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#JobSearch : I Was The Perfect Fit! Why Wasn’t I Hired? (Reasons Why)

How many times have you felt you were PERFECT for that role, but still didn’t get it? You went over the interview in your mind a hundred times, noted how easily the conversation flowed, how they interviewer would nod enthusiastically when you described a certain experience or skill. They seemed excited when they said they would get back to you soon.

Then you got the email that you weren’t chosen. Safe to say, I think we’ve all been there.

I’m a firm believer in if you didn’t get the job, something better will come along. Through the years, some of our clients have come back to us to tell us about interviews they nailed and were sure they got the job. But didn’t.

However, there are various reasons companies may choose a different route:

They decided to hire internally. As unfair as it sounds, they may have already had a front runner in mind but posted it anyway to see if there is someone better.  Some companies HAVE to post externally due to contract constraints or affirmative action plans. Federal contractors or government agencies may have to post externally as well.

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You were overqualified.  Perhaps they think you won’t do tasks you deem “beneath you”. While it’s unfair for them to assume what you will or won’t do, it is a common concern. They may also fear that you will be bored at the job—especially if you’ve been on an impressive career track. Or, that after a while, you will leave and they’ll be back to square one.

You were underqualified. Thinking you’d be great in a role and actually having the experience to master the role are two different things. Read the job description thoroughly and make sure you have the experience to apply for the role.

They already had another candidate in mind. It’s possible they already found their choice but they had to have a certain amount of candidates to interview to fill their candidate roster. It might be a company policy that X number of people need to be interviewed before a choice can be made.

Your online presence wasn’t professional or up-to-date. Hiring managers check your social media profiles to learn more about you. Turn on your privacy settings if you have personal pictures or information on there. Also, if you haven’t updated your LinkedIn profile in a while (or years!), now is the time to do it. Lack of LI presence can hurt you as well. Get it up to date.

You shared too much. I’ve talked with recruiters who said the candidate told them their life story—the good, bad, and ugly—and in the process turned off the recruiter. Keep the conversation on the company, their pain points, how you can help them, and that’s it. Don’t talk about your jerk boss, your sick parent, or a personal health problem. They really don’t want to or need to hear it. Keep it professional.

You didn’t know enough about the company. Be very prepared when you go to the interview. Research the company, its mission, what they do, what they sell, or what they are about. Research the role, figure out their pain points. Have questions ready to interview the interviewer, questions like, “What should I know about the role I am seeking? Do you have any other insight?” Be both knowledgeable and inquisitive.

Whatever the answer, you may never know. You might have done everything right and still did not get the job. It might have been narrowed down to you and someone else, but they went with the other person because they had more strategy experience.

Either way, you gave it you’re all.

About two months ago, an operations exec said to me, “You know, after three rounds of interviews, they finally told me I wasn’t chosen. So, I reached out to a few old colleagues that resulted in a round of interviews with a company I was never interested in and an industry I wasn’t very familiar with. But they liked me and saw what my vision was for their company–and hired me. It has been the best job I’ve ever had.”

FSC Career Blog Author:  Ms. Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog |  March 30, 2020

#CareerAdvice : #InterviewingQuestions : 3 Interview Questions(You Ask) To Uncover A Company’s Work-Life Beliefs And Values. Must Read Before your Next #JobInterview !

Like most buzzwords, “work-life balance” rose to massive popularity only to rapidly become defunct and outdated. If you Google “work-life balance” and “dead,” you will find a host of articles making the case of why the idea of balance is a fallacy, why work-life balance is not the largest predictor of job satisfaction or a detailed explanation of the newly favored term “work-life integration” that seeks to merge all the things we value into one seamless life experience.

No matter the words you use to describe it, having a desire to work in a place that will share and support your values isn’t going away. The challenge remains in figuring out how to test and evaluate a company’s often unspoken work-life beliefs during the interview process.

You want to be selected for the job and don’t want to inadvertently signal that you are less than committed to your career, but you also don’t want to end up in a place that is mismatched to the work-life dynamics you need to thrive.

These three interview questions will help you gain insight into the company’s values and how they will ultimately treat you once you are hired.

1. How would you describe the culture?

This is a standard question and one that interviewers are expecting. Some will have canned answers based on talking points HR provided. Others will give you an honest, from the gut response. Pay attention to which one you are receiving as the latter will be more insightful. But either way, ask each interviewer this question to get a well-rounded view of how the culture is perceived at different levels and functions.

