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Why These 2 Criteria Will Help You Choose Your Next Job More Wisely | Inc.com

So you finally decided to find a new job. After months of contemplating, you’ve come to the realization you’ve hit one of three specific career roadblocks and the only solution is to find a new employer. But, now what? How do you make sure you don’t, as the saying goes, “jump out of the frying pan and ito the fire.” You’re wise to be worried. As a career growth coach, I’ve worked with hundreds of people who left bad jobs only to end up in worse ones. The result is a massive crisis of confidence that’s tough to bounce back from. So, what can you do to minimize the risk of making a bad career move?

The G.L.O.W. Method for career self-improvement

In my first book, I introduced the four-step methodology I use to help people create career satisfaction on their own terms. The G.L.O.W. Method teaches you a simple process you can use throughout your career to drive professional growth.

  1. Gain Perspective = force yourself to look at your situation from a new point of view.
  2. Luminate the Goal = dial-in tightly on a specific result you want to achieve.
  3. Own Your Actions = map out the specific habits you’ll need to succeed.
  4. Work It Daily = set up systems to build those habits consistently.

Let’s look at how that second step can help identify what your next job should be.

Your next job needs to meet 2 criteria…

To Luminate the Goal, you’ve got to shine a bright light on what you want. Getting clear on what a good job means to you is vital. When it comes to building a satisfying career, no two people want the same things. Unfortunately, many job seekers start looking for work based on the wrong criteria. They make a long list things like the ideal salary, benefits, location, etc. While I think those things are important and should eventually be outlined, the real first step in the process is to define your next job based on the following two criteria:

1. Does the job let you work on solving a problem you care about?

Today, we want our jobs to have purpose. When we believe our jobs have meaning, we feel more satisfied and engaged in the work. This leads to greater productivity and success. If you don’t feel the job will let you contribute to something you care about, you’ll struggle to stay motivated and positive on the job.

Now, I’m not saying that the job needs to change the world. On the contrary! What I’m saying is you need to make a connection between your job and the impact is has.

For example…

I worked with a client who came from a family of dentists and lawyers. She felt incredible pressure to have what she referred to as a “serious” job. However, her real passion in life was make-up. She loved doing her friends’ faces. When I asked her why, she explained the intense joy she felt when she saw their expressions of excitement when they looked in the mirror. In her words, “Each time I feel so much power knowing I made my friend feel better about herself.” That’s when I pointed out to her that this work had deep meaning and purpose to her, which meant she’d be more successful and satisfied working in cosmetics. She took my advice and now is an executive at a make-up company and couldn’t be happier.

2. Will you be using your preferred workplace personas to do the job?

We all have lots of skills and abilities. But, that doesn’t mean we want to use all of them on a daily basis. Understanding how you like to execute tasks and create value for employers is a vital part of the job search process. These are referred to as your “workplace personas” and they are the easiest way to narrow down the type of job you want next.

Let me prove it to you…

If you go to a job board right now and search for open positions with the job title, “Account Manager” you’ll come up with dozens of opportunities. However, as you start to read through them, you’ll see no two are alike. Some companies call salespeople Account Managers. Meanwhile, other companies see that as a customer or vendor support role. Each job would require you to use a different set of skills. If you don’t know the workplace personas you want to leverage, how can you narrow in on the jobs that would suit you?

Create an interview bucket list to help make sense of your criteria.

One of the first exercises I have our clients complete when looking for a new job is an interview bucket list. It’s a list of companies whose products and services you admire. It helps them understand how they feel connected to certain employers so they can map out the two criteria above. When you explore why you’re drawn to a company you reveal key information about yourself that makes defining your criteria easier. Better still, it will actually get you excited about the job search process.

 P.S. – If what I’m explaining makes sense so far, check out my next article which explains how you can Own Your Actions once you decide what type of job you want.

