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Deloitte BrandVoice: Flex Work Is A Frontline Solution And Not Just In A Crisis

Around the world, COVID-19 continues to spread and concern continues to grow. With much still unknown about the virus, authorities are urging those in higher-risk areas to stay home, even forcibly locking down some countries.

For businesses, this poses some unique challenges: How do we support the health and safety of our people, continue to serve customers and clients, and do what’s in the best interest of our communities? How do we foster continuity in times of crisis?

Since the outbreak of COVID-19, Deloitte has been encouraging our people to work remotely so they can safely continue serving clients with minimal interruption. Flexible work is nothing new for us. Deloitte first began implementing formal and informal flex work arrangements with an eye toward talent retention decades ago.

What exactly is flexible working? For Deloitte, it means working remotely, predominantly from home; adjusting schedules to accommodate team, home, and client situations; adopting technology solutions to enable seamless collaboration; and teaming and flexing to meet fluctuating business needs. It also may encompass other approaches, such as abbreviated or flexible work hours; working longer, but fewer days each week; and job sharing.

When Deloitte began to roll-out its flexible work programs, we were not thinking about potential pandemics or other global crises. We were looking to provide our people with better work/life balance in today’s “always on” and “always reachable” work environment.

What we’ve learned along the way is that flexible work arrangements can, indeed, be effective alternatives to office-based work—but only as long as the individual, organization, and client are aligned on expectations and rules of the road. That means fostering a workplace culture that recognizes and rewards productivity and performance, not presenteeism. It means ongoing efforts to combat the misconception that flex work is gender-driven. And it means encouraging transparency at all levels so employees can establish work schedules that enable them to prioritize their work and their well-being.

Another valuable lesson learned after years of leveraging flex work is that it can have some unintended, but very welcome, benefits. The use of flex work in mitigating fallout from COVID-19 is a powerful example of that. But there is more.

In recent years, we have found that flex work arrangements can help with Deloitte’s aspirational goals to achieve gender parity. In particular, flex work provides working parents the flexibility that a traditional office can’t, while allowing them to continue pursuing their professional aspirations. It has been reported that companies that enable flexible working have almost three times as many female leaders as traditional companies.

We also learned that flex work can help advance progress toward Deloitte’s environmental sustainability ambitions at a very critical time. When employees work from home rather than commute—by car, train, or plane—they help, in small but meaningful ways, reduce the organization’s carbon footprint. Meanwhile, those would-be commuters get to pocket the money they would have spent on travel, and can even live in lower-cost areas that are farther from urban centers. Organizations can save on real estate and other overhead costs, as well.

The data proves it: Among those who work remotely, both part- and full-time, productivity levels skyrocket—77% feel more productive when working remotely, and 30% feel they’ve accomplished more in less time. Flex workers also take shorter breaks, fewer sick days, and less vacation time. Clearly, flexible work works.

It is hard to know exactly how the COVID-19 situation will unfold. But what we do know is that flex work is putting businesses in a powerful position to help mitigate the impact. My hope is that we continue to leverage that influence long after the threat of COVID-19 has passed. Because when businesses begin to see flexible working less as a back-up option and more as a frontline solution, we can deliver on far more than just the bottom line.

Michele Parmelee is the global Chief People and Purpose Officer at Deloitte. In this role, Michele works to build the firm’s reputation, create a differentiated talent experience, develop insights, and promote and protect the Deloitte brand. In addition, she leads the Office of the Deloitte Global CEO and Deloitte Global Programs. She is a member of the Deloitte Global Executive Committee. As a consulting principal in the United States, Michele has 18 years of experience at Deloitte working with Financial Services clients in the areas of strategy and operations.

Source: Deloitte BrandVoice: Flex Work Is A Frontline Solution—And Not Just In A Crisis

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6 Bad Habits That Are Ruining Your Credibility And Your Career

Every detail does matter.When you have big dreams, and a grand vision for your career, it’s the little actions, and the small details you prioritize that will set you apart. Sure, you can work on adding habits and incorporating new skill sets into your daily life. Nonetheless, it’s key to stop and ask yourself: what do you need to eliminate or change today?

It is easier to add a new habit than it is to break an old one because habits are comfortable and we are hardwired to want that safety. What if that one conversational habit you had was blocking you from the success you want to create in your networking efforts, or  what if the nervous tick to repeat “umm’” over and over was what didn’t get you that big break?

The first step is recognizing that you have a habit that needs to be broken in the first place. Here are six of the most common habits I have seen ruin someone’s credibility without them even realizing it.

1. Constantly apologizing.

When you use “sorry” in every conversation, people are not only going to be confused, but it leaves the impression you don’t value your own thoughts, ideas, and actions. If you are constantly apologizing for everything, you are planting one seed inside of your coworker’s minds: that you don’t do things right.

I like to tell coaching clients to replace “I’m sorry” with “thank you”:

  • “I’m sorry I’m late” becomes: “Thank you for waiting for me.”
  • “I’m sorry to ask you for a favor” becomes: “Thank you for helping me out.”
  • “I’m sorry I made a mistake” becomes: “Thank you for pointing out my mistake.”

2. Using “uptalk” in your dialog.

Uptalk is a speech pattern that completes each sentence with an ascending inflection in sound, like that of a question. This happens in the typical “valley girl” accent we all know and love from the movie Clueless. Often this inflection sound leads those you talk to, to wonder if you are asking a question or providing an answer. It creates doubt in you from your listener, and triggers questioning as to whether what you’re saying is true or not. It’s not what you say, it’s how you say it, and when you speak with uncertainty, you convey just that. The pitch of your voice does matter, and a Science study proves it. There is a group of neurons that actually track changes in someone’s tone of voice- and our brains give meaning to sounds.

In order to instill confidence and trust in your communication, you want your statements to sound like declarations, not questions. If you are uncertain of whether you do this, record yourself talking and listen to hear whether your sentences are floating suggestions or sound like you are stating a fact.

3. Having poor manners.

Using good manners is so simple, yet so underrated. I have seen some of the most powerful people in a room completely disregard standard manners by picking their nose, forgetting to say thank you when someone opens the door, interrupting people when they talk or shoving someone when they’re walking by—and unknowingly pay a price for it. We have all been in a room with that person who doesn’t thank the wait staff or causes a scene because something simple wasn’t granted to them. In the moment, they get what they want, but in the long haul, it’s off-putting. No matter how established someone may be, let’s be honest:this sort of action casts a negative shadow over them that isn’t easily forgotten. Be the person who says “please” and “thank you” with your coworkers, managers, sales team, and vendors.

4.  Being a conversational vampire, or narcissist. 

A conversation narcissist politely shifts the focus of the conversation from someone else to themselves. This could look like:

Coworker: “I just recently gave a presentation to the management team and I forgot to pass out the handouts that I printed.  I feel like such an idiot for forgetting.”

