function well on a team, you also want to highlight the individual successes that set you apart.
Do your research and know your worth. Anderson advises: “The candidate should be prepared to discuss salary at any time during the interview process.”
Anderson explains: “Salary discussions usually come up towards the end of the interviewing cycle and most likely will be initiated by the interviewer. This can be a positive sign.”
Anderson points out an interview is a two-way conversation. So don’t squander your opportunity to ask questions by posing queries that you think will impress the interviewers. Get the lowdown you need.
These are some questions Anderson recommends:
How would you describe the company culture?
What are the challenges your team is facing right now? How can the person stepping into this role help?
What kinds of people really grow here?
What are the long and short term goals of the department?
Remember, getting this invitation is a huge deal. You’re a stellar pro, and you have a lot to be proud of. Good luck!
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When you’re on the job hunt and you get hit with “We’ll give you a call,” but the call never comes, it can become quite frustrating. Not getting any answer is sometimes more discouraging than getting a rejection. But in the job-seeking world, you will often find yourself receiving more negative answers, rather than positive ones.
The real reason behind it may be related more to the technology that supports the recruiting system, rather than to your overall job skills.
Recruiting software can often be a burden
The recruiting process has suffered many changes throughout the years, in the hopes of successfully implementing new tools that can help the HR department and streamline the entire process. And while some of these technologies have turned out to be quite helpful, such as job platforms that connect employers and job seekers, others are a constant pain for both recruiters and applicants.
Online job application questionnaires are often stiff and redundant and do not help any of the parties involved. For example, there is no real need to elaborate on your tasks and duties at your previous job, if you have already mentioned you have worked as a school teacher. Any recruiter should be able to tell what your tasks were if you taught English for high school students, but despite that, most applicant tracking systems (ATS) require an answer that is already obvious. Instead, they should be focusing more on your accomplishments and skills, in order to successfully determine the real difference between qualified and underqualified applicants.
“The recruiting process has been dehumanized and automated in a way that has become inefficient. We focus more on intimidating and discouraging candidates by using inefficient technologies and making them go through pages of questions that are not always relevant in the hiring process,” says Angela Ross, HR Manager at Flash Essay.
Take advantage of tools designed to help job seekers
What most ATS do is they screen resumes based on certain keywords that match the job description. If your resume does not include those exact same keywords, your application will most definitely not reach the hands of a recruiter. Fortunately, technology can also be used in your advantage this time, as there are multiple websites that specialize in writing resumes or intent letters, to fit the criteria of an ATS. Those tools are specially designed with recruiting technology in mind to help employees get their resumes through the screening process and on the interviewer’s desk.
“Applicant tracking systems follow a strict pattern and some resumes, although filled with relevant information, do not pass the system,” says Amy Jones, Employment Specialist at WriteLoad. “Keep your resume as simple and concise as possible and include information from the job description. Avoid unnecessary information that may not be ATS-friendly.”
Spelling mistakes can be the end of your resume, as the system can’t go past them and will not understand that you meant to write “time-management” instead of “time-management”. So, make sure you perform multiple spell-checks before submitting your application. If you want to be 100% sure you don’t have any mistakes, run your resume through a spell checker after you have finished it, to avoid all possible mistakes.
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Sometimes, the fear of getting rejected can make you lose focus before even getting to the interview. While sending resumes out to every single job offer you may have heard of is not the best way to approach the situation, neither is giving up and laying in bed all day, hoping to hear from that company you sent your resume to three months ago. You have to make sure you keep your focus and only apply to positions that are suited for you. Otherwise, you might find yourself getting a job that does not bring you any kind of fulfillment. Make a primary goal of your job-hunting process to only apply to positions that truly interest you and fit your skills.
Another mistake that most candidates make after a few rejections is to start overanalyzing the entire process. While recognizing your mistakes and correcting them is part of growing up, constantly going over certain situations and focusing on what went wrong can only work in your detriment. Remind yourself that this is part of the process, learn from it and move on to the next one.
“Try reaching out to the hiring manager and ask how you can improve. You may get the exact answers you were looking for,” said Daniel Bennet, Hiring Manager at EssaySupply. “For example, if you applied for a sales position, you might be able to learn that, although your skills were perfect for the job, you might have come out as shy, which is not a good thing for a salesperson.”
While nobody says you should go looking for an accountant position if you have 7 years of experience as a VP of Marketing, looking for other jobs in the same filed, such as Marketing Officer, or Marketing Manager. You might even want to consider going for a lower position at first and, with your skills, get promoted in no time. There is no point in narrowing your search, just because the job title does not include the word “manager”. Apply, go to the interview and discuss more with the recruiter when you get there. You have no reason to turn down a job that fits your salary expectations, is close to your home and offers an enjoyable working environment just because it does not have a certain title on the door.
Landing a job is not always an easy task and the process can sometimes take out the worst of you. What is important is to analyze the situation, understand that is not always your fault for not getting that callback and focus on moving forward, rather than getting stuck on the last negative response you got.
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