By: J.T. O’Donnell

Source: Why These 2 Criteria Will Help You Choose Your Next Job More Wisely | Inc.com

Scott Dinsmore’s mission is to change the world by helping people find what excites them and build a career around the work only they are capable of doing. He is a career change strategist whose demoralizing experience at a Fortune 500 job launched his quest to understand why 80% of adults hate the work they do, and more importantly, to identify what the other 20% were doing differently. His research led to experiences with thousands of employees and entrepreneurs from 158 countries. Scott distilled the results down to his Passionate Work Framework – three surprisingly simple practices for finding and doing work you love, that all happen to be completely within our control. He makes his career tools available free to the public through his community at http://LiveYourLegend.net In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) This talk was shot shot and edited in stereoscopic 3D by Golden Gate 3D and Area 5. http://gg3d.com http://area5.tv To view in 3D, click here: http://youtu.be/5o1nCKGk5Bs

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These 9 Creative Interview Questions Evoke Crucial Insights About Any Job Applicant. (Ask Them Before You Make an Offer You’ll Regret)

Recently, I wrote about some of the best interview questions that Inc.com has featured over the years. And, I asked readers who had other suggestions to let me know about them.

Wow, did you ever deliver. Today, we’ll begin sharing some of the replies, starting with nine of the more unusual interview questions — creative ideas that elicit insights, while being offbeat enough that applicants probably won’t show up for job interviews with stock answers.

Feel free to use these questions as they are. But, perhaps even better, use them as jumping off point to come up with your own creative questions.

1.    “If you could kick one state out of the United States, which one would you pick and why?”

For pure curiosity’s sake, you might be interested to know if an applicant really thinks we’d be better off without North Dakota or Alabama. But the point of course is to how the applicant thinks, and sometimes even what he or she believes.

“I’ve heard applicants respond with fiscal perspectives, instinctual perspectives, experiential perspectives, and sometimes even downright nasty perspectives,” said Taylor Kerby, founder of Something Great Marketing, who suggested this question. “In the end it can let you know if the candidate would be a good fit for the role, and sometimes more importantly, a good fit for your company’s culture.”

2.    “A screwdriver and a screw together cost $2.20. The screwdriver costs $2 more than the screw. How much does the screw cost?”

Oddball question, sure. It seems like it should be easy. But most people will come to a quick and incorrect answer: 20 cents.

The correct answer is actually 10 cents, and Mark Anderson, CEO of Complete Express Foods, LLC said he’ll explain the math behind it. (If you’re having trouble with that math, here’s an explanation.)

“This question has … everything to do with listening, reading, and whether the new hire will challenge basic facts and directions,” Anderson explained. “Those that still argue [after it’s been explained], you immediately end the interview and wish them success at another company.”

3.    “What do you do if the Internet goes out at the office?”

I’m betting the preferred answer here is not something like, “Just call it quits for the day.”

Of course, you’re trying to figure out if the applicant can solve problems, go past a job description, and even bring lessons learned elsewhere to the office.

And, says Corri Smith, owner of a consulting and events firm in Charlotte, N.C. called Black Wednesday, the question “has truly tripped people up. One time a girl sat for a whole minute and then said, ‘I don’t know. I just don’t know. I don’t have an answer.’ It really shows the capacity to … create a solution and can also demonstrate how interested they are in getting their work done.”

4.    “If you were a box of cereal, what cereal would you be and why?” (Alternative: “What’s your favorite board game?”)

These are two bizarre questions, and you’re probably not all that interested in the ultimate answers. What you care about instead is the thought process and attitude.

“While this is an extremely weird question to ask, it’s a great way to get a more personal view of the potential candidate,” said Lewis Thomas, owner of Host Sorter, who suggested the cereal box question. “It also doubles as an icebreaker.”

“It’s a rather whimsical and unexpected question, and shows me how quickly they can think on their feet,” said Michael Pearce, a recruiter at Addison Group, who suggested the board game idea.

5.    “Do you like to win or hate to lose?”

Okay, I guess I’m about to ruin this question, at least if you’re interviewing at HR tech company Paycor, because Todd Rimer, senior manager in talent acquisition there, tells me there actually is a right answer in his mind.