Certain buzzwords will tell you a lot. “Work hard, play hard,” notoriously means that they work long, demanding hours, but have frequent, often extravagant, social outings that will further commit you to being around colleagues instead of your other priorities. Depending on your demands outside of work, this can be attractive or a major red flag.

Other phrases to listen for are “family environment” which likely indicates a people-first philosophy that will at times prioritize individual needs over the clearest or easiest business decision.

“The best idea wins” phrase points to a results-oriented and transparent organization that probably values quality output over hours worked.

Excessive use of the word “collaborative” is a yellow flag of a workplace that may be bogged down with management layers and slow decision-making, which creates the need to spend more time in the office selling your ideas and dealing with politics.

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

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2. What is the best way to communicate with the boss?

If possible, ask this question of your peers or of the boss themselves. Work-life red flags are answers such as, “I’m in meetings most of the day but I catch up on email at night” or “You can usually catch up with her on Sunday evenings,” which show an expectation to work extensively during time you may have allocated to home life or other activities. Pause and consider if this is a problem for you. For some people, it is not, but be honest about what working dynamics would best fit your life.

Other yellow flags are answers about an open-door policy or “We grab each other in the hallway” as these may reflect an in-office culture that could limit your flexibility.

Remote and flexible working has forced many executives to be deliberate about how and when to communicate with team members. If the interviewer has already set up clear 1:1 time slots or communication meetings with their team, it is likely a sign that flexible working necessitated this and is their workplace norm.

3. What is the next step in the hiring process?

You can learn a lot about a company’s values simply from observing your hiring process. Companies that prioritize an employee’s overall life will be thoughtful about your candidate experience.

Was your interview schedule an exhausting all-day ordeal without food or breaks? This is a warning that employee experience may not be a top priority.

How many people are making the hiring decision and how long does it take? This will provide insight into how their business decisions get made, which is especially important if your role will be spearheading new initiatives or trying to bring about organizational change. Consider if they might be prone to acting rashly or moving too slow.

Finally, make sure you understand when and how they will get back to you. Pay attention not just to the timing they give but the manner in which they communicate with you as a candidate. Are they being thoughtful about the time you have already invested and how hard it is to wait for a decision? Do they care about how you might be feeling? Or are they using their power to make the process as easy and noncommittal for them as possible? These small actions can point to larger disconnects between their values and the kind of company you want to work for.

Ask each of these questions and pay attention to the answers. Turn down the instinct to assume the grass will be greener in a new job. If you want to build a career that is aligned with your values, you have to be willing to walk away from companies that aren’t a fit.

Kourtney Whitehead is a career expert and author of Working Whole. You can learn more about her work at Simply Service

Forbes.com | June 18, 2019

#CareerAdvice : #LinkedInTips – 9 Mistakes you’re Making on #LinkedIn that Could Sabotage your #JobHunt — and How to Fix Them. A Must REad!

  • If you’re on LinkedIn, there’s a good chance you’re guilty of (at least) one of the mistakes listed below.

  • We talked to LinkedIn career expert Blair Decembrele about how to avoid them.
  • For example, if you’re job-hunting, be sure to alert recruiters that you’re open to new roles. Your current employer won’t find out.
LinkedIn can be a terrific place to build your brand, expand your network, attract new clients, and find job opportunities.

But use it the wrong way and you could turn off professional contacts — or even lose out on your dream job.

We spoke with LinkedIn career expert Blair Decembrele about the most common (and most egregious) mistakes she sees on the platform, as well as what you can do to avoid them. Read on, and get ready to make some potentially serious changes to your profile.

Your profile headline is incorrect or missing entirely

Your profile headline is incorrect or missing entirelyScreenshot/LinkedIn

This is “prime real estate,” Decembrele said.

It’s the first thing other members see besides your photo. You can use these 120 words either to list your current title (e.g. “senior reporter at Business Insider”) or to describe your job more generally (e.g. “reporter covering career development and entrepreneurship”).

You don’t have a profile photo

You don't have a profile photoScreenshot/LinkedIn

According to LinkedIn data, profiles with photos receive up to 21 times more views than profiles without photos, plus nine times more connection requests.

