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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’

22.1M subscribers
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

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Strengthen This One Thing Before You Quit Your Job Or Change Careers

As my career coaching work has evolved over the years, I’ve trained my focus on helping mid- to high-level professionals who are at a decisive crossroads in their jobs or careers, and are committed to making the best next move. Most often, these men and women know something critical has to change in their work, but they’re confused as to exactly what needs modification. There’s so much going wrong that it’s hard for them to identify one thing to address first.

I’ve seen continually that when we’re deeply unhappy in our work, and experiencing pain, mistreatment, disillusionment and regret about the focus of our careers and the people we’re working with, we often want to run away as far as we can from the pain, to the opposite end of the working world.

Today In: Leadership

For example, an HR executive who’s fed up with their toxic leadership desperately wants to chuck it all and start an online lifestyle business. Or a Finance VP wants to stop obsessing about the bottom line and turn to working in the non-profit arena to feel he’s making a meaningful difference in the world, and so on.

While these might be the best moves for these individuals, thousands of times it’s not. Instead, unhappy professionals are engaging in what I call the “Pendulum Effect”–knee-jerking from the pain and trying to escape their chronic career problems. That often leads them to chuck everything they’ve built and start over completely.

I’ve seen (in my own life and hundreds of others) that running away to an entirely new career often doesn’t address or fix the real problem–and that is who you are when you are working. This includes your boundaries, your ego, your way of communicating, how you handle stress, your decision-making process, how you relate to others, how you deal with critique and challenge and so much more.

Those elements of your approach to living and working don’t change just because you’ve quit your job or career. They’ll show up again in the new field or job, unless you do the inner and outer work to become someone who is more confident, self-respecting, powerful and impactful and able to stand up calmly and resolutely for yourself.

Before you make any changes in your job or your career, it’s critical to address this one thing before you make any moves: the way you are operating in the world.

When you do the work to strengthen and grow personally, you elevate yourself and ensure that your career will become more satisfying and aligned with your values. The degree to which you are able to grow and expand yourself to operate at the highest level is what will ensure that you can experience more reward and success in your jobs and professional endeavors.

This strengthening process involves closing the seven damaging power gaps that keep professionals from thriving. And elevating yourself to the highest level involves honing what I’ve seen are the nine essential skills for success and happiness in your career. They all involve strengthening who you are and how you show up in the world.

You simply cannot have a happy, rewarding and successful career if you are seriously lacking in these skills:

  1. Self-Awareness and Emotional Intelligence
  2. Communication Skill
  3. Building Strong Relationships
  4. Decision Making
  5. Leadership
  6. Advocating and Negotiating
  7. Work-Life Balance
  8. Boundary Enforcement
  9. Career Planning and Management

(Here’s more about three of those.)

How can we tell if we’re deficient in these skills and need more development to thrive? Below are some prime indicators that these skills need improvement now:

If you review this list and feel a bit overwhelmed because you feel many of these skills need development, that’s ok, and there’s good news. It means you have the self-awareness to understand that in order to be happier and more successful, some growth is required.

Choose one or two skills from the list above that you feel need the most development, and take proactive measures this month to build these skills. You can do this in many ways, whether it’s taking a leadership training course, working with a coach on your communication style, seeking help from a therapist to address your emotional pain from the past, prioritizing your life outside of work more highly, or deciding how and when you want to negotiate your next raise or promotion. Don’t wait. Take concrete steps now to change how you see yourself and how you interact with the world.

This one small step on the path to your growth and expansion can change everything for you.

To build a happier, more rewarding career, take Kathy Caprino’s Amazing Career Project training course and her new webinar The Most Powerful You: Close Your Power Gaps and Rock Your Career.

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

I’m a career and  executive coach, writer, speaker, and trainer dedicated to the advancement of women. My career coaching firm—Kathy Caprino, LLC—offers a wide array of programs, training, assessments, videos, and courses that help women “dig deep, discover their right work, and illuminate the world with it.”