You: “Oh that’s nothing, one time I was talking to the entire upper-level executive team and I only made a few copies, I didn’t know everyone was going to come.  Luckily they all loved the presentation…”

This style of communication diminishes the other person and immediately dismisses their question, request for guidance or story altogether. By shifting the focus to you, and using their share as a start to talk about yourself, you may be minimizing their needs or concerns, and discrediting what they are sharing. This leaves those around you feeling pretty dismissed and misunderstood, and you can bet that over time, they’ll realize they cannot come to you for connection or guidance in the future.

One way to avoid being this archetype is by practicing validation with people. That means, whether you agree with what they’re saying or not, showing that you appreciate or respect their point of view however you can. Often that will sound like, “I can see where you’re coming from with that,” or “I’m sorry you’re feeling [insert their feeling here.” Once you validate someone, considering asking them for more information on their story, so that you can stay in curiosity and heart-centered listening, without making it about you. This is the work of strong leaders.

5. Participating in workplace gossip.

Gossip causes people to view one another differently. Whether you are speaking the truth or not, gossip creates friction between coworkers and leads to a toxic workplace culture. You may think being the “in-the-know” person in the workplace is going to get you ahead, but the truth is that gossip causes cynical behavior among employees and harms your value at work creating decreased trust. In fact, the person talking smack always looks worse than the person they’re speaking about.

Instead of engaging in the gossip, work on removing it. Be the example, and change the topic when gossip enters the room. If they circle back around to gossiping, you can nod your head through kind listening, and validate them with “I’m sorry you feel that way,” and change the subject. If they keep coming to you with gossip, consider setting a boundary that it doesn’t feel right for you to speak about colleagues in this way. Chances are that your colleague won’t like being the recipient of this conversation, but their discomfort with your boundary is truly not your responsibility, so long as you deliver it as kindly as possible.

6. Dressing inappropriately.

If you want to appear credible, you must not only fit the part on paper, but in how you dress. Back when I worked in counterterrorism in my early 20s, I’ll never forget a roommate I had who’d leave the house looking like she was going to a nightclub, except she wasn’t… she was off to work in the U.S. Senate! She was stuck without growth in the same role for years, and looking back, her clothing choices are a realistic reason as to why her career was stagnant. If you want to get ahead, what you wear matters more than you think. People perceive you differently based on what you wear, and studies have also have found that wearing formal attire makes your abstract thinking capabilities increase, making you more adept in your role.

There are a handful of fashion do’s and don’t I share when it comes to workplace attire, but a great rule of thumb is to dress for the job you want, not the one you have. And if you have to ask yourself if an outfit or accessory is appropriate for work, it likely isn’t. Keep the club-inspired trendy attire for the weekends and be the credible professional you want to be viewed as.

Don’t let these habits wreak havoc on your career credibility. Take responsibility for your actions, thoughts, and words. At the end of the day, you’re the one that makes yourself credible.

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

I’m a career coach, keynote speaker, podcast host (You Turn Podcast) and author, here to help you step into a career you’re excited about and aligned with. This may look like coaching you 1:1, hosting you in one of my courses, or meeting you at one of workshops or keynote speaking engagements! I also own CAKE Publishing, a house of ghostwriters, copywriters, publicists and SEO whizzes that help companies and influencers expand their voice online. Before being an entrepreneur, I was an award-winning counterterrorism professional who helped the Pentagon in Washington, DC with preparing civilians to prepare for the frontlines of the war on terror.

Source: 6 Bad Habits That Are Ruining Your Credibility And Your Career

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Cut Payroll Taxes? Stimulate Ventilator Companies

Empty airports and restaurants, disrupted supply chains and closed schools will have devastating effects on the economy. Is there a way to counteract the damage? Here are nine stimulus schemes: two in place, six being debated by politicians and one that is not widely discussed but probably should be.

Cut interest rates. The Federal Reserve’s recent half-point reduction in the already low short-term interest rate hasn’t had a visibly positive effect. The stock market is down 12% since the cut was announced. Evidently interest rate changes don’t get people onto cruise ships.

Lend money. The $8.3 billion antivirus legislation signed last week includes authorization for more Small Business Administration loan guarantees. A loan could tide over a retailer or restaurant that might otherwise go under. Unfortunately, SBA benefits are concentrated on the least capable entrepreneurs.

Cut payroll taxes. A reduction in Social Security tax puts money in your pocket—if you haven’t lost your job. It doesn’t open a coffee shop that closed its doors because the offices on that block have employees working from home.

The anti-recession efforts put in place after the 2008-2009 financial crisis included a two-point reduction in payroll taxes. The main effect was to increase the deficit. President Trump favors a full elimination, through the end of the year, of federal payroll taxes. This would have a more powerful effect on the deficit.

Give handouts to restaurants and hotels. That’s what the San Francisco Chamber of Commerce wants its city government to do. On Monday Trump mentioned the possibility of federal aid to hotels.

Send everybody money.This has been done before. President Gerald Ford tried to combat the 1973-1974 recession by having the U.S. Treasury send, in 1975, gifts of $100 to $200 to citizens who had paid taxes the year before. Barack Obama’s stimulus plan had similar gratuities, in the $300 to $600 range.

Give tax breaks to troubled sectors. A tax reduction for airlines and cruise operators is not going to prevent worried customers from cancelling trips. On the other hand, it might not cost much; the travel industry is probably going to wind up with loss carryforwards that will eliminate income taxes for years.

But when Congress expresses a willingness to help one industry, others line up. This is how we get 2,000-page tax bills.

Shoe retailers, for example, now say they are especially deserving of a break. Senators from North Dakota and Oklahoma say that the shale oil industry needs help.

The energy sector is indeed important to the functioning of the economy, and it employs a lot of people. But its plight is only partly attributable to the coronavirus. The immediate problem is that Saudi Arabia and Russia are engaged in a price war.

Pay for sick leave. Millions of workers don’t get paid time off for sickness. That leaves them with diminished motivation to stay home when they are coughing.

One solution, initially favored by Speaker Nancy Pelosi and Senator Charles Schumer, would be legislation mandating that employers pay for sick leave. Another would be to allow sick or quarantined workers to draw from unemployment compensation funds. Yet another is for the federal government to chip in for sick leave.

House Democrats are likely to take up sick leave and unemployment insurance today. The Republican-controlled Senate might have different ideas.

Buy food for kids. Children who rely on subsidized lunches are in trouble when their schools close. That problem could be addressed via changes to existing nutrition programs, now under debate in the House.

Not easily corrected: the permanent loss of productive capacity when the kids’ parents have to stay home.

There’s plenty of talk about those eight methods of stimulating. Now here’s one that doesn’t have much visibility yet.