That’s not to say that any photo will do — it’s important to choose one that’s visually appealing, Decembrele said. Think a solid-color background without distractions like a friend’s arm dangling off the edge. Your face should fill up roughly 60% of the frame.

 

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You haven’t written a summary

You haven't written a summaryScreenshot/LinkedIn

A summary “describes who you are as a professional,” Decembrele said. It’s your elevator pitch, or your chance to “spark a potential employer’s interest in 20 seconds.”

That’s why you should include your experience, skills, and interests. Most importantly, “don’t be afraid to have your personality shine through.” LinkedIn says summaries of at least 40 words are more likely to turn up in search results.

You never customized your LinkedIn URL

You never customized your LinkedIn URLScreenshot/LinkedIn

Once you do, you can include your LinkedIn URL on your résumé without worrying about it looking clunky, Decembrele said. It also makes it easier for you to be found by recruiters.

You have no idea what your privacy settings are

You have no idea what your privacy settings areScreenshot/LinkedIn

Decembrele recommends thinking carefully about your privacy settings (for example, whether you want your entire network to find out that you’ve switched jobs).

You should also know whether other members can see when you’ve looked at their profile, and vice versa. Decembrele said there are benefits to having people know you checked out their profile, since they might see an opportunity to work together.

If you subscribe to LinkedIn Premium, you’re able to tweak the settings so that you can see when other people view your profile, but they can’t see when you’ve viewed theirs.

SEE ALSO: 9 mistakes you’re making on LinkedIn that are putting off recruiters and making it harder to find a job

 

You haven’t alerted recruiters that you’re open to new roles

You haven't alerted recruiters that you're open to new rolesScreenshot/LinkedIn

Enabling the “open candidates” feature on your profile dashboard is a way to privately signal that you’re open to job opportunities. LinkedIn found that members who enable this feature are twice as likely to see relevant opportunities.

Fortunately, this is not listed publicly on your profile — and luckily for you, recruiters from your particular organization aren’t able to see this.

You’re not using hashtags in your posts

You're not using hashtags in your postsScreenshot/LinkedIn

You can use relevant hashtags to a) customize your feed so that you see the content that’s most interesting to you, and b) to make sure your posts wind up in front of the right people (just like on other social media platforms). For example, if you’re writing about leadership, you might tag “#leadership.”

Once you’ve started writing a post on LinkedIn, you’ll see recommended hashtags to choose from.

You aren’t taking advantage of LinkedIn groups

You aren't taking advantage of LinkedIn groupsScreenshot/LinkedIn

When you join LinkedIn groups for professionals in your field, “it enables you to talk to each other about trends in your industry,” Decembrele said. Plus, it’s a great way to solicit career advice or opinions.

You’re cold-contacting people for jobs

You're cold-contacting people for jobsScreenshot/LinkedIn

The first rule of messaging another LinkedIn member is to make sure you’ve looked at their profile, so you can refer to something about their career that resonated with you. Explain why you’re reaching out and why they should connect with you, Decembrele added.

That said, if you’re job hunting, don’t message someone asking directly for a job. Instead, you might write something like, “Hi, I noticed you work for [X organization] and I’m really interested in learning more about that company. Would you be wiling to talk to me?”

Author: Jillian D’Onfro contributed to an earlier version of this post.

Businessinsder.com | March 7, 2019

 

 

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#CareerAdvice : #Interviewing – Here’s Your #JobInterview Preparation Checklist…We’ve Compiled a Comprehensive List of Essential Ways to Gear Up for your Interview and Knock it Out of the Park. Ready, set, Prep!

So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!

What’s your next step? 

Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!

As soon as you hang up with the recruiter:

1. Study for your interview like it’s a final exam.

  • Find as much information as you can on the company or organization, and commit as much of it to memory as possible.
  • If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.

2. Generate a list of potential interview questions (and their answers!) beforehand.

  • Base your list of questions on both what you expect them to ask and the real life experience of others
  • Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
  • Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.

The 45 Questions You Should Ask In Every Job Interview

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36 hours before the interview:

3. Write out answers to every question you anticipate, and practice delivering them out loud.

  • Even if you don’t remember your responses word for word, you can fall back on certain key points and phrases.
  • Write your own list of questions for the interviewer, and be prepared to ask them when the time arises.
  • Make sure your questions are nuanced and well-researched. Never ask for any information that can be simply found online.