Along with contributing to Forbes.com, I write on Thrive Global, LinkedIn, and my own blog at kathycaprino.com/blog and am a frequent media source on careers and women’s issues. My book Breakdown, Breakthrough and my TEDx talk “Time To Brave Up” share critical ways to stand up and speak up for yourself and transform your life.

My new book, The Most Powerful You: 7 Bravery-Boosting Paths To Career Bliss, is due Summer 2020 from HarperCollins Leadership.

For more information, please visit kathycaprino.com, the Amazing Career Project course, and my Finding Brave podcast.

Source: Strengthen This One Thing Before You Quit Your Job Or Change Careers

3.46K subscribers
It’s said that job-related, or hard skills, may help you land the job. But these days, candidates who also possess strong people and relationship skills have a real edge in getting an offer. Soft Skills for Career Success provides valuable insight on how to get along and get ahead in your job. In this video, explore the top soft skills sought by hiring managers: communication skills, being a team player, a strong work ethic, flexibility, and positive attitude. You’ll also learn some smart tips for using your smart phone in the workplace. It’s part of the Job Genius series, presented by Express Employment Professionals, a staffing company with hundreds of locations and over 35 years of experience in finding great jobs for great people.

How To Best Communicate Your Appreciation In The Workplace

Last week, our fifteen-year-old daughter told me about a “really cool” online quiz* her French teacher had the class take. As it turns out, the quiz had nothing to do with French.

My daughter stated that the quiz was geared around identifying your “love language,” and surprisingly, when she and her classmates and teacher shared their results, it spurred conversation, curiosity, and some a-ha moments.

The quiz was based on Gary Chapman’s classic book, The 5 Love Languageswhich suggests that each of us has a preferred “love language” and that we can improve our relationships by knowing one another’s.

In its broadest sense, “love” can be expanded beyond the romantic variety. For my daughter’s teacher, it became a creative way to get teenagers to think about how to understand their preferred communication styles better.

Today In: Leadership

This concept is so universal that it was later adapted to the work environment, shifting from “love” to “appreciation.”

“Because we don’t normally think in terms of our co-workers loving us — the word appreciation fits much better — but it is meeting that deep need to feel that somebody cares about me, and somebody appreciates me,” says Chapman.

Chapman teamed up with Dr. Paul White to pen The 5 Languages of Appreciation in the Workplacewhich aimed to improve workplace relationships simply by learning your co-workers’ language of appreciation.

“Every person is unique in the way that they feel love or express love in personal relationships, but it’s the same in how they feel appreciated and valued in work relationships,” explains White.

And when leaders, co-workers, and employees feel appreciated, says Chapman and White, you improve staff morale, create a positive workplace, and increase employee engagement.

Here’s a breakdown of the five languages of workplace appreciation, how to effectively communicate using them, actions you can take to support each style, and things to avoid.

1. Words of Affirmation 

How To Communicate

As this language’s name suggests, use words to affirm, encourage, and appreciate people. Employ empathy to understand your colleagues better and actively listen to them to signal your interest.

Actions To Take

Provide verbal praise in front of others—in a team meeting or when you’re with customers, for instance. Regularly send unexpected messages, emails, or texts of encouragement to foster closer work relationships.

Things To Avoid

Offering non-constructive criticism or failing to recognize your workmates’ efforts, which will leave others feeling frustrated and unappreciated.

2. Quality Time 

How To Communicate

The best way to use this language is to give others your undivided attention.

Actions To Take

Schedule time for one-on-one, uninterrupted, and focused conversations. Maintain eye contact. Arrange activities outside of the office to hang out together with colleagues . each of these actions will build trust and deepen team relationships.

Things To Avoid

Four words: put away your phone!

3. Acts of Service 

How To Communicate

With this language, actions speak louder than words.

Actions To Take

Help alleviate a colleague’s workload by offering your assistance, and then perform the service in a way the recipient wants it done. Use phrases like “I’ll help…” to let them know you’re with them and be clear about how much time you have to assist.

Things To Avoid

Not following through on tasks you promised to take care of.