Pay for ventilators. This would be a very roundabout way to help the economy. By allaying the fear of death, an ample supply of intensive-care equipment could restore people’s willingness to patronize restaurants and theaters.

This fear is not irrational, at least for those over 60. You can get a taste of it by perusing a November 2015 report from a task force reviewing ventilator supplies in New York. During a Spanish-flu-level pandemic, the authors posit, the state would see a peak demand of 18,619. There would be only 2,836 available (including 1,750 now in stockpiles). So doctors would have to come up with some algorithm, perhaps involving dice-throwing, to determine which patients would be permitted to live.

Hospitals, already under financial pressure, are disinclined to buy ventilators whose cost they might never recover. They would need a subsidy to add to their stockpile. They would need a subsidy to undertake, beginning sometime before the dice-throwing starts, emergency training of additional ventilator nurses. If the government wants ICU equipment right away, it would also need to pay manufacturers for incremental production capacity that may become useless six months from now.

A worthwhile investment? Probably more worthwhile than assistance to oil drillers.

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I aim to help you save on taxes and money management costs. I graduated from Harvard in 1973, have been a journalist for 45 years, and was editor of Forbes magazine from 1999 to 2010. Tax law is a frequent subject in my articles. I have been an Enrolled Agent since 1979. Email me at williambaldwinfinance — at — gmail — dot — com.

Source: Cut Payroll Taxes? No, Trump Should Stimulate Ventilator Companies

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After the stock market plummeted Monday, President Trump proposed a payroll tax cut through the end of the year and expanding paid leave for workers. » Subscribe to NBC News: http://nbcnews.to/SubscribeToNBC » Watch more NBC video: http://bit.ly/MoreNBCNews NBC News Digital is a collection of innovative and powerful news brands that deliver compelling, diverse and engaging news stories. NBC News Digital features NBCNews.com, MSNBC.com, TODAY.com, Nightly News, Meet the Press, Dateline, and the existing apps and digital extensions of these respective properties. We deliver the best in breaking news, live video coverage, original journalism and segments from your favorite NBC News Shows. Connect with NBC News Online! NBC News App: https://smart.link/5d0cd9df61b80 Breaking News Alerts: https://link.nbcnews.com/join/5cj/bre… Visit NBCNews.Com: http://nbcnews.to/ReadNBC Find NBC News on Facebook: http://nbcnews.to/LikeNBC Follow NBC News on Twitter: http://nbcnews.to/FollowNBC Follow NBC News on Instagram: http://nbcnews.to/InstaNBC Trump Wants Payroll Tax Cut, Other Measures To Offset Coronavirus Economic Damage | NBC Nightly News

Coronavirus Layoffs: A Running List Of Job Losses Caused By The Pandemic

Topline: As the coronavirus pandemic wipes out markets, closes schools and colleges, suspends major conferences, sports leagues and cultural events as well as upends the travel industry, businesses losing out on cash flow have started laying off workers.

Here’s who’s axed staff so far:

  • Norwegian Air said Thursday that it would temporarily lay off up to 50% of its workforce (and suspend 4,000 flights) due to the pandemic.
  • 50 employees of music and culture festival South By Southwest were let go after this year’s event was canceled, the Washington Post reported.
  • The Port of Los Angeles let go of 145 drivers after ships from China stopped arriving.
  • Christie Lights, an Orlando, Florida, based stage lighting company, laid off 100 employees.
  • HMSHost, a Seattle, Washington, global restaurant-services provider said it would lay off 200 people and an area corporate shuttle service would lay off 75, HuffPost reported, while an area hotel chain eliminated an entire department, according to the Post.
  • Travel agencies in Los Angeles, California, along with Atlanta, Georgia, had to let employees go as the pandemic battered their industry.
  • Aid workers in Las Vegas are reportedly seeing a surge in requests for food assistance and other help as events and trade shows get canceled.

What to watch for: If any U.S. airlines end up laying off workers. Delta Airlines said Tuesday it was cutting flights and freezing hiring. American Airlines is also cutting flights, and delaying trainings for new flight attendants and pilots. Reuters reported Thursday that jobless claims are down for the week, but coronavirus-related layoffs are likely on the horizon.

Big number: 2,352 points. That’s how far the Dow Jones Industrial Average plummeted Thursday, which is a 10% drop. The S&P 500 fell 9.5%, while the Nasdaq Composite sank 9.4%.

Key background: There are now more than 1,300 reported coronavirus cases in the U.S. and at least 38 deaths, according to data from Johns Hopkins University. Worldwide cases now amount to almost 128,000 infected and more than 4,700 dead. Meanwhile, Congress is in conflicted talks over a coronavirus relief bill that may not pass this week, while New York and other state governments begin to implement bans on large gatherings to stem the spread of disease. Cancelations of concerts, sports leagues, festivals, religious gatherings and other large events have impacted millions of people. At least 135 colleges have so far canceled in-person classes. On Wednesday night, President Trump announced a 30 day travel ban from Europe (excluding the U.K. and Ireland) that sent airlines and travelers scrambling to adjust.

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I’m a New York-based journalist covering breaking news at Forbes. I hold a master’s degree from Columbia University’s Graduate School of Journalism. Previous bylines: Gotham Gazette, Bklyner, Thrillist, Task & Purpose and xoJane.

Source: Coronavirus Layoffs: A Running List Of Job Losses Caused By The Pandemic

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Andy Challenger of Challenger, Gray and Christmas, a global outplacement and career transitioning firm, joins ‘Power Lunch’ to discuss the four waves of layoffs they see happening as a result of the coronavirus impact. For access to live and exclusive video from CNBC subscribe to CNBC PRO: https://www.cnbc.com/pro/?__source=yo… » Subscribe to CNBC TV: https://cnb.cx/SubscribeCNBCtelevision » Subscribe to CNBC: https://cnb.cx/SubscribeCNBC » Subscribe to CNBC Classic: https://cnb.cx/SubscribeCNBCclassic Turn to CNBC TV for the latest stock market news and analysis. From market futures to live price updates CNBC is the leader in business news worldwide. Connect with CNBC News Online Get the latest news: http://www.cnbc.com/ Follow CNBC on LinkedIn: https://cnb.cx/LinkedInCNBC Follow CNBC News on Facebook: https://cnb.cx/LikeCNBC Follow CNBC News on Twitter: https://cnb.cx/FollowCNBC Follow CNBC News on Instagram: https://cnb.cx/InstagramCNBC

How Zippia Helping People To Achieve Their Career Aspirations

We, the founders of Zippia, have hired hundreds of people during our professional lives. We realized that quite often, people don’t know much about their career options, and how to change or advance their career. While we tried our best to mentor them, it was frustrating to know that there were still millions of people out there who we couldn’t help.