4. Compare your skills and experience to the job description.

  • For each component of the job description, brainstorm your relevant skills and experiences, and think critically about how you want to present them.
  • If there’s a preferred skill or experience you do not have, be able to demonstrate you’ll be competent without it.

How to Read a Job Description

12-24 hours before the interview:

5. Be rested and healthy for the big day.

  • Before getting good night’s sleep, try to imagine yourself acing the interview.
  • Eat wholesome, healthy meals for the days preceding the interview.
  • If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.

3-6 hours before the interview:

6. Dress for success

  • Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
  • If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
  • Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.

7. Empower yourself

  • Practice a firm handshake, strong posture, and attentive body language in advance.
  • Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
  • Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?

8. Don’t leave any unnecessary unknowns.

  • Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.

How to Interview for Your First Management Role

During the interview:

9. Keep an interview journal

  • During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.

6-12 hours after the interview:

10. Follow up.

  • Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.
  • And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.

Glassdoor.com | November 5, 2018 | Posted by Lillian Childress

#CareerAdvice : #Networking – How to Build (and maintain) an Effective #LinkedIn Network… Wondering whether to accept an invitation? Ask yourself this simple question: Would you feel comfortable making an introduction to this new connection?

Growing your Network

It’s no secret that the right connections can make a huge difference in landing your next job or making a career move. Having a strong LinkedIn network and engaging your connections can be an invaluable resource throughout your career.

Think of your network as a garden–it’s important to plant your garden with intention, tend to your plants regularly, and at some point you’ll likely need to do some pruning.

Here are some tips to help your LinkedIn network flourish:

GROW YOUR NETWORK THOUGHTFULLY FROM THE START

Start by connecting with people you know or trust–including people you know outside of your current field of work. If your network is filled with connections you know personally, it is real and usable, so that each and every connection has the potential to be helpful to your professional life, whether that’s a job recommendation, an introduction, or career advice. Focus on connecting with people from communities such as your company, school, industry, or who share your professional interests.

Once you connect on LinkedIn, you can typically see your connections’ connections, which can open the door to meeting new people who may be able to help your career. Asking your connections to introduce you to someone is a great way to expand your digital network. A warm introduction can be very helpful.

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

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CHOOSE QUALITY OVER QUANTITY–DON’T OVER-PLANT!

Your LinkedIn network isn’t a numbers game, but unless you’re a professional recruiter, having a large number of connections doesn’t necessarily give you the edge. All of your connections should add value to your network–and vice versa. If you are considering connecting to someone you don’t actually know, you might actually consider following them instead. When you follow someone, you will still see any posts they share.

Getting invites from people you don’t know or don’t want to connect with? No problem. You can simply hit ignore, and the person won’t be notified. If you aren’t sure if you want to accept or ignore, you can also message the sender for more information on why they might want to connect by clicking Message below their invitation on the Manage invitations page.

NURTURE YOUR NETWORK

Remember that connections go both ways. Being a helpful, available connection is the best way to make sure your network is strong and to drive a shared sense of professional enrichment.

• Make yourself available to others and keep up regular conversations with colleagues and mentors. There are several ways to do that on LinkedIn, whether it’s indicating that you’re open to giving or receiving through our Career Advice feature, or participating in conversations in your feed.
• Post your own content (video, article, or text) or comment on other people’s posts. This is another great way to start conversations with people who have similar interests while sharing your personal expertise. You can also use posts to ask your network for help–like if you are looking for recommendations for a design freelancer to hire or even asking a tactical question about a software tool you are having trouble with.
• Reach out to schedule a coffee with someone in your field. You never know where a conversation might go.

KEEP YOUR NETWORK RELEVANT–TIME TO PRUNE?

So you’ve made a few career moves and the folks you connected with when you first joined LinkedIn aren’t adding value to your network today. Or, you were eager to build your network and accepted a few too many connection requests that you don’t know or don’t remember meeting. If this sounds familiar, it might be time to go through your network and disconnect with the people who are no longer professionally relevant.

To remove a connection: From the manage connections page, you can scroll through all your connections. Click the More icon (or “. . .” on mobile) next to the connection you’d like to remove and click Remove connection. Click Remove from the Remove Connection pop-up window.