“Those that like to win, you can’t fault them. Who doesn’t like to win? When you win, you are on top,” Rimer suggested. “But, when you hate to lose, you are more inclined to learn from mistakes, learn from past experiences and use these experiences in the future, whether it’s your next project or your next sale.”

6.    “What do you suck at?”

This question isn’t all that different from the time-worn, “What’s your greatest weakness?” However, I think it’s more direct — and less expected.

“It allows me to understand where they see their shortcomings, but also gives me insights into where they want to avoid [spending] their time,” said Peter Sullivan, founder and CEO of Jackpocket. “If that’s in conflict with where we need attention, I learn a lot.”

7.     “What was the best day at work you’ve had in the past three months?”

I think this is the opposite of the question above: It’s a way to get an unguarded insight into a classic question.

“Instead of hitting your candidates with the same old, ‘What are your strengths?’ question,” says Darren Bounds, CEO of Breezy HR, “this is a more organic way to uncover their strengths.”

8.    “Tell me about a a project you worked on that failed? What did you learn?”

Failure is probably the last thing that most job applicants want to dwell on seriously, and with good reason.

But pushing in this direction, with a broad, open-ended question like this, tells you a lot more than the applicant’s strengths and weaknesses, says Matt Erickson, managing director at National Positions.

You’re trying to find out things like, “Is this candidate driven? How do they communicate with teams?” Erickson explained. “Do they take responsibility? Can they learn and adapt, etc.?”

9.    Tell us about a time when you’ve had to deal with rejection.

I’m including this question here because it’s similar, but not quite the same, as the question about failure. It’s especially interesting when you’re interviewing people for a sales related role.

“Recruitment is a predominantly sales-based environment,” said Ian Clark, head of Americas at recruiting firm Mason Frank International, “so being able to handle rejection is essential to a candidate’s success in the role. … What I’m looking for is a candidate to demonstrate their resilience in this situation, and provide evidence of their drive and tenacity to bounce back.”

By: Bill Murphy Jr.

 

Source: These 9 Creative Interview Questions Evoke Crucial Insights About Any Job Applicant. (Ask Them Before You Make an Offer You’ll Regret)

 

What Not To Do After A Job Interview

The waiting period after a job interview can be one of the most stressful times. You’ve done everything in your power, now it’s out of your control. All you can do is wait, try to be patient, and do things to keep yourself on track for success. Just like preparing for and going on a job interview, there are things you should and shouldn’t do. Here are five of those things you shouldn’t do after an interview.

Don’t replay the interview over and over.

It’s easy to focus on what you didn’t do well in an interview and rehash those scenarios over and over in your head. This is actually a terrible thing to do. Not only does it put you in a negative frame of mind, it’s also a completely inaccurate view of how the interview went. Your interview could have gone spectacularly overall, but focusing on one or two things you could have done better will cause you to feel like the whole thing was a failure.

Analyze the interview once or twice, highlighting both the good points and the negatives. Make notes of what you’d do again in a future interview and give yourself a couple of pointers on what you’d change. After you’ve done those two things, leave it at that. Going over it more will only cause additional and unnecessary stress.

Don’t harass the hiring manager.

Send your thank you message within 24-48 hours of the interview, then don’t reach out again until the date the hiring manager told you they’d be in touch. Unless you have a very urgent question or something major comes up, there’s no reason for you to contact the hiring manager.

Emailing or calling them and asking for a status update or to let them know you’re still very interested will only harm your chances of getting the job. Hiring managers are inundated with messages already, and they told you when you’d be hearing from them, so respect them by honoring that date. Once it’s a few days past that date you can reach out again.

Don’t stop your job search process or quit your job.

Until you have a signed contract, nothing is official. While you may have given the best interview of your life and the hiring manager was gushing over you, there’s still no guarantee the job is yours. You don’t know if another candidate could come in and be an even better fit for the role, the job could go to someone internally, or a whole myriad of factors could be at play. Until you have that contract in your hands, keep working at your current job and continue your job search efforts.