And then we noticed something else: The internet can answer almost any of our questions today – how to build a house, how to buy a car, or how to find love. But even though choosing a career is one of the most important decisions of our life, there is very little reliable guidance available online.

This is why we decided to build a platform that gives everybody the tools to find the career that is right for them.

We gathered experts in the fields of technology, marketing, and engineering who were passionate about improving career outcomes for everyone. And finally, in May 2015, we founded Zippia. We believe that everyone should be able to make career decisions with their eyes wide open. That’s why we’ve built the most intelligent and personalized resource for your career questions.

  • We’ve helped 227,132 different job seekers view 1,265,782 different jobs.
  • 2.5+ Million different jobs on Zippia per month.
  • 1+ Million jobs added every month.
  • 5.8+ Million job seekers used Zippia.com for job and career information.

Tell Us What You Are Looking For..Send us a job description for the positions you need to fill and we’ll get started to find great candidates. Focus on your business, while we find the right candidates..Instead of you going through hundreds of resumes of unqualified candidates, we only send you candidates that fit your description of the job.

Email the candidates you like, Message the candidates you like out of the pool of qualified resumes and fill the positon with little effort.

Image result for zippia

Zippia, a San Mateo-based company, brings transparency to the job space by using machine learning and data aggregation to create its revolutionary career map, which helps job seekers understand career pathways like never before. Zippia’s tools provide job seekers unique resources, creating a more complete understanding of job titles and career options.

The fresh funds will help meet the company’s rising ambitions, which include increased technology development, new marketing efforts and a buildout of detailed company data and reviews.

Zippia was co-founded in early 2015 by tech industry veteran Henry Shao and Chris Kolmar, who met while working at Shao’s previous company, Movoto. After Movoto was acquired by Recruit Holdings Co., Ltd., Shao and Kolmar left the company to found Zippia.

Image result for zippiaZippia has over 1 million visitors per month, after growing exponentially over the last two years. In the past year, 6 million consumers and job seekers have visited Zippia to look for career information.

CEO and co-founder Henry Shao says, “I have personally hired hundreds of people throughout my career and realized that, quite often, they neither know much about their career options nor how to change or advance their career. While I try my best to mentor the people close to me, it was frustrating to know there are many underprivileged groups that don’t have access to mentors. I want to put all the available career information online so that we can help everyone achieve their career goals.”

“The internet can answer almost any question out there: how to build a house, how to buy a car or how to find love. But there is very little reliable guidance available online for choosing a career, despite it being one of the most important decisions of our lives. This is why we decided to build a platform that gives everybody the tools to find the career that is right for them.”

Image result for zippia

Zippia’s goal is to empower people with the information and tools to achieve their career aspirations. By providing an intelligent and personalized resource for job seekers, we can help answer career questions, help people make better-informed career decisions, and help people achieve their career plans.

Learn more at https://www.zippia.com

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We here at Zippia wanted to know which small companies in Nashville are the best to work for. We did the research and here are the top ten — enjoy! More videos and articles like this one:

 

Career Strategies: The 5 Deadly Phrases To Avoid In The Job Interview Process

When it comes to the job interview process, whoever tells the best story wins. But certain phrases and ideas can short-circuit your career plans. Are you really able to have the kind of leadership conversation your job search deserves? When it comes to creating the career conversation that leads to consideration, avoid these five show-stoppers in the interview.

If you argue for your limitations, they are yours.

Richard Bach, Jonathan Livingston Seagull
  1. When Is Honesty NOT the Best Policy? – do you ever find yourself saying a version of this phrase: “If I’m being honest…”? TBH, that phrase is honestly hurting your chances in the interview process. Here’s why: if I need to call out the fact that I’m being honest right now, doesn’t it make you wonder if I’ve been honest with you up until this point? Why did I wait until now to get real and spill the T? Actually, in the interview, honesty is the only policy that works. Highlighting the fact that you are getting to the truth, but only just right now, can arouse suspicion and make people wonder why you aren’t full-on honest all the time. If you are a person of integrity, honesty is your default setting. Don’t create unnecessary suspicion. “To be honest…” is a filler phrase – like “umm” “Uh…” and “like”. None of those fillers are very satisfying in the job interview. So be really honest with yourself, and leave out the words that don’t serve you.
  2. The Fault Line – don’t cross it. “It was her fault” is the kind of blamestorming that can take you out of the running. Why? Because companies hire people who can overcome limiting circumstances. People are imperfect, nobody has a team of 100% superstars and circumstances often create difficulties in the office (that’s why it’s called work). How did you get past the obstacles and limitations – even if one of those obstacles was Jessica in Accounting? Phrases that blame people and situations point out your own limitations – what you couldn’t tolerate, tackle or transform. Focus on the story of how you overcame challenges, how you helped others to be better, or how you picked up the ball when somebody else dropped it. Remember, other people don’t need to be bad in order for you to be good. Concentrate on how you solve real problems – including personnel problems – by taking responsibility instead of laying blame.
  3. What You Don’t Know Won’t Hurt You – do you know how to answer an interview question where the answer is, “I don’t know” or “No, I don’t have that skill”? The fact is, no one can know everything. And not everything can be googled. Saying “I don’t know” isn’t a phrase that can NEVER hurt you – because it’s an honest and real response! The phrase that’s really dangerous? Trying to fake it until you make it! Don’t create a fiction around your skill set, ever. Any phrase that feels like fiction is one you’ve got to avoid.
  4. Disconnection is Deadly – Considering questions about skills or experiences you don’t have: are you able to connect your interviewer to a relatable topic – something that you do know, that might be supportive or helpful? For example, if the CIO says, “Do you have Salesforce Administrator Certification?” and you don’t, what do you do? Do you just say, “Nope!” blink twice and wait for your next mistake? Find a phrase that pays by connecting to what you do have: skills, talents and desire for the role! Point out the other experience or to action you can take to get what’s needed. “I don’t have the Admin certification but I went to Dreamforce [the company’s major annual conference] the last two years in a row. I’m very familiar with the software – let me share with you the experience I have and my training so far. If that certification is important, I can put together a plan to gain that credential in short order. Do you think that plan would be a requirement if I were to get this role?” Always connect your answers back to your interviewer, the company’s goals and your ability to work hard in the job – those things are always part of your story.
  5. Ultimatums – an ultimatum is a statement of what you won’t tolerate, usually phrased as a demand. Ultimatums reflect terms that you will or won’t accept, period. By definition, ultimatums point to your lack of flexibility and adaptability (two characteristics that might be useful for a new hire, wouldn’t you agree? Why would you demonstrate that you lack these two key qualities?) Now some ultimatums are important: “I won’t tolerate racism on my team”, for example, points to your beliefs and values. But “I won’t work on weekends” or “I need every Thursday afternoon off, or I can’t work here” is really pointing out your limitations. Look for phrases like “I can’t accept _______”, “I won’t allow that” or “That just won’t work for me.” Because if it won’t work for you, maybe you won’t work for this company. Every job interview is a negotiation. Once you get to “yes” you can decide if you want to take the job or not. You’re in the interview to explore your options – why start cutting yourself off from possibilities? Does it help your career to present demands and requirements, or are there other ways of looking at the situation? Is your ultimatum a personal preference that you’re clinging to, like a security blanket, or a statement of your integrity, values and work ethic? It’s better to keep your options open if you really want the job. Know the difference between uncompromising values and limiting statements that knock you out of the running. Keep your options open. Find out what’s really on offer and make a business decision to see if it fits for you. Ultimately, what you will and won’t accept is your decision, but arriving at that place without ultimatums is a smart way to frame the conversation.