If you do disconnect from someone, know that although they will not be notified of the disconnection, if they do search for you, they will see that you are no longer a connection. Depending on your relationship with that person, this could lead to an awkward conversation. As an alternative, if you want to keep a connection but don’t want to see that person’s posts in your feed, you can also simply unfollow them.

Having the right network will improve the quality and relevance of your feed, the people who send you messages, and who engages with your content. Remember, you and your network are on a professional journey together, and the stronger your network, the further you can go.

Lizabeth Li is a director of product management at LinkedIn.

FastCompany.com | BY LIZABETH LI 3 MINUTE READ | November 25, 2018

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

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.

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

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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.”

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 

#CareerAdvice – How to Ask for an #OfficeTransfer …Make No Mistake, though — Securing a Transfer isn’t as Easy as Simply Announcing a Move to your Employer. To get them OnBoard, you’ll Need to Think and Act Strategically.

Maybe your current location doesn’t quite gel with your personality. Maybe you want to be closer to family. Or maybe you’re a wanderer, never content to stay in one place too long. Whatever the case, many people find themselves itching to explore new cities. If you’re dreading the job search that will come with it, though, remember: there are other options.

If you happen to be employed at a company with multiple branches, or if you think your company would be open to the possibility of you working remotely, asking for a transfer could be a great way to accommodate your desire for a new environment while still keeping the job that you love.

Make no mistake, though — securing a transfer isn’t as easy as simply announcing a move to your employer. To get them on board, you’ll need to think and act strategically.

1. Do Your Homework

When requesting a transfer, research is critical — it makes the difference between coming to your employer with a well thought out proposal and an unreasonable demand.

“Don’t ask for something if you haven’t researched whether or not it’s feasible,” says Erica Perkins, Director, Human Resources Business Partners at Glassdoor. “Find out what your employer policy is on location transfers and (if international) global mobility programs and assignments/expatriation.”

If you are planning on going international, pay especially close attention to immigration and labor laws.

“The feasibility and duration of an international transfer depends largely on the type of employment authorization available in the new location, which varies country-by-country,” Perkins adds. “Know what you’re getting into with respect to an international move, as there are significant differences in employment practices and regulations, as well as tax implications that are important to know before you determine you want to move.”

Besides the nitty-gritty legal details, you should also consider what else you’ll need to be successful there.

“For employees considering a role in another country, they should consider the language and culture changes that may be associated with an international move. What additional competencies might you need to be successful there?” says Mark Eckert, Internal Mobility Head at Uber.

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2. Think About it From an Employer’s Perspective

For employers, facilitating an internal transfer is often an investment — one that should ultimately pay off for them. So it’s worth thinking about it from their perspective: What factors do they have to take into account before making their decision? And how will transferring you to a different office be beneficial to them?

“Cost is often top-of-mind for employers when it comes to their internal mobility programs,” Eckert shares.

In addition, “employers would need to consider 1) is there a compelling business case for the change in office/location, 2) does the employee moving offices/locations provide added benefits to the business (not just to the individual)? (e.g., having the employee work with other teams, cross-pollination, knowledge-sharing, as well as establishing a footprint for that business function in another location, etc). 3) What are the individual benefits for the employee (ability to accommodate a request generates loyalty and is motivational for the employee [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”][which can] help with retention) and 4) Can the employee bring additional value to the business in the new location?” Perkins says.

Keep in mind that if you have already proven your value to the company, they will be more likely to entertain your request.

“The first thing a company considers when an employee requests a transfer is how valuable they perceive the employee to be. The more a company wants to keep them, the more flexible the company will be,” says career coach Angela Copeland. “A company would be most interested to transfer an employee wishing to grow their professional skills in a new location. But, if they value the employee, they may also respect their desire to relocate for personal reasons, such as to be closer to family.”

3. State Your Case

With a solid understanding of what exactly a move will require from your employer, as well as what would make transferring you worth their time, you’re ready to initiate the conversation.

The best way to effectively state your case is to articulate your ability to thrive and add value in the roles you are interested in, much like how you would if you were searching for new opportunities outside of your current company,” Eckert says. “How does your past experience and technical expertise apply to the new role? What can you bring to the role/team that will make you stand out against other internal and/or external candidates?”

