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#CareerAdvice : #JobOpenings -10 High-Paying Jobs With Tons of Open Positions.

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It’s easy to look at someone with a great salary and think about how lucky they are. But the truth is, high-paying jobs aren’t as rare as they seem — in fact, they’re often the ones with the most available positions. While you might first need to develop a special set of skills or pursue a particular degree, there are many in-demand jobs with high salaries that are only increasing by the minute as employers struggle to fill them with qualified candidates.

So if one of the following positions looks interesting to you, don’t wait — apply today before everyone else gets in on them!

1. Project Manager

Open Jobs: ~109k

Median Base Salary: $75,474

As a project manager, you’ll be responsible for leading projects from inception to execution. Common tasks involve managing a budget, setting timelines, delegating tasks and serving as a liaison between teams to ensure that everything is going smoothly. While a college degree is not necessarily required, many Project Managers have bachelor’s or master’s degrees, and possibly a Project Management Professional certification as well.

See Open Jobs 

2. Physician Assistant

Open Jobs: ~52k

Median Base Salary: $93,090

Interested in the medical field and helping others, but don’t want to attend medical school? A Physician Assistant position might be perfect for you. Physician Assistants perform many of the same tasks as doctors, such as examining and diagnosing patients, writing prescriptions and performing medical procedures under the supervision of a  physician. But unlike doctors, Physician Assistants only need to attend a two-year long graduate program.

See Open Jobs 

 

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

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3. Software Engineer

Open Jobs: ~141k

Median Base Salary: $103,035

You hardly ever run into a list of great jobs that doesn’t include Software Engineer, and for good reason. With how important smartphones, computers and the Internet have become in our daily lives, companies need plenty of talented people to help them create cutting-edge technology, and truly skilled individuals can be hard to come by. In the future, this field is only expected to get hotter — the Bureau of Labor Statistics predicts a 24 percent job growth between 2016 and 2026.

See Open Jobs 

4. Marketing Manager

Open Jobs: ~61k

Median Base Salary: $81,078

Part art and part science, Marketing Managers leverage both creative and analytical skills in order to promote their company’s products or services. No two marketing manager positions are quite the same, but given the abundance of different fields of marketing out there — digital, social media, inbound, email, etc. — you’re sure to find something up your alley.

See Open Jobs 

5. Nurse Practitioner

Open Jobs: ~21k

Median Base Salary: $117,292

Like Physician Assistants, Nurse Practitioners are medical professionals who take on many of the same tasks as doctors. They can examine patients, order and interpret tests, diagnose illnesses and come up with treatment plans, sometimes without the supervision of a doctor depending on where they practice. In order to be able to perform these additional responsibilities, Nurse Practitioners must attend a two-year graduate program to receive their Master of Science in Nursing.

See Open Jobs 

6. Business Analyst

Open Jobs: ~76k

Median Base Salary: $69,163

Business Analysts can take on a wide variety of projects in a wide variety of fields, but no matter their specialty, they all use data to improve processes. By gathering, examining and synthesizing information to understand patterns and trends, they are able to glean insight into what actions a company should take. As a result, they often help companies improve profits, increase productivity and promote efficiency.

See Open Jobs 

7. Operations Manager

Open Jobs: ~68k

Median Base Salary: $76,971

Operations Managers are tasked with ensuring that businesses are running smoothly. They often analyze different functions of the business in order to determine their performance, then come up with solutions to improve their efficacy. On a day-to-day basis, this might involve analyzing data, creating reports, planning with teams and more.

8. Occupational Therapist

Open Jobs: ~14k

Median Base Salary: $80,782

Occupational Therapists help those with disabilities and injuries build up the strength and skills necessary to perform daily tasks. By assessing patients and developing a treatment plan, they are able to help them regain their agency. In order to become an Occupational Therapist, you must earn both a bachelor’s degree and enroll in a two-year master’s program where you learn about anatomy, kinesiology, therapeutic technology and patient care and communication.

9. Electrical Engineer

Open Jobs: ~77k

Median Base Salary: $86,153

From computers to cell phones to robots and more, Electrical Engineers design and build just about any electrical device you can think of. Because of this, they’re in high demand in many different fields, such as technological hardware, aerospace and defense, green energy and automotives. Electrical Engineers typically have a Bachelor of Science or Bachelor of Engineering in Electrical Engineering, where they learn the fundamental concepts of physics, electromagnetism and electricity.

10. Product Manager

Open Jobs: ~74k

Median Base Salary: $113,886

As you might be able to tell by the name, Product Managers are the leads for a particular product. This might involve laying out the product roadmap, doing user research, conducting competitive analysis, working with engineers and product marketers, etc. While Product Managers aren’t always required to have technical skills, it never hurts to have a solid background in development.