The best interview is the most authentic, where you speak from your heart about the solution you can provide. By creating a dialogue with your interviewer, you build the conversation that matters most in your career. Don’t short-circuit your skills with ultimatums, filler phrases or fear of the unknown. The interview process is a journey of discovery. Your story – and the way you tell it – will guide you towards your next destination.

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

I write about the changing nature of the leadership conversation, and how communication creates the connections that matter. Recognized as the U.S. National Elevator Pit…

Source: Career Strategies: The 5 Deadly Phrases To Avoid In The Job Interview Process

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“Tell me about a difficult situation or challenge you faced in a workplace” By asking this question, employers are trying to see how you (A) take charge in handling a challenging situation, or (B) collaborate with your coworkers as a team to solve a conflict. They want to know if you have critical thinking and problem solving skill, how you approach the problem and the level of responsibility you take in challenging situations. It is very important to make sure that you use an example that demonstrates your ability to handle difficult situation. So do not mention about when you elevated the responsibility. Rather, talk about times when you stepped up and took a leadership position by collaborating with your coworkers. In order to construct effective story, use PAR model and follow the 3 steps. 1 Problem: Identify the problem. What was the issue? 2 Action: How did you and your coworkers analyzed the problem and took actions to solve the issue? 3 Result: What was the positive outcome in result of the action? By following PAR model, you can frame your story well. Watch the video to see example answer and start constructing your answer. Jobspeaker is a FREE service to help job seekers find better jobs. Login today!

The Real Reasons Why Job Seekers Are Not Given Feedback

A common complaint and cause of frustration and irritation for interviewees is the absence of feedback after their interviews. It wasn’t always like this. In the past, it was standard protocol to provide feedback and constructive criticism to candidates. The hiring manager or human resources professional would diplomatically let the applicants know what they did well and the areas in which they need to improve upon.

The feedback was freely given with the best of intentions. The advice would consist of some positive aspects and, when justified, helpful critiques of the candidate—with respect to their skills, relevancy of their background and performance within the interview sessions. This would prove extremely helpful and productive if the person was invited back to partake in additional interviews. Even if the job seeker was turned down, they’d be provided with guidance so that they could perform better when they interview again somewhere else. The candidates could advantageously implement this vital information and constructive criticism.

This information relayed to candidates is important for them to conduct a self-assessment to ensure that they are presenting themselves in the best possible light. It’s similar to a batting coach in baseball who helps you improve upon your swing. His advice may not always be positive, but the goal is to make you a better baseball player.

Unfortunately, time’s have changed and this no longer applies to the present. In the current job market, feedback is offered sparingly—if at all. There is little-to-no feedback or constructive criticism offered. If you’re not accepted to proceed in the interview process, it’s rare to get a rejection letter or receive any input and advice from the company as to why you were unceremoniously passed over.

All the niceties and politeness are gone. You will now only hear from human resources if they want to move forward with you; otherwise, you get the silent treatment.

Here is why this happens.

Too Much Data

There has been a rapid proliferation of job boards, job aggregation sites (like Indeed and Glassdoor), Google for Jobs and corporate career pages. In addition to the ubiquity of jobs posted everywhere, everyone has a smartphone with them at all times. This combination makes it easy to search for jobs and easily apply. Many job seekers take the not-recommended approach of submitting their résumés for dozens of jobs—a large portion of which they’re not suited for, but want to give it a shot nonetheless.

Corporate talent acquisition and human resources professionals are deluged with résumés. Even with the applicant tracking systems that corporations have, it’s too much to handle. It becomes virtually impossible for the company to get back to everyone who submits their résumé. You may get a canned email response to your résumé or applications, but that’s about it. Don’t expect any meaningful color on whether or not you’re deemed a good fit for the job or company.

Fear Of Lawsuits

In today’s litigious society, companies are concerned about saying anything at all to candidates that could possibly be misconstrued. They are especially scared to give negative feedback to candidates out of fear that it might be misinterpreted as discrimination.

Something relatively innocuous said by an interviewer could be interpreted as sexist, ageist, racist or any other form of prejudice. Corporate executives are deathly afraid of costly, time-consuming lawsuits ensuing.

There is also the concern over a social media backlash because of something an employee said to a candidate. All you need is one disgruntled, denied job seeker to post his or her outrage on Twitter and it could go viral—irreparably damaging the company’s reputation. Not offering any feedback is a safer legal and public relations strategy for the company.

Stalling For Time

There is a belief by corporate executives that there is an abundance of qualified candidates. They erroneously believe that if the HR department waits longer, they will eventually find the perfect person suited for the role for a cheaper price.

They’ll keep you hanging on in suspense. The company doesn’t furnish you with an answer about your candidacy or offer a critique because you’re technically still in the running while they’re secretly holding out for a better candidate. They don’t want to say anything to make you bail out of the running—since they want to string you along and may ultimately want you if nobody better comes along. This is also a big reason why some interview processes tend to take so long.

Downsized HR Departments

The financial crisis wreaked havoc on all corporate departments, especially non-revenue-producing ones like human resources. Senior-level—higher salaried—HR people were downsized and replaced by more junior personnel.

Technology has also displaced many HR professionals. So, now there are fewer HR employees dealing with considerably more work. They simply don’t have enough time to respond to you and provide an evaluation and assessment of your talents.

New Expectations

The current generation of HR people only know the new, no-feedback milieu and perpetuates the status quo. This is a generalization, but many younger professionals are not comfortable picking up the phone and holding conversations with candidates, especially if it is not good news. They are equally uncomfortable holding a one-on-one conversation with a job seeker telling them that they’re not getting the job.

Third-Party Outsourcing

It has become a trend for companies to outsource their recruiting functions to third-party vendors. In this HR model, recruiters employed by another organization—who are kind of like mercenaries—are placed on the premises of many different clients. These are usually short-term stints. These types of recruiters, as you can imagine, have no vested interested in providing feedback to candidates, since they’ll be somewhere else in a couple of months.