“Make sure you are clear on the reasons for your request, and help articulate how your move may help improve the business beyond your own self-interest,” Perkins adds. Sensing reluctance on your employer’s end? “Offer to do the move for a mutually agreed trial period if your employer is hesitant to make a commitment,” she suggests.

Depending on your employer, you may even want to create a formal presentation for them, just as you would for a project at work.

“The most effective request I have seen for an internal transfer to a new city came from a woman interested to move from Memphis to Dallas. She created an entire presentation to sell her boss on the idea that she could work remotely. Then, the boss was able to use the same presentation to sell the idea to upper management,” Copeland says. “The move worked well for both the employee and the company.”

4. Set Yourself Up for Success

If your request is granted, it’s time to start thinking about what you can do beforehand to ensure a smooth transition.

“Do everything you can to ensure you hit the ground running. Set up time with your new manager and team to start getting up-to-speed before you leave,” Eckert suggests.

You may even want to visit your new city and office before you make your move.

“Before you take the plunge, be sure to tour the new office and the new city. Moving is a big decision. You want to make the right choice the first time,” Copeland shares.

And if you’re going international, “develop your cross-cultural competency,” Perkins suggests. “Besides honing language skills, study and educate yourself the customs and culture of your new locale. Important cultural differences can be very subtle (things like how you greet someone, body language, making eye contact, etc.). Don’t make the mistake of assuming that the ‘way you did it at home’ will work in your new location.”

And if you didn’t get the green light on your request to switch offices? Don’t worry — all is not necessarily lost.

“Don’t get discouraged if you don’t find a fit immediately. Business landscapes change quickly and so will the opportunities available internally at your company,” Eckert shares.

 

GlassDoor.com |  

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#BestofFSCBlog : #JobSearch – What is Internal Networking & Why It Matters?

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 percent 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.

GlassDoor.com | October 17, 2018 | Posted by 

#CareerAdvice : #JobSearch – 8 Secrets #Recruiters Won’t Tell You (But Really Want To)…There is Confidential Information that, Unfortunately, Recruiters Cannot Divulge.

Recruiters may seem intimidating, but they genuinely want the best for both candidates and the company. Good recruiters want you to have the best experience possible during the application and interview process — but even though they want the best for you, there are some things that they just can’t share.

Salary bands, candidate competition, internal HR tactics — let’s just call them trade secrets. They are the confidential information that, unfortunately, recruiters cannot divulge.

To get to the truth, we reached out to Omer Molad, CEO/Founder of Vervoe, a recruiting company that replaces face-to-face interviews with online simulations for small and medium-sized businesses. Molad built his business on the premise that hiring is painful, and he has unique insight into the frustrations and insights of recruiters.

Here are a few of the secrets that Molad says recruiters won’t tell you, but really want to.

1. “We could have gone higher if you had negotiated.”

Salary negotiations are like a game of poker — both job seekers and recruiters are trying to maintain control and win the hand. “Very few (if any) recruiters will be so bold as to say ‘we took advantage of you and we don’t value you highly,’” says Molad. In fact, there is often a salary band or range that recruiters have for each role. Their initial salary offer is very rarely at the top of their salary band, so base pay — as well as benefits like vacation days, work hours, etc. — can usually be negotiated.

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2. “Don’t go overboard with buzzwords — we can tell.”

It’s smart to include keywords in your resume and to come off as knowledgeable about your particular industry. However, “don’t try to look smarter than you really are,” says Molad unabashedly. Authenticity is key. Recruiters and employers want your personality to shine — not your ability to throw out words and phrases like “synergy,” “move the needle,” “ROI,”feed the funnel,” etc.

“It’s not about specific questions or answers that stand out, but rather the candidates who display a great deal of passion about what they do that really stand above the rest,” says employer Academy Sports + Outdoors.

3. “You never had a chance after that bad first impression.”

Your mother was right: first impressions are everything. And according to Molad, few recruiters can get past a bad first impression. Unreturned phone calls, poor manners and clumsy interviews will all hurt your chances of moving on to the next round. Hiring managers and recruiters will bite their tongues, fighting back the desire to say, “We just don’t like you,” says Molad. However, take it from us: You must really dazzle if you’d like to make up for a rocky first impression.