4. Tangible Gifts

How To Communicate

Despite its name, this language is less about the “gift’” and more about the thought behind it.

Actions To Take

Get to know what is important or valued by the recipient and ensure the gift reflects this knowledge. A caffeine junkie would love a gift card to her favorite coffee house, and a team that’s been working around the clock might appreciate spa gift cards to unwind.

Things To Avoid

Forgetting special milestones or a giving a generic gift with no link to its recipient.

5. Appropriate Physical Touch 

How To Communicate

This language uses appropriate physical touch to demonstrate appreciation.

Actions To Take

Offer a high five, handshake, fist bump, or a pat on the back when acknowledging someone for a great job. These spontaneous displays of celebration help build positive work-based relationships.

Things To Avoid

Personal boundaries are important to keep in mind with this language of appreciation, so avoid unwanted touch.

Bringing It All Together

In the workplace, effectively communicating authentic appreciation and encouragement isn’t one-size-fits-all, nor is it restricted to a single language of appreciation. The best way to express your gratitude in the workplace starts with asking others their preferences so you can better relate to one other and deepen your relationships.

*Curious about your love language? For a fun diversion, take the Buzzfeed quiz here.

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

I’m a social media ghostwriter who helps leaders craft their stories to communicate and connect better. As a former branding consultant, my role is to make it easier for my clients to share their unique talents and insights on a consistent basis, magnifying both their reach and impact. Throughout my career, I’ve attracted people eager to tell their tales of transformation. I’ve been a professional storyteller who helped my clients share their stories in a clear and engaging manner, and thus better connect with their intended audiences. Or, as my tagline long said, “People tell me things; I write their stories.” I’m also a frequent speaker, and co-author with Bruce Kasanoff of “I Am: Escape Distractions, Unlock Your Imagination & Unleash Your Potential.”

Source: How To Best Communicate Your Appreciation In The Workplace

36.2K subscribers
Clear communication in the workplace is a valuable skill. Get the Free Download pdf Quick Guide to Professional Communication Skills: http://www.communicationskillscoach.c… Full List: 1. Concise Communication: https://www.youtube.com/watch?v=9DLWN… 2. Clear Communication: https://www.youtube.com/watch?v=hCGJv… 3. Listening Skills: https://www.youtube.com/watch?v=iWPkH… 4. Positive Relationships: https://www.youtube.com/watch?v=p8Wq6… 5. Collaborative Problem Solving: https://www.youtube.com/watch?v=qp0EE… Get the Free Download pdf Quick Guide to Professional Communication Skills: http://www.communicationskillscoach.c… #communicationskills Communication Coach, this channel, helps rising leaders like you increase your impact and lead your teams with more excellence. The channel focuses on communication skills for leaders, presentation skills, group and team skills, and conversation skills. If you’re looking for self-pace communication skills training, this is the channel for you.

 

 

The 10+ Most Important Job Skills Every Company Will Be Looking For In 2020

As the world evolves to embrace the 4th industrial revolution, our workplaces are changing. Just as other industrial revolutions transformed the skillset and experience required from the workforce, we can expect the same from this revolution. Only five years from now, 35 percent of the skills seen as essential today will change according to the World Economic Forum. While we’re not able to predict the future, yet, here are the ten most important job skills (plus a bonus one) every company will be looking for in 2020.

1.  Data Literacy

Data has become every organization’s most important asset—the “fuel” of the 4th industrial revolution. Companies that don’t use that fuel to drive their success will inevitably fall behind. So, to make data valuable, organizations must employ individuals who have data literacy and the skills to turn the data into business value.

2.  Critical Thinking

There’s no shortage of information and data, but individuals with the ability to discern what information is trustworthy among the abundant mix of misinformation such as fakes news, deep fakes, propaganda, and more will be critical to an organization’s success. Critical thinking doesn’t imply being negative; it’s about being able to objectively evaluate information and how it should be used or even if it should be trusted by an organization. Employees who are open-minded, yet able to judge the quality of information inundating us will be valued.