Rudeness

You probably don’t need me to tell you this, but we are living in a time period in which people are not that nice to one another. It’s become the norm to be rude and ghost candidates.

We’re in a tight job market and companies complain that they can’t find people to fill their job openings. Their laments are ironic and tone-deaf as their very own actions of denying feedback alienates, discourages and blows off potentially perfect candidates.

Follow me on LinkedIn.

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of professionals with top-tier companies over the last 20-plus years. I am passionate about advocating for job seekers. In doing so, I have founded a start-up company, WeCruitr, where our mission is to make the job search more humane and enjoyable. As a proponent of career growth, I am excited to share my insider interviewing tips and career advancement secrets with you in an honest, straightforward, no-nonsense and entertaining manner. My career advice will cover everything you need to know, including helping you decide if you really should seek out a new opportunity, whether you are leaving for the wrong reasons, proven successful interviewing techniques, negotiating a salary and accepting an offer and a real-world understanding of how the hiring process actually works. My articles come from an experienced recruiter’s insider perspective.

Source: The Real Reasons Why Job Seekers Are Not Given Feedback

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Job Search Strategies and Techniques – How To MASTER Your Job Search • FREE Sample Resume Template – The 6 Second Resume: https://heatheraustin.online/free-res… Ready to take it to the next level? Get the Career Advancement Toolkit TODAY: http://careertoolkit.win/ Have you submitted your resume and cover letter countless times and you still don’t have the job offer you’ve been waiting for? Are you looking for strategies that will accelerate your job search and help you land your dream job. If so, tune in, because in this video, you’ll learn 5 job search strategies that will help you tap into your professional network and fast track your job search. Watch this video to learn how to master your job search. The 5 job search strategies you’ll learn include: 1 – Use LinkedIn to network with others in your industry. 2 – Get your career documents ready. 3 – Develop your 30-second elevator pitch. 4 – Conduct Informational interviews. 5 – Follow-up. Videos I promised to share: LinkedIn Job Search Tutorial 2018 – How To Use LinkedIn To Find A Job https://youtu.be/Ox_ohqsIMAM Elevator Pitch Example – How To Create A Personal Elevator Pitch https://youtu.be/wVYyCUwDFhE SUBSCRIBE FOR MORE VIDEOS LIKE THIS: https://goo.gl/WB86Ta Share this video with a friend: https://youtu.be/h_04pmxmHQc Join other professionals just like you striving to land higher-quality career opportunities: #TheCareerClub on Facebook – a private community: http://bit.ly/TheCareerClub CONNECT WITH ME: • https://www.professoraustin.com/https://www.instagram.com/professor_a…https://www.facebook.com/ProfessorAus…https://www.linkedin.com/in/heather-a… For more videos on how to improve your #jobsearch: Job Hunting Tips – Fastest Way To Get A Job | Job Hunting Secrets | https://youtu.be/UD1ps4HU9Do Executive Job Search – 7 Steps to Land a Senior Management Job | Linda Raynier | https://youtu.be/EkP8Oc0Fl38

How To Incorporate Mindfulness Into Company Culture

Nowhere do first impressions count more than with work culture. When candidates come by for that crucial in-person interview, the culture they experience dictates whether or not they look elsewhere. When workers hang up their coat each morning, the environment they step into influences their productivity. Especially on young teams, culture is meaningfully tied to turnover, absenteeism, productivity, morale, and even company growth.

The good news is that a tight-knit culture comes naturally during the startup phase. Employees who get in on the ground floor are often happy to work long hours toward goals they’re passionate about.

As startups grow, their sense of unity and closeness tends to decay. But the solution isn’t to strangle growth; it’s to scale that culture along with the company.

Scaling Culture Through Collaboration

As teams grow and are siloed into departments, employees’ sense of connectedness blurs. As management layers are added, workers may feel further removed from the company’s original mission. Communication and collaboration suffer.

As with most initiatives, the answer to a thinning culture is teamwork. To keep your culture healthy and thriving, consider these four collaboration strategies:

1. Hire for complementary character.

To improve engagement and retention, hire people who fit with the culture you’re trying to maintain. The trick isn’t to hire people who are exactly like you and your teammates; it’s to bring in cooperative people whose character complements the bases you’ve already covered.

If you’ve got a bubbly, extroverted salesperson, perhaps a contemplative marketer is a good match. Collaborative teams need multiple perspectives to draw from.

As with culture itself, first impressions are key. Jot down notes from that first interaction with the person so you can share it with the wider team: Did a candidate come across as a go-getter with a sharp sense of humor? Did she seem honest and helpful?

If the candidate gets the green light from you, bring in a few trusted team members for the final interview. Make sure their first impression matches yours. To encourage genuine responses, tell each person to write down his or her take before sharing it with the wider group.

2. Balance formality and fun. 

Even if you hire well, everyone has a different idea of how formal work should be. To salespeople, going to happy hour may feel like part of the job. But if marketing is filling out forms and logging every task, friction between the two teams is bound to develop.

People in different roles operate in different worlds, each with their own goals and discipline-specific jargon. Start with what you share: your purpose and values. Remind everyone why they do the work, even when working together is challenging.

With that sense of unity, start to dig into the processes that get you there: Is swapping memes important to team morale? Perhaps it should be codified as part of your culture. Does logging each project accurately in a spreadsheet keep stress levels low? Do that, too.

Your team has to be both happy and productive. Decide what processes you need to get there, and put them in writing for everyone to follow.

3. Create opportunities for employee connection.

If high-profile projects are the only reasons your workers interact with others outside their team, they’re likely to associate those people with stress and frustration. To avoid this, create opportunities for cross-department engagement.

As much of a buzzword as it’s become, team building still has an important role in your company’s culture. To bridge the gap between departments, CRM provider Ontraport puts together employee peer groups that meet on a regular basis. Regularly exposing employees to others’ perspectives and challenges fosters empathy, making it easier to work through obstacles together when they arise.

Plan extracurricular activities — like lunch-and-learns, volunteering, or even laser tag — involving two or more departments. Give employees the opportunity to get to know each other outside of their roles at work.

4. Celebrate wins together.

When a whole-company project draws to a close, it’s easy to breathe a sigh of relief and move on to the next. Build a sense of camaraderie by taking the time to celebrate those accomplishments, big or small.

A company celebration doesn’t have to be an all-day event or an expensive bonus. Think outside the box. Some of the best ones are free and collaborative. To people nominated by their peers, Stoneridge Software gives “Stoney Awards,” including “Most Likely to Leave a Whiteboard Dirty,” and provides periodic bonus holidays.

Encourage employees to congratulate each other. Distribute company-branded thank-you cards to everyone, not just managers, and challenge everyone to give them all out by a certain date. Tell people to focus not just on outcomes, but also on effort and intention. A sense of appreciation is contagious.