“Interviewers often care more about the likability of entry-level candidates than whether or not they’re actually qualified for the job,” says career coach Peter Yang. “This is because the person interviewing you will often also be your future boss and mentor, so it makes perfect sense that they would want to hire someone whom they personally like and want to work with. A strong interview performance means establishing a strong connection with your interviewer. Try to show off your personality instead of just answering questions robotically. You can even get a bit personal if you’d like to.”

4. “Your references weren’t very flattering.”

If a recruiter or hiring manager had doubts about you, they won’t let you know if unflattering references just confirmed their doubts, Molad says. “Your references should talk about your strengths in specific situations — not just basic information,” adds HR expert Jordan Perez. “[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”][References] should be ready to provide examples of actual projects where you exceeded expectations. Your reference should easily cite one or two situations that highlight your strengths.”

“Bad references can ruin your candidacy as much as good ones can strengthen it,” says Sam Keefe, Digital Marketing Manager at AVID Technical Resources. Her advice to ensure that only the good shines through? “Give only references who will say positive things about you. Work hard to build good working relationships with coworkers and bosses.”

5. “I back-channeled you, and found out the truth.”

Backdoor references, or back-channeling, is one of the sneaky ways hiring managers and recruiters gather more information about you — it refers to when employers reach out to mutual connections in order to get their honest opinion of you. “This phenomenon is even more prevalent in the last five years or so because of LinkedIn’s growing popularity,” says Keefe. “Even if you choose not to give anybody there as a reference, backdoor references can reveal the skeletons in your closet. Backdoor references can be especially common when you’re looking for a job in sectors like tech.”

6. “We already gave the job to an in-house employee.”

Unfortunately, it’s perfectly legal to advertise a job that is almost certain to be filled by an insider. In fact, some research has shown that internal hires generally perform better than external ones. However, “phantom jobs” can be downright annoying when you’re looking for a new position. Even though federal labor rules don’t require employers to post openings, many HR departments require roles to be listed on a job board for some period of time to ensure a fair hiring process. Therefore, Molad says, don’t expect recruiters to come right out and say, “It was a beauty parade to show management we ran a process, but it was a sham and you were never really considered.”

Instead, shake it off and get back on the horse — there are plenty of opportunities out there, and the job that fits your life is just a few clicks away.

7. “Your last few social media posts were deal-breakers.”

Roughly 80 percent of recruiters and hiring managers use social media to look for and vet job candidates, making it extremely important to have a professional presence on the Internet.

“Hiring managers are reviewing social media pages to become educated about the background and brand the person is articulating and to look for red flags,” says Alan Weatherbee, senior vice president of talent search for Allison+Partners. “They aren’t using it to find ways not to hire someone who is qualified, but to make sure they present themselves in an accurate way.”

According to employment experts, you should make sure that your social media pages, whether it’s LinkedIn, Facebook, Twitter or Instagram, mesh with what you’re saying on your resume, cover letter and other application materials. After all, no one is going to hire someone who claims to be a head of marketing in their resume while their Facebook page is full of complaints about their job answering phones at an advertising company.

Janet Elkin, Chief Executive of workplace staffing company Supplemental Healthcare, says you want to make sure your social media pages are void of any political comments, inflammatory messages or anything else that might offend the person who might just hold your future in their hands.

8. “The team is dragging its feet waiting for another candidate’s response.”

Even the most direct recruiters and hiring managers will hesitate to tell you that you’re “Plan B,” says Molad. So if an employer seems to be dragging its feet or delaying in giving you the green light to proceed — or the red light that you’re not right for the role — chances are they have another candidate in the pipeline.

Don’t take it too personally — being a runner-up isn’t a horrible thing. Often times, other candidates fall out of the running because of personal circumstances or other job offers. Being number two still means you are in contention. If you feel like a recruiter is slowing your process down in order to accommodate a preferred candidate, use it as a challenge to convince the recruiter of your awesomeness and your true fit for the role.

No matter what, remember that the secrets recruiters keep are withheld with the business in mind, not because they are trying to be malicious. If you are faced with any of these, the right opportunity probably just hasn’t come your way yet. Don’t be afraid to be upfront with a recruiter and communicate both your concerns and your goals.

 

GlassDoor.com |  

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#CareerAdvice : #SalaryNegoiations – Four Things you Absolutely Must Do in your #SalaryNegotiation …Keep These Tips on Hand the Next Time you’re #Interviewing for a #NewJob or Angling for a #Raise .