3.  Tech Savviness

Today In: Innovation

Technical skills will be required by employees doing just about every job since digital tools will be commonplace as the 4th industrial revolution impacts every industry. Artificial intelligence, Internet of Things, virtual and augmented reality, robotics, blockchain, and more will become a part of every worker’s everyday experience, whether the workplace is a factory or law firm. So, not only do people need to be comfortable around these tools, they will need to develop skills to work with them. Awareness of these technologies and relevant technical skills will be required for every job from a hairstylist to an accountant and everything in between.

4.  Adaptability and Flexibility

As quickly as the world is changing, the half-life of skills is constantly reducing. Therefore, people need to commit to learning new skills throughout their careers and know they must be adaptable to change. Important to this is understanding that what worked yesterday isn’t necessarily the best strategy for tomorrow, so openness to unlearning skills is also important. Additionally, people must be cognitively flexible to new ideas and ways of doing things.

5.  Creativity

Regardless of how many machines work beside us, humans are still better at creativity. It’s essential that creative humans are employed by companies to invent, imagine something new and dream up a better tomorrow. Tomorrow’s workplaces will demand new ways of thinking, and human creativity is critical to moving forward.

6.  Emotional Intelligence (EQ)

Another area where humans have the edge on machines is with emotional intelligence—our ability to be aware of, control, and express our emotions and the emotions of others. This ability will be important as long as there are humans in the workforce since it impacts every interaction we have with one another.

7.  Cultural Intelligence and Diversity

Organizations are increasingly diverse, and effective employees must be able to respect differences and work with people of a different race, religion, age, gender, or sexual orientation. Also, businesses are increasingly operating across international boundaries, which means it is important that employees are sensitive to other cultures, languages, political, and religious beliefs. Employees with strong cultural intelligence and who can adapt to others who might perceive the world differently are also key in developing more inclusive products and services for an organization.

8.  Leadership Skills

Leadership skills will be paramount for not only those at the top of a traditional corporate hierarchy but increasingly for those individuals throughout the company who are expected to lead in the 4th industrial revolution. Enabled by the support of machines, there will be more individuals who are in decision-making positions, whether leading project teams or departments. Understanding how to bring out the best in and inspire every individual within a diverse and distributed workforce requires strong leadership skills.

9.  Judgment and Complex Decision Making

Machines might be able to analyze data at a speed, and depth humans are incapable of, but many decisions regarding what to do with the information provided by machines must be still made by humans. Humans with the ability to take input from the data while considering how decisions can impact the broader community, including effects on human sensibilities such as morale, are important members of the team. So, even if the data support one decision, a human needs to step in to think about how a decision could impact other areas of the business, including its people.

10. Collaboration

When companies are looking to hire humans in the 4th industrial revolution, skills that are uniquely human such as collaboration and strong interpersonal skills will be emphasized. They will want employees on their team who can interact well with others and help drive the company forward collectively.

BONUS: In addition to the skills listed above that every company will be looking for in the 4th industrial revolution, there are several self-management skills that will make people more successful in the future, including self-motivation, prioritization/time management, stress management and the ability to embrace and celebrate change. Those people who have a growth mindset, are adept at experimenting and learning from mistakes, as well as have a sense of curiosity will be highly coveted in the 4th industrial revolution.

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

Bernard Marr is an internationally best-selling author, popular keynote speaker, futurist, and a strategic business & technology advisor to governments and companies. He helps organisations improve their business performance, use data more intelligently, and understand the implications of new technologies such as artificial intelligence, big data, blockchains, and the Internet of Things. Why don’t you connect with Bernard on Twitter (@bernardmarr), LinkedIn (https://uk.linkedin.com/in/bernardmarr) or instagram (bernard.marr)?