As you grow, you can’t save everything that’s great about being a startup. But no matter how big your company becomes, you can always be a place where people want to work together. And when a candidate or employee walks in and sees that on a Monday morning, it makes all the difference.

Check out my website.

Serenity Gibbons is a former assistant editor at The Wall Street Journal. The local unit lead for the NAACP in Northern California and a consultant helping to build diverse workforces, Serenity enjoys gathering insights from people who are creating better workplaces and making a difference in the business world.

Source: How To Incorporate Mindfulness Into Company Culture

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Parham Vasaiely and Matt Champion will share practical experience of why mindfulness in the workplace is bringing about a new state of consciousness within their respective organisations. The session will explore why we need mindfulness? How to establish mindfulness in the workplace? And the benefits mindfulness enables at both human and organisational levels. You will also learn how Jaguar Land Rover’s Mindfulness programme is helping them to establish a foundation for an Agile culture and approach.

Struggling to Find the Perfect Job Candidate? How to Overcome the Vicious Circle of ‘Experience Inflation’

Even though STEM programs have grown increasingly popular, according to the Bureau of Labor Statistics there are than 700,000 unfilled IT jobs in the U.S.

Partly that’s because over 60 percent of entry-level jobs require more than 3 years of experience. The resulting “experience inflation” creates a vicious circle: New college graduates need experience in order to get hired… but without getting hired, they can’t get the experience necessary to qualify.

That’s a problem Talent Path is working to solve.

Talent Path hires STEM grads who are struggling to land their first gig, identifies the gaps on their resumes, and connects them with technology and IT organizations so they can gain work experience.

But they don’t work for free; during the “consulting” phase grads are paid a salary by Talent Path — and naturally, since the consulting phase is in effect a really long interview, are often hired by the tech company they are working for.

The Talent Path approach is a clever solution to a widespread problem. So I spoke with Jeff Frey, the Managing Director at Talent Path, to find out more — and to learn how you might apply a similar approach to your business.

I’ve worked with staffing companies before, but they always sent resumes for people they felt were “ready.” The idea of helping develop a potential candidate wasn’t on the table.

For higher level positions, that makes sense. But while there is a huge client demand for entry-level talent, there is also a real shortage in terms of what employers look for.

Education only goes so far: Many bright students get bounced out of the hiring process simply because they don’t have experience.

So we’re in the middle: We find those individuals, hire them directly, and pay their full salary and benefits. Then their job is to learn: First we take them through our training program, then place them with a client… and then we stay in their lives for at least six months while we continue to mentor them.

Just throwing them into the pool after some lessons, and hoping they will swim, wouldn’t be such a great idea.

Mentoring is crucial. We can help them navigate workplace dynamics, develop any other skills they need…

Companies love it, if only because it’s extremely low risk: If for some reason they don’t fall in love with one of our folks, they can swap them out. And if they do fall in love with the person they can hire them directly.

It’s very low risk with a potentially high reward.

Explain the business model.

Sometimes the people we train are coming out of school, sometimes they’re career-changers or military veterans. We pay their full salary and benefits at a competitive rate, give them a laptop, provide training… basically, we go into debt. (Laughs.)

Then, when we place them with a firm, we charge the company a bill rate that is slightly more than what we pay the individual. If the client keeps that person long enough to reach the break-even point they can hire them directly. If they hire them earlier, we calculate the difference.

In short, we’re a for-profit company, but we feel a lot like a non-profit. We get to help people launch their careers, and help companies find the talent they need.

But I suppose I could bring in a consultant; then I wouldn’t — at least in theory — have to worry about the learning curve.

Keep in mind the average consultant often makes twice as much as an employee. And if you like that person, their agreement with their consulting firm precludes you from hiring them.

In effect, a company can bring in two of our people for the same cost, invest in their development… and then hire them if they choose.

Clearly it works: Over 90 percent of the companies who take in an individual later ask for at least one more. Nearly every company we work with is a “repeat buyer.”

Also keep in mind many companies aren’t well equipped to deal with entry-level talent, and to help them embrace the company’s culture. Our job is to find the right cultural fit, the right skills, provide the right training to bridge any gaps… that’s something tech and IT organizations, especially smaller ones, may not have the skills — or the time — to effectively do.

Which means your training has to be both core and bespoke.

True. Fortunately we have enough client feedback, we know enough about the marketplace and trends and skills required… we know the foundational skills and attributes.

But then you have to look at what a company considers its ideal candidate: Tech skills, business acumen, soft skills, and emotional intelligence.

All of that creates a clear line of sight from who we get, to what we do, to how we place.

Is emotional intelligence a major gap?

Emotional intelligence is huge. Sometimes that means helping people adapt to the interpersonal dynamics of a particular workplace.  And sometiems that means helping people understand their own wants and needs and how to adapt to a workplace.

I literally just had someone in my office today say, “This is my first real job, and this is what it’s like…” we often provide a shoulder to cry on or a little tough love. (Laughs.)

Plenty of longitudinal studies show emotional intelligence creates better outcomes for a business. So that is definitely part of our curriculum, both for the benefit of the company and the employee.

Unfortunately, none of that gets taught in school. So we place people in different situations so they don’t just learn about it… but can experience it, too.

So if I’m a company that struggles to find entry-level employees?

Find ways to bridge the gap between what candidates can currently offer and what you need.

That’s not a new problem; it’s one staffing and placement agencies constantly struggle with. Sourcing may find an amazing individual… but that person may not align on the client side.

How do you bridge the gap between your needs and employee suitability? In most cases, those gaps won’t be skills-based. Determine what is missing: presentation skills, basic leadership skills, basic business acumen… and create a training plan to provide those skills.

That way you can hire great people who possess the talent you must have — and develop the ancillary skills they also need.

In effect, that’s what you already do — so make it a part of how you run your business.

By Jeff Haden Contributing editor, Inc.@jeff_haden

Source: Struggling to Find the Perfect Job Candidate? How to Overcome the Vicious Circle of ‘Experience Inflation’

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Emma Rosen made the bold decision to give up her job and take a radical sabbatical in pursuit of her perfect career. She spent a year trying 25 careers before turning 25 through short term work experience, shadowing and just giving things a go. She completed the challenge, and finished all 25 placements before her 25th birthday in August 2017. Emma spent a year trying 25 careers before turning 25 through short term work experience, shadowing and just giving things a go. She completed the challenge, and finished all 25 placements before her 25th birthday in August 2017. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx

A Good Resume Is Not Enough– Five More Things Job Seekers Need To Land A Job Interview

After hiring for thousands of jobs over 20+ years of recruiting, I have seen many different styles of hiring. Sometimes, a company looks at resumes (submitted in response to a job posting or via a recruiting agency), picks a few candidates to interview and hires one person from that process. This is the traditional job search to which too many job seekers tailor all their job search efforts. However, that traditional hiring process is less and less common.