Don’t post anything about the interview on social media.

It can be tempting to brag about a great interview or to post about how you’re excited for the opportunity and then tag the company or the hiring manager. You don’t know what the company’s social media policy is, so by posting you might actually be violating their standards unknowingly. Play it safe and keep your thoughts private, and brag to your friends and family offline.

Don’t ghost the hiring manager.

If you’ve decided to accept another job offer or if you’ve decided you don’t actually want this job for any reason, send an email to the hiring manager to let them know. Thank them for their time and the opportunity then explain that you’ve chosen to pursue another opportunity. They will be incredibly appreciative of this and they’ll certainly remember your actions. The business world is smaller than you think, so it’s very possible that you’ll cross paths again at some point, so don’t risk burning bridges.

Follow me on Twitter or LinkedIn. Check out my website.

Ashira is a Millennial and Gen Z Engagement expert helping organizations manage, engage, attract, and retain the next generation of talent and bridge the gap between generations. Learn more at www.ashiraprossack.com

Source: What Not To Do After A Job Interview

Here Are The Top 23 Companies To Work From Home

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Photo Credit: Getty

Getty

Do you want to work from home?

Here are 23 companies that consistently offer remote job opportunities.

Remote Work: The Breakdown

Each year, Flexjobs ranks the Top 100 companies that offer remote work. Flexjobs says that 23 companies have ranked in the Top 100 for each of the last six years. These companies offer jobs across several industries, including technology, health care, sales, travel, hospitality, education and training.

When it comes to remote jobs, there are several types to consider:

  • 100% remote work: you always work from home
  • partial remote work: you sometimes work from home
  • option for remote work: you may be able to work from home

Remote work doesn’t necessarily mean you take calls in your pajamas and watch television anytime you don’t have a conference call. You’ll be expected to perform at the same standards of excellence as all your colleagues back at headquarters.

How do you know if a remote job is right for you? There are several criteria to consider:

  • You prefer the flexibility to work from home.
  • You may have children or dependents who require you to be at home.
  • You prefer not to commute to an office.
  • You may be more productive working by yourself.

While allure of working from home may seem appealing, there are issues to consider:

  • You may feel disconnected from the company culture.
  • Your colleagues may perceive that you work less than they do.
  • Your colleagues and team leaders may think you are always available since you “work from home.”
  • You may find collaboration with colleagues to be more challenging.

Top 23 Companies For Remote Work

If you decide that remote work makes sense for you, here are 23 companies that consistently hire for remote jobs and have demonstrated a commitment to workplace flexibility:

1. Appen

Overview: Appen is a technology services company.

Sample Jobs: social media evaluator, search engine evaluator, linguist and voice data collector.


2. Kelly ServicesOverview: Kelly Services has been a leader in workforce and staffing solutions, including remote hiring.

Sample Jobs: technical support representative, contracts specialist, and quality assurance tester.


3. UnitedHealth GroupOverview: The diversified healthcare services provided by UnitedHealth Group encompass insurance, healthcare benefits, and technology-based health services.

Sample Jobs: Medicaid care advocate, data science support engineer and community-based case manager.


4. DellOverview: Dell is a global computer and software company.

Sample Jobs: sales compensation analyst, product specialist and senior systems engineer.


5. BCD TravelOverview: BCD Travel is a global travel management company offering travel consulting and services to companies, organizations and individuals.

Sample Jobs: senior corporate travel consultant, Big Data engineer and financial analyst.


6. AnthemOverview: The healthcare services provided by Anthem reach more than 73 million people across the U.S.

Sample Jobs: network management consultant, behavioral health medical director and provider contract specialist.


7. KaplanOverview: Kaplan is a for-profit educational company offering K-12 programs, online higher education, professional training and test preparation.

Sample Jobs: SAT prep instructor, MCAT prep instructor and ACT prep instructor.


8. SAPOverview: SAP provides a range of enterprise software and services, including data and IT management, to clients worldwide.