Source: The 10+ Most Important Job Skills Every Company Will Be Looking For In 2020

203K subscribers
5 Things Your Resume MUST HAVE To Get More Job Interviews: https://youtu.be/WATpBoVprRk J.T. Free Job Search Resource: https://www.workitdaily.com/why-shut-… Get hired faster by working with our team of experts. Learn more here: https://www.workitdaily.com/pricing/ Showcasing the right skill sets is essential when you’re on the hunt for a job. If you want to stand out in the hiring process, you need to consider other skills that can give you an advantage over the competition. Here are some skill sets that can give you a “leg up” in the hiring process (even if they don’t directly relate to the job to which you’re applying): 1. Experience With Relevant Technologies Do you have experience with any programs, applications, software, or other technologies that relate to your field? Be sure to emphasize them on your resume and LinkedIn profile, especially if they’re listed in the job description. 2. Fluency In A Foreign Languages If you speak another language, make sure you showcase it! Although most jobs don’t require fluency in other languages, it’s not a bad thing to add to your resume or LinkedIn profile. In fact, it can actually give you bonus points because there are so many people who aren’t fluent in other languages. 3. Customer Service Skills It doesn’t matter if you were a server at a restaurant, a customer service representative, or a retail associate, if you dealt with customers in the past, you likely developed some good customer service skills. The ability to work with people is such a valuable skill set. Even if you won’t be working directly with customers in the role to which you’re applying, these people skills you’ve developed can help you work with colleagues and navigate tricky situations in the workplace. These are just a few things you can do that can give you a leg up in the hiring process. However, there could be things you’re doing that are holding you back… To get insight into what these are and how to fix them, be sure to check out my free resource here: Thousands of other professionals have found this helpful, so be sure to check it out. Free Tutorial: https://www.workitdaily.com/why-shut-… And, if you want J.T. and her team to help you become a pro at interviewing, negotiating and more, then you need to check out our career support platform. Want to learn more about our affordable Premium Subscription? Learn more here: https://www.workitdaily.com/pricing/ Follow Work It Daily: https://www.workitdaily.com/ https://twitter.com/workitdaily?lang=en https://www.facebook.com/groups/WorkIhttps://www.facebook.com/WorkItDaily/ #JobSearch #JobSearchTips #Resume

Why These 2 Criteria Will Help You Choose Your Next Job More Wisely

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

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The majority of working people, by their own admission, do not feel fully challenged by their current jobs. If you find yourself in that position, you may want to consider a new career path. It can be scary, but hopefully, with some guidance, that decision will become more within your reach. Discover the 5 Reasons Why Most Don’t Become Wealthy: http://bit.ly/2bd24Re “Selecting your major definite purpose in life is the starting point of personal greatness.” @BrianTracy (Tweet this: http://ctt.ec/Q7YW4) ___________________ Learn more: Subscribe to my channel for free offers, tips and more! YouTube: http://ow.ly/ScHSb Facebook: http://www.facebook.com/BrianTracyPage Twitter: http://www.twitter.com/BrianTracy Google+: +BrianTracyOfficialPage Pinterest: http://www.pinterest.com/BrianTracy Instagram: @TheBrianTracy Blog: http://bit.ly/1rc4hlg

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

Ten Things Never, Ever To Do Unless You’re Getting Paid

Dear Liz,

I read your columns, but I still struggle to take your advice.

I left my job in December because they cut my hours.

My boss’s boss reached out to me in January and asked me if I wanted him to introduce me to a guy he knows who has a company here in town.

I said, sure! I was flattered. I got a call from the guy who owns the company, “Martin,” the next day.

Martin wanted to have coffee and talk about his need for a new project manager in his company.

We had coffee. It was a great meeting. We were at the coffee shop for two hours. When we left the coffee shop, Martin said, “Let’s try to put something together next week.”

I sent Martin a thank-you email message right away. Three days later, I heard from his admin “Becky.” She asked me to come to the office the following day. I did.

That was a three-hour meeting with Martin and two of his Project Managers. It was another great meeting. I asked Martin, “Is this a full-time position, or a contract?” and Martin said they weren’t sure yet.

A week went by. I heard from Becky. They said they wanted me to come in and work for half a day. I wrote back to ask, “How does that work in terms of your payroll?”