Countless job seekers and employees still struggle with negotiating salaries and advocating for themselves. But let’s say you’ve worked yourself up to asking for a higher salary. You could still be missing out on perks that can further enhance your compensation package–and they may not be that far out of reach.

“The whole salary negotiation process is a conversation,” says Jacqueline Twillie, a negotiation expert and founder of leadership development firm ZeroGap. “It’s not a battle.” With that in mind, here are some negotiation tricks to keep in mind the next time you’re interviewing for a new job or angling for a raise.

NEVER ACCEPT A VERBAL OFFER

“Don’t just flat out accept it, even if it sounds great and you’re really excited,” Twillie says. She recommends that job seekers always hold off on saying yes to a verbal offer, even in cases where they feel sure about the job. “I would always ask for an opportunity to review everything in writing–but express enthusiasm so that they know that you’re interested,” she says. The money might sound good at first blush, but when you look at benefits like healthcare, you may find the coverage is less than you anticipated; if so, you may want to negotiate a better salary.

“It’s much harder to come back and negotiate after you’ve already accepted,” Twillie says. “And it puts you in a stronger position when you haven’t accepted yet.”

 

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DO YOUR RESEARCH ON PAY PARITY

In states like California, pay parity laws that have gone into effect over the past few years could help women negotiate salary increases, according to Tracy Saunders, a former recruiter who started the Women’s Job Search Network. The Equal Pay Act in California states that employees who do “substantially similar work” must be paid equally, even if their job titles are not identical. “Companies are actually adjusting women’s salaries outright,” Saunders says. “Understanding those laws is one way to receive a more substantial kind of increase.”

The same is true of another law that seeks to address the gender pay gap, which prohibits employers from asking about a prospective employee’s salary history in states like Massachusetts and California. In the event that a recruiter does ask for your current salary, try to shift the conversation to your salary expectations; Saunders and Twillie also recommend talking about salary expectations early in the interview process. “It’s really important that in the first phone screen, when they bring up the money, you talk about the market rate and not your current salary–especially if your first salary is less than the market [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”][rate],” Twillie says.

FIGURE OUT WHAT YOU NEED TO BE SUCCESSFUL–AND ASK FOR IT

As you go through an interview process or negotiation, it’s important to get as much information as you can about the role you’re up for. “Try to ask questions that give you a deeper understanding of the work you’ll be doing beyond the job description,” Twillie says. “If you can understand what you’ll be doing upfront, you’ll be able to negotiate for different things.”

That could include a travel allowance or a certification–or it could be as simple as the right equipment. “People think they’ll be provided with the tools,” Twillie says, “but if you don’t ask for those things, you’re not going to get them.” Asking for what you need during the negotiation process, she argues, can prove more effective.

One of the best ways to figure out what a new role may entail is talking to employees. According to Twillie, some companies have started allowing people they’re interviewing to shadow employees, which she suggests job seekers try to do. “If you spend more than 10 minutes with a person, they’re going to drop their guard and be more open,” she says. “So if you can spend that half day on site, it really gives you an opportunity to learn about the culture and to talk to employees.”

GET CREATIVE WITH BENEFITS

As companies race to snag the best employees, many have rounded out their compensation packages with more attractive benefits and perks–say, a flexible vacation policy or the ability to work remotely. Some employers are even offering to assist with student loan repayments. Twillie notes that there are countless ways to negotiate benefits, and that would-be employees can even repurpose a perk that they don’t need: One person she coached asked to put a superfluous relocation package toward repaying her student loans. “If they’re giving you a bucket of money,” she says, “see if you can use it in a different area.”

For parents, another option is to request a bump in pay over the summer, to account for the cost of childcare; and for employees who yearn to be parents, employers might help subsidize fertility treatments or adoption assistance. (“These are really high-ticket, high-price benefits,” Saunders adds.) Both Twillie and Saunders urge job seekers to think outside of the box and ask for benefits that aren’t necessarily included in the “standard” compensation package. “When you’re starting to think about negotiating, it just depends on what your goals are,” Saunders says. “There are some new benefits coming into play that are intangibly valuable–or priceless.”

ABOUT THE AUTHOR

Pavithra Mohan is an assistant editor for Fast Company Digital. Her writing has previously been featured in Gizmodo and Popular Science magazine.

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FastCompany.com | September 24, 2018

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