Sample Jobs: UX/UI architect, enterprise cloud technical lead and senior customer engagement executive.


9. K12Overview: An online educational company, K12 provides learning programs and solutions for youth in kindergarten through 12th grade.

Sample Jobs: high school Spanish teacher, PE/health teacher and special education paraprofessional.


10. ADPOverview: ADP is a global provider of business outsourcing and human capital management, including human resource and talent management, payroll, tax and benefits administration solutions.

Sample Jobs: senior application developer, talent acquisition sourcer and client relationship manager.


11. HumanaOverview: Nearly 14 million people use the health, wellness, and insurance products offered by Humana, one of the nation’s largest insurance providers.

Sample Jobs: As an employer, Humana recently offered remote jobs such as medical sales representative, mail operations pharmacy technician, and senior pharmacy sales executive.


12. PearsonOverview: An international learning company, Pearson offers content, tools, products, and services for educators and students worldwide.

Sample Jobs: technology adjunct teacher, special ed operations consultant and elementary teacher.


13. VMwareOverview: VMware is a global software company and subsidiary of Dell that specializes in cloud and virtualization software and services.

Sample Jobs: senior systems engineering manager, PSO consultant – cloud and technical project manager.


14. EXLOverview: EXL provides solutions that help companies streamline operations, prepare for change and create opportunities for growth.

Sample Jobs: commercial insurance inspector, pivot auditor and premium auditor.


15. SalesforceOverview: Salesforce is a technology company offering customer relationship platforms and solutions designed to help organizations connect with customers.

Sample Jobs: senior front-end software engineer; account executive (public sector) and strategic account manager.


16. PAREXELOverview: PAREXEL is a global biopharmaceutical services company that serves the pharmaceutical, biotechnology and medical device industries.

Sample Jobs: clinical research associate, clinical site manager and principal consultant.


17. Grand Canyon University Overview: Grand Canyon University is a faith-based institution of higher learning offering both campus-based and online undergraduate and graduate programs.

Sample Jobs: elementary student teacher supervisor; adjunct instructor, probability and statistics; and adjunct instructor, enterprise security.


18. SodexoOverview: Sodexo is a leading hospitality company that serves markets including sports and leisure, corporate education, healthcare and government organizations.

Sample Jobs: project manager; director, strategic account development; and human resources manager.


19. CVS HealthOverview: One of the nation’s leading healthcare companies, CVS Health manages more than 9,500 pharmacy stores and fills more than 1 billion prescriptions a year.

Sample Jobs: account manager, regional pharmacy auditor and pharmacist/clinical advisor.


20. XeroxOverview: A longtime leader of document technology and business support services, Xerox provides business services and document management products and solutions.

Sample Jobs: Recent job titles at Xerox with remote options include information manager – real estate, production sales specialist and field service technician.


21. Western Governors University – WGUOverview: Western Governors University is a leading accredited online university serving more than 40,000 students nationwide.

Sample Jobs: physical science course instructor, business/accounting evaluation faculty and course instructor – secondary education.


22. American ExpressOverview: American Express is a global financial service company.

Sample Jobs: senior account executive, customer care professional and executive administrative assistant.


23. HD SupplyOverview: HD is a leading wholesale distribution company.

Sample Jobs: field sales representative, installation field project manager and field sales supervisor.

Zack Friedman is Founder & CEO of Make Lemonade, a personal finance comparison site. Read his Forbes columns. Contact Zack for speaking engagements.

Source: Here Are The Top 23 Companies To Work From Home

Don’t Miss Your Opportunity! Check Out How To Dress Well For A Job Interview — Yaaview — SEO

As crucial as skill set and qualification for a job opening are, interview candidates should also bear in mind the importance of dressing right. The first thing an interviewer takes note of is how a candidate is dressed. And while the issue of dressing formally might be debatable for certain job structures, it […] via Don’t […]

via Don’t Miss Your Opportunity! Check Out How To Dress Well For A Job Interview — Yaaview — SEO