 

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#CareerAdvice : #JobSearch – How to Get Hired at the Best Places to Work.

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And with a total of 95,000 open jobs to choose from at 100 different large companies and 50 small and medium companies on the U.S. lists, there are roles for nearly everyone at the Best Places to Work.

But what exactly does it take to get hired at a top company? That’s the question we asked a handful of leaders at this year’s Best Places to Work. Read on for their insider tips on how you can stand apart from the crowd in order to find the job of your dreams.

1. Prepare for Out-of-the-Box Interviews

It used to be that interviews consisted of nothing more than a resume review, phone screen and in-person Q&A. But today, more and more companies are pushing the envelope in order to identify candidates who would truly thrive at their organization. For example, at Heap, the interview process is often a job simulation.

“We make our interviews resemble the actual day-to-day as much as possible. We have engineering candidates spend the day designing and building end-to-end features. We have sales rep candidates iterate on mock customer calls with us. We even have potential managers interview their future team to find patterns and produce a plan to improve execution,” shared Matin Movassate, CEO of Heap.

At Bain, on the other hand, certain positions require case interviews, “which are, at their essence, discussions about a business problem,” explained Manny Maceda, Worldwide Managing Partner.

And at Intuit, a core component of interviews is presentations. As part of their “Assessing for Awesome” (A4A) program, “candidates are given the opportunity to do a task or strategize in a similar way they would on the job, and then present to a small team that assesses for their ability to think creatively and strategically,” said Rick Jensen, Senior Vice President, People & Places at Intuit.

Regardless of where you interview, make sure to get the details on how interviews work there. One great way to do that? Glassdoor’s interview reviews, which contain insights from real candidates on what the interview process is, how challenging it is, what questions are asked and more.

How to Prepare for a Job Interview Exam or Assignment

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

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2. Don’t Forget Soft Skills

A large part of your interview process will be dedicated to evaluating your hard skills to ensure that you are able to perform daily tasks, but these aren’t the only criteria on which you’ll be judged. Ask many recruiters, and they’ll tell you that soft skills are just as — if not more — important.

“Instead of calling them soft skills, I would actually call them essential skills,” shared Greg Muccio, Director of People at Southwest. “Some of the most crucial of these skills include: communication, teamwork, leadership, relationship-building, balance, reliability and dependability.”

Aron Ain, CEO of Kronos, agreed.

“Since we judge Kronites not only on what they do but how they do it, we place equal emphasis on behavioral and technical competencies. Relationship building, collaboration and communication are some of the key behavioral competencies, and we ask various questions to understand the candidate’s value system.”

3. Craft a Compelling Story

In nearly every interview, you’ll hear some variation of “Tell me about yourself.” You may be tempted to simply paraphase your resume in response, but that’s one of the biggest mistakes you can make. After all, if an interviewer wants to dig into your resume, they can just look at your resume. What employers really want to hear is a more holistic narrative about who you are, both at work and outside of it.

“From intern to executive, everyone at Shopify has had ‘the Life Story’ interview,” said David King, Director of Employee Experience, Diversity and Belonging at Shopify. “It’s a process we designed in our early days to help us get to know the real person, rather than their interview persona. Essentially, it’s a two-sided conversation about what you’re interested in, how you’ve shown up in different areas of your life and which accomplishments you value the most.”

Bernard J. Tyson, CEO of Kaiser Permanente, asks this question as well: “I ask [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”][candidates] to share their story, their career journey and what they are passionate about accomplishing,” Tyson said. The three elements he uses to evaluate a candidate’s response are “the head, the heart and the guts.”

“I want to get a sense of the head — and how they think, work and take in information and synthesize it —  before moving forward. I want to understand their heart — and how they relate to and inspire others — their empathy and passion. And I want to understand how they tap their gut — what drives their ethical compass, what motivates them and how they make decisions,” Tyson explained.

4. Bring Your Whole Self

In an interview, there’s often a temptation to tell a recruiter what they want to hear. But if this is how you shape your responses, you’re not only doing a disservice to the interviewer — you’re also doing a disservice to yourself. Being honest about your background, skills and interests helps ensure that you find the job that’s right for you, while stretching the truth means you could end up in a job that you’re ill-equipped and/or not a good fit for.