Companies are strapped for time and hiring power, and looking at stacks of resumes takes a lot of resources. I received over 1,000 resumes for a recent HR Director search. Companies know that some of the best talent is gainfully employed and not responding to job postings or even recruiters, so companies need to change their hiring to attract this desired candidate pool. For the most competitive jobs, I am actively building a candidate pipeline even before an opening is finalized.

The net result is that more companies are not selecting candidates from a stack of resumes, but rather identifying them by other means. Relying only on job postings or recruiting relationships to find job openings will not account for all available jobs. Companies are also vetting candidates earlier in the process, well before the first interview. Assuming you only have to drop a resume to get seriously considered will take you out of the running prematurely.

Having a good resume is not enough for today’s job search. Here are five things job seekers also need to land a job interview:

1 – Back door references

Most companies conduct a reference check before they hire someone. Even if you get a job offer, your offer letter might state that is conditional upon receipt of satisfactory professional references. Many job seekers are familiar with this reference check process and prepared to share a list of past supervisors and other professional references (though job seekers are not as prepared with their references as they could be!).

Back door references are different from this reference check process, in that these references are checked before an offer is decided (sometimes even before a first interview is decided). These references are also not supplied by the candidate, but rather dug up by the employer. For example, you list Company X as a former employer on your resume, and I contact a recruiting friend over at Company X to say, “John Smith was referred to me as someone who’s great at branding, and apparently he worked at your place.

Did he do well there?” This is clearly not an in-depth reference, but it’s a pulse check on whether to go any further. I have been involved with searches where my hiring clients would not move forward with any candidate where we couldn’t get at least one positive back door reference.

How would you fare in a back door reference check? Will former colleagues say positive things about you? Will former colleagues even remember you?

2 – Online profile

Even when I worked with Fortune 500, brand-name employers who had a large candidate database in-house, I still relied on LinkedIn research to identify candidates. Remember that employers love passive candidates who are not necessarily looking. These candidates surface because someone recommends them, they are well-known in their industry or they are found online.

Your online profile is not just your LinkedIn profile. It also is your activity, and everything the comes up when you do an Internet search on your name – media mentions, publications, social media activity. I once saw an executive search almost derailed because an internet search brought up a controversial comment by the candidate on a common online community (think Quora or Reddit). Some employers dig deep into your online activity. In addition, if your job or industry entails online activity – e.g., marketing, technology, media – your own online profile and activity is a reflection of your work.

Have you run an Internet search on yourself? Do you have a Google alert on your name? Is your online profile optimized?

3 – Work sample

Your online profile may already include work samples, such as a website you worked on, a report you wrote or a presentation you delivered. If you don’t want to broadcast these so publicly, you should at least have them readily available upon request. More and more employers are asking for a sample of work related to the job opening at hand.

This is partly to shave off time in the hiring process – by looking at samples in advance, employers can make even more cuts before the interview process. Asking for work samples also differentiates candidates who are willing and able to go the extra step to land the job. Candidates unwilling to provide a work sample might not be that interested in the job. Candidates unable to provide a work sample might not have the experience they claim. Better to find out now before investing any more hiring resources into that candidate.

Do you have tangible samples of your work? If you don’t yet have a portfolio of projects you have worked on, start curating now.

4 – Skills test

For a digital marketing job, candidates were sent two sample emails from a direct response campaign and asked to evaluate which was stronger and why. This gave a window into how they might design a direct response email. For a fundraising role, candidates were asked to write an introduction letter to a large donor asking for a meeting. For an executive role to lead a regional office, candidates were asked for a letter of intent to outline their particular interest in the organization.

Unlike the work sample which is something you have already done, the skills test is something completed during the hiring process and directly related to the job opening. Over the years, I have found more and more companies including a test of some kind. Many companies give a test after an initial phone screen, but some companies start with the test before any interviews. Most of these tests don’t take a lot of time, but similar to the work sample, they are effective in weeding out candidates unwilling or unable to go the extra mile.

How would you fare in a skills test for a job or company you want? Do you have the skills to do the job right now? Career changers, you cannot present like you need to learn on the job (a common mistake that career changers make!). Do you know enough about the company to write a letter of intent or outreach to its key customers?

5 – Recorded interview

Even if a company doesn’t ask for any of the above and jumps right to the interview, it still might not be the person-to-person interview you are expecting, but a recorded interview using an online service, such as Big Interview or InterviewStream. With these online services, companies pre-record screening questions and candidates conduct the interview remotely. While this simulates a first-round interview, it still requires extra work on behalf of the candidate.

Video interviews are not the same as live or phone interviews and require different preparation. You will have to learn how to use the specific technology for whatever interview recording platform the employer decides to use. Like a skills test or work sample, you have an extra step to complete before any chance of meeting someone at the company.

Are you prepared for a recorded video interview? For which jobs and companies are you willing to go the extra step?


Companies are asking for more upfront, and you decline at your peril

I once interviewed a marketing candidate who refused to take an Excel-based marketing test that would have taken less than 15 minutes. She said she was insulted to have to take it given her years of marketing experience, but since she initially asked me to send her the test, I wonder if she didn’t think she would do well. Regardless, she didn’t move forward in the process because my client only wanted to look at candidate resumes, along with their marketing test score.

I once recommended a friend to a consulting job, and the hiring company was using a video interview platform and also asked for a letter of interest and work sample. That’s three extra steps, but none of these were particularly hard or time-consuming. Video interviews typically have fewer than 10 questions, if not five.

A letter of interest is a cover letter but focused on interest for that job and company – you should have a template that can be tweaked in short order. Job seekers should always have work samples. Yet my friend refused to comply, stating that if the company were serious about her they would be willing to consider her on her resume alone.

That’s a dare that could cost her an interview. Yes, extra steps take time, but not that much time if you really know the job and want the company – which is precisely why these extra steps are becoming more common. If you are unwilling to go the extra mile, you may not move forward to the interview process.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

As a longtime recruiter and now career coach, I share career tips from the employer’s perspective. My specialty is career change — how to make a great living doing work that you love. My latest career adventures include running SixFigureStart, Costa Rica FIRE and FBC Films. I am the author of Jump Ship: 10 Steps To Starting A New Career and have coached professionals from Amazon, Goldman Sachs, Google, McKinsey, Tesla, and other leading firms. I teach at Columbia University and created the online courses, “Behind The Scenes In The Hiring Process” and “Making FIRE Possible“. I have appeared as a guest career expert on CNN, CNBC, CBS, FOX Business and other media outlets. In addition to Forbes, I formerly wrote for Money, CNBC and Portfolio.

Source: A Good Resume Is Not Enough– Five More Things Job Seekers Need To Land A Job Interview

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