10 Great Jobs You Can Do From Anywhere – Evie Carrick

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We all have that friend (or guilty Instagram follow) who seems to be constantly traveling. They post photos working poolside in Bali one day and hiking in Laos the next. Chances are they’ve joined the growing army of digital nomads, or people who work remotely from coffee shops and workspaces around the globe in order to fund a nomadic, travel-heavy lifestyle. This all may sound too good to be true, but I know the lifestyle is real because I’ve lived it. For 10 months freelance writing funded my travels and allowed me to live in places as varied as a homestay in Cambodia and a camper van in Japan. A spot with reliable wifi and good coffee was gold, and when I found it, you can bet I wasn’t the only one glued to my laptop and wearing out my welcome………

Read more: https://free.vice.com/en_us/article/wj93v5/remote-jobs-travel

 

 

 

 

 

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How To Leverage A Job Offer At Your Current Role – Lelia Gowland

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While men can have a grand old time leveraging one job offer for another with minimal consequence, women often face negative repercussions for doing the same. Traditional negotiation advice about leveraging one job offer for another has the potential to backfire for women. The good news is that there are tools to avoid these consequences.A client, “Sarah,” reached out to me because she was actively recruited by a new company for a job that would be a promotion…..

Read more: https://www.forbes.com/sites/leliagowland/2018/09/26/how-to-leverage-a-job-offer-at-your-current-role/#6dbcdde0a2ab

 

 

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Resumes Don’t Tell the Whole Story: How a Job Application Fills in the Gaps for Smarter Hiring – Small Biz Trends

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According to a recent HRdirect Small Business Hiring Practices Survey, only 21% of small businesses require applicants to complete forms to get hired. Not having this essential part of your screening and hiring processes can be a tremendous shortcoming that hinders your success. Here’s why: Slick resumes may immediately grab your attention, but these may not present the entire picture about your applicants.

To get around this — and obtain the information you want from a wide range of candidates — you need a legally sound job application. A thorough process captures the right information so you then can make smarter decisions and strengthen your overall hiring processes.

The Aim of Candidates Is to “Sell”

A resume acts as a promotional tool for the applicant. It’s his or her opportunity to impress, to sell you on his or her qualifications.

And like most promotional tools, resumes vary tremendously — and only contain what the applicant is willing to share. They may omit all kinds of information you would like to have; however, having the right tools for recruitment, you can get the answers to make better selections.

Net More of What You’re After

Using a standardized process for job applications can help give you a complete picture by asking specific questions in a uniform and compliant manner. These questions may include:

  • Full legal name
  • Email address (instead of residential address)
  • Phone number(s)
  • Preferred name
  • Employment history
  • Education (degrees and certifications)
  • Military service (relevant skills, dates of service)
  • Skills and qualifications
  • References
  • Reasons for leaving previous jobs

If it’s beneficial, you can go beyond these essentials to include a few more probing questions. For example:

  • Why are there breaks in an applicant’s employment? Ask the candidate to explain why.
  • Interested in how they interact with others? Have him or her describe to describe a relationship with a past supervisor or describe his or way in handling a conflict.
  • What is the applicant’s availability? Ask the number of hours they can work weekly or preferred shifts.

One of the bigger advantages of having a formal application is that it provides a level playing field and immediate point of comparison. Rather than slogging through all types of resumes, you quickly can compare and categorize standardized applications for a faster, more efficient screening process.

Another important advantage: A formalized, standardized process for your applicants should contain compliant language and legal disclosures that protect you from the potential for risks, that clearly state you uphold legal notices at the federal and state levels.

Connect with More Candidates with State-Specific Job Applications

Having job applications brings critical benefits to your small business. You easily, quickly and confidently can net relevant information related to employment experience and education while protecting or safeguarding your business from compliance risks.

The Job Application Smart App from HRdirect is the perfect tool for connecting with more job candidates. Email applicants with a link to your application, place it on your website, include it in your online ad or print paper copies for walk-in applicants. In addition to these convenient options, your application always will cover the latest state regulations to keep you current and on firm legal footing.

 

 

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