“It is not a cliché when we ask candidates to be themselves in an interview. We genuinely desire that. Southwest is not a place where you have to separate your true self from your work environment self. We want you to bring your passions to our company to ensure this is the right fit,” Muccio said. “We are known for our values that make up what we call ‘Living the Southwest Way.’ Those are a Warrior Spirit, a Servant’s Heart and a Fun-LUVing Attitude. We challenge our recruiting team to only hire candidates who embody all three of these core values. It is the criteria on which we measure our employees, so the majority of our questions revolve around these three things.”

Ruta Singh, VP of Global Engineering & Product Recruiting at Facebook, said her company takes a similar approach.

“We want people who want to be here because their goals and interests align with Facebook’s mission. We want you to come in at the beginning of the day energized and ready to do your best work, and to leave at the end of the day feeling like you accomplished something meaningful,” Sing shared. “So when you’re getting ready to interview, understand that we really want to get to know you. Come ready to talk about what you know, but also who you are.”

5. Bring New Ideas to the Table

One of my favorite things to ask when I’m interviewing candidates is what suggestions they have for our program. I’m often surprised how often I hear responses like “It’s hard to think of anything — you’re doing such a great job!” It can be intimidating to share recommendations and ideas in an interview, knowing that you don’t have the same institutional knowledge as your interviewers. But often, that familiarity can lead to tunnel vision, which is why so many companies on the Best Places to Work list told us that outside perspectives are invaluable.

“Many organizations foster and encourage [candidates] wanting to explore, innovate and use their creativity. For example, at Cisco we have a culture that encourages innovation, no matter where an employee sits in the larger organization. We host innovation challenges to garner great ideas untethered to your role or business unit, and have had some great wins as a result,” said Macy Andrews, Senior Director of Human Resources at Cisco.

Tyson concurred, describing Kaiser as a “speak-up culture” where those who voice their opinions are appreciated.

“I want to know what’s on people’s minds, what they’re thinking — because I want to make the best decision, which can be derived from diverse perspectives. This only makes Kaiser Permanente better,” Tyson added.

6 Steps To Find Your Voice In The Workplace

6. Highlight Your Passion

What separates a good candidate from a great candidate? One word: passion. Even the most well-qualified candidate will fail to impress an interviewer if they aren’t enthusiastic about a company’s mission. So when you’re really excited about an opportunity, let your interviewer know.

“My hope is that whether a candidate is interviewing with me or others on the team, he or she comes away with a positive sense of the company and an understanding that a career with Boston Scientific is more than just a job. Our products help people live longer and better lives, so there’s a higher purpose to what we do,” said Michael F. Mahoney, CEO of Boston Scientific. “I want candidates to know that everyone here, regardless of job function, is united by the shared purpose of advancing science for life.”

Passion is so important to the talent acquisition teams at St. Jude Children’s Research Hospital that they often hire candidates who have engaged with their organization before even applying to a job.

“We are fortunate to have a tremendous level of support for our institution. Often, someone is a part of St. Jude as a donor or a volunteer long before they’ve applied for a position with us. We are always excited to meet talented candidates who believe in our mission and feel connected to our institution,” said St. Jude VP of Human Resources Dana Bottenfield. “Our selection process zeroes in on a candidate’s knowledge, skills and ability. Then we expand the lens to uncover if the candidate connects with to our mission and values. Both of these are necessary to get the right candidate in the right role, and to ensure the candidate thrives once employed.”

 

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#Leadership : #HiringEmployees – Here’s What Most People get Wrong about “Passion”….These Days, many People See Passion as Something they Either Have or Don’t Have. Here Are the Reasons Why That’s the Wrong Mentality.

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Yes, it’s cliché. But while we all seem to get that marriage requires more than a little love and affection, there’s still this pervasive myth that passion is the secret key to your career.

Don’t get me wrong. Passion counts for a lot, especially if you’re tasked with convincing someone to give you a shot.

When it comes to making career transitions for happiness, I’m not just a poster child–I’m a freeway billboard. In my own work, I’ve made not one pivot but three, and in each of those instances, I convinced someone to take a chance on me despite an unconventional resume. They saw something that didn’t fit on one page of cream-colored paper, and I benefited from that. So talking the talk definitely counts for something.

But there’s something about this post-millennial era that’s got it twisted (post-millennial Rihanna reference definitely intended). Too many of us have lost track of the nuances.

With the rise of buzzwords like “manifesting” and “passion projects,” there’s another underlying belief system at play: that wanting something badly enough actually makes you qualified to have it.

Much like a happily-ever-after plot line, underneath all the talk about boundless passion or a candidate’s personal goals-slash-dreams, there’s just not much meaning.

Related: How to tell the difference between a career pivot and a distraction 

THE MYTH OF THE BIG ENTRANCE

I often see this mentality in cover letters when we’re hiring. Sentence after sentence argues (usually incredibly articulately) about how transcendent the experience of working with us will be.

“There’s nothing I’ve ever wanted more than to work at Career Contessa improving the lives of women every day.”

These are lovely words, and I imagine many people automatically react to them the same way I did: It feels good to hear that the work your company does means so much to someone. And it’s easy–especially after that ego boost–to think that their chutzpah equals professional tenacity. But does it really?

I’ve had an interview where someone told me I should hire her because she was ready to harness her abundant creativity. Others have told me they can’t wait for a flexible work environment that will let them explore their outside interests. Once, a 23-year-old told me that getting hired would help her grow her personal brand and following (lucky me?).

As I’m listening, there’s a common thread that’s hit-you-over-the-head clear, and it’s not “this person is star employee material.” It’s more like: me, me, me.

“I want a career that fulfills me.”

“I love that this job gives me flexibility, so I can work on my other projects.”

“This is the perfect stepping stone toward my ultimate goal of working for myself.”

It’s not that these are bad things to think, exactly–it’s that there are more complex thoughts and conversations to have. Thoughts like these are big-picture thinking taken to extremes like a climactic scene from some ’90s Meg Ryan movie. Much like a happily-ever-after plotline, underneath all the talk about boundless passion or a candidate’s personal goals/dreams, there’s just not much meaning.

Almost every time I’ve hired someone who sells solely their unbridled passion, breezing over their past work, or concrete experiences, I’ve come to regret it.

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

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CUE THE FLAGGING DEDICATION

What these conversations lack is the collaborative element that real, lasting professional relationships need. Because if work is about innovation and empathy, there’s more to it than what any one of us wants to do. It’s about how we can adapt and change each other and do real work together.

There’s this inherent privilege in the passion-is-everything perspective, and maybe that’s why it bothers me so much. If you’re responsible for making rent and paying down student loans, you don’t get to plan your life solely around your passion projects. You earn time to focus on those, courtesy of a whole lot of hard work. So this idea that passion is The Answer, that’s reserved for a very few people–the ones who can “just quit” when the going gets tough.

Almost every time I’ve hired someone who sells solely their unbridled passion, breezing over their past work or concrete experiences, I’ve come to regret it.

They fail to meet deadlines. They balk at busy work. They give notice after three months because they’ve committed to too many other side projects. They’re the sort of personalities who wind up with two- or four-month jobs on their resumes and not much more. They fall through.

When you’re focused solely on the personal endpoint–your own success, full stop–how can you make space for all the work that needs to get done in between? And if your eye is only on the prize, how are you supposed to stay energized when the process takes longer than expected?

Newsflash: It always does.

Related: Ask yourself these questions at every stage of your career

AND THEN THERE’S THE PASSION JUDGMENT

There’s more to it than that as well. There’s also the fact that many of us don’t know what we’re passionate about, and thanks to the rise of the passion-first mentality, we tend to feel like we’re failing if we don’t. We look at others with all that conviction and energy, and we think they must have it figured out. That comparison can affect us in various ways, but the scariest is that it threatens to have an adverse effect: It can stunt our growth.

If you approach every job with an open perspective, chances are the experience will help you with your growth. Even a terrible job can teach you what industry suits you or make you realize what you’re innately great at. But if you don’t give it a chance–because it’s not what you think is your passion, right now, right this second–how will you ever really keep evolving?

Passion these days is a black-and-white myth. We tend to believe that either you have it or you don’t. And like most things, inflexible thinking will ruin us.

Work first, passion second. Because what is passion, really, if you’re not willing to fight for it?

Related: 7 ways to make your job meaningful again

GIVE ME THE DEDICATED DOERS, NOT THE PASSIONATE DREAMERS

I’m not interested in the passionate dreamers or the “currently working on” hustlers as much as I’m interested in the people who work in the gray zones somewhere in between. These are the people who never cease to impress and surprise you. They’re also the ones who challenge you. They make you think–and work–differently.

A friend of mine, a creative director for a fashion brand, once listened in silence as a 19-year-old told her that once her modeling career finished, she’d “just become a creative director since I love styling.”

Just become.

That friend climbed ranks over a decade one production assistant job at a time, worked 60-hour weeks or more, and moved across the country twice for new opportunities. She loves her job today more than anything, precisely because she worked her ass off to get there. Passion came later.

Work first, passion second. Because what is passion, really, if you’re not willing to fight for it?

There’s a similar adage that goes something like this, “Don’t do anything for five minutes that you wouldn’t do for five years.” It’s one that people rarely linger on, maybe because it makes us uncomfortable. Such a span seems dramatically out of sync with our iPhone-laden era. And that’s precisely why the five-plus-yearers are that much more impressive to me.

It’s not that I’m asking people to give up all their passion or to stick it out in a job that makes them miserable. But when I think about the sort of people I see with flourishing careers, they’re never the Passionates, they’re the Commitments. The ones who don’t treat “passion” as their everything but simply as the product of putting effort into working, questioning, and exploring. They’re not the biggest show-stealers, but they’re doing more than alright.

FastCompany.com | July 29, 2018 | BY KIT WARCHOL—CAREER CONTESSA 6 MINUTE READ

#Leadership : Three Ways To Improve Your #InterviewProcess So You Can Make Better And Faster #HiringDecisions …These Things Might Not be Rocket Science, But they are Surprisingly Not Done with as Much Consistency or Rigor as you Might Think.

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Interviewing may not be the most effective way to evaluate candidates, but it is still the most common. There are other better predictors of job success, but some of those methods require more resources to manage than your company many have.

If the interview is all you’ve got, it doesn’t mean that you are relegated to a life of bad hires or lots of first year turnover. It just means that you have to get really good at interviewing.

Some of that comes down to building your skills as an interviewer, which can only really happen with a lot of real skills practice (Effectively “probing” a candidate for more information is easy in concept but is far from easy in reality).

Beyond building your skills, some of it comes down to building the right interview process.

The Point Of The Interview

As my wife frequently complains about, I’ll start with a bold statement of the obvious:

The purpose of the interview is to facilitate a discussion with the candidate so that you leave that discussion with the right information you need to make a hiring decision.

I’m certainly not going to win any business innovation awards for that statement. Here’s the thing, though. Everything that happens in the interview should directly help you achieve that purpose. Unfortunately, in my work with clients on their interview process, there are often parts of the process that aren’t actually helping them achieve that purpose, or there are key parts of the process that could help but are missing.

Three Ways To Improve Your Interview Process

These aren’t rocket science concepts, but doing them well requires some focus and diligence:

1. Have a pre-interview preparation meeting with whoever is involved in the interview

This important step is often overlooked. It is understandable. Business life is always busy. Many of us are cramming interviews into already over-booked calendars.

The problem of not taking a few minutes for a team preparation meeting is that it doesn’t give you and other interviewers the opportunity to get aligned on what you are all looking for. This often results in different expectations of the candidate, how he or she answered the questions, and ultimately whether the candidate was what we were looking for.

When combined, these often cause frustration with the process, delays in making hiring decisions, bad hires, or letting good candidates move right past you.

A good preparation meeting gets in front of these problems. Here are three key things to do during your preparation meeting:

  • Do a quick group review of the candidate and the resume
  • Do an overview of the role the candidate is interviewing for
  • Get alignment on the key questions you want to ask – both technical and cultural – and what kinds of answers you are looking for

To do it well only takes a few minutes but is invaluable in going into the interview aligned and focused.

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

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2. Have a post-interview calibration discussion with all of the interviewers

Post interview calibration sessions often don’t happen for the same reason that pre-interview preparation meetings get pushed aside. It feels like we just don’t have enough time. The interview is over, and you’re running to the next meeting (or interview).

When you don’t do them, though, you miss valuable opportunities to get multiple perspectives about the candidate from co-workers who sit in different roles. You also lose the opportunity to sort out and gain alignment on what was good or bad about a candidate so that you can apply that to others you are interviewing for the same role.

Without calibration, I’ve seen clients continue to miss opportunities to refine their candidate search process or criteria for who makes it to the face to face interview stage. And all of this equates to an unnecessarily elongated interviewing process, frustrated interviewers, and a belief that interview process just isn’t working.

3. Focus the interview on personal attributes and culture fit

There’s an important quote from Jim Collins, business consultant and author of the New York Times Bestselling book, “Good-to-Great.” In his work around what separated great companies from good companies, he noted:

“In determining the right people, the good-to-great companies placed greater weight on character attributes than on specific educational background, practical skills, specialized knowledge, or work experience.”

Even with that, many interviews today still focus primarily on technical skills, knowledge, and abilities. This isn’t to say that you shouldn’t care about those things because there are certainly required baseline capabilities to do the job. You can, and should, still assess those.

But use the bulk of the interview to focus on assessing attributes like learning agility, interpersonal effectiveness, and cultural fit, which have been shown to be much better predictors of short and long-term job success.

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The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.
PUBLISHED ON: APR 25, 2018

Inc.com |

By James Sudakow

Author, ‘Picking the Low-Hanging Fruit … and Other Stupid Stuff We Say in the Corporate World’