Becky said, “I don’t know. Just come in on Friday and we’ll figure it out.”

I did. I worked a half day last Friday. There was a planning meeting and I sat in on that, I asked good questions and everybody seemed to be glad I was there.

Around 10:30 in the morning I asked Becky, “How will I get paid for today’s work?” She said, “Let me find out.” She disappeared. After 45 minutes she came back and said, “We’ll pay you for this half day once you’re on the payroll.”

That was two weeks ago. I haven’t heard a word from the company since then.

I’ve left email and voicemail messages. I just got a voicemail message ten minutes ago from Becky. She said they want me to come back next week and work on a “small project.” When will these people hire me? Or are they just stringing me along? What should I do?

Also, Liz, what steps did I miss? I feel that I should have been more assertive, but how?

Thanks!

Malinda

Dear Malinda,

When Becky said she wasn’t sure how you would get paid for your half day of work on Friday, your next step was to ask her to figure that out and get back to you (in writing).

You can’t agree to take a consulting engagement before you’ve settled on the business terms.

You cannot agree to work for free again and let them pay you “once you’re on the payroll.” What if you never get on the payroll?

Now you have a new opportunity to straighten things out. You can call Martin directly, and tell him that you were happy to jump in two weeks ago and participate in the planning meeting. Tell him that you’re looking forward to firming things up so you can come back again next week.

You cannot go back in there without a job offer or a legal contract. Right now, you are working for free. Don’t dig an even deeper hole for yourself (and lower your perceived value) by working for free again!

Here are 10 things never, ever to do for free:

1. Sit in a staff meeting or show up at work like a person who is employed by the company. If they want you to do that, they can either hire you onto the payroll or hire you as a one-day or half-day consultant at an agreed-upon rate.

2. Create a marketing plan, website copy or any other type of deliverable just because you’re a nice person. I understand that you may have to donate some work time to let them see how smart you are. Limit that donation to one hour of your time. No marketing plan ever took just an hour to write!

3. Interview candidates or sit in on interviews.

4. Visit clients or prospective clients, work the booth at a trade show or participate in a virtual client meeting.

5. Travel on behalf of the company.

6. Develop a training program, Power Point presentation (beyond the one-hour limit) or otherwise teach what you know. They may never hire you or anyone else. They may schedule a whole week of dog-and-pony shows just to get free ideas from job candidates.

7. Interview more than three times.

8. Solve the company’s biggest problem in detail. If they ask you do this, tell them, “I’d love to dive into that project if you’re ready to formalize our relationship with an offer letter or consulting agreement.” Tell them how you would step into the project — not what your conclusions are likely to be.

9. Give up your personal contacts.

10. Take phone calls from your hiring manager or others in the company who simply want to pick your brain. Politely guide them back to the topic at hand, which is the current job opening they are interviewing you for (and the status of your candidacy).

Here’s a script to guide you:

RRRRRRING!

You: Malinda Smith!

Them: Hi, Malinda! This is Greg from Itchy Systems. We met last week. I wanted to talk with you for just a minute about your thoughts on a client issue, if you have a second.

You: Hi, Greg! That sounds great. Listen, where are we in the recruiting pipeline? I’ve lost track. Is there an offer letter on its way to me? I’d love to help you, of course. If we’re coworkers, then we’re in great shape.

Them: I, uh, umm, I don’t know. I think you still have to meet with a few more people here.

You: Oh, OK — thanks for that info! That sounds good. I’ll wait to hear from HR in that case. Maybe you and I can talk once that’s all settled.

Them: I just need a little of your time now —

You: I understand Greg and I’d love to talk, but it’s not appropriate — I don’t work for the company yet. Maybe there are wires crossed somewhere or the process is just winding its way through. If you want to find out and have somebody contact me, I could even call you back once everything is official.

Them: Er — OK.

Nobody ever got a great job by hoping against hope that the company would do the right thing while keeping their mouth shut and tolerating every type of disrespect thrown at them.

The only way you will clarify whether they really need you or whether they’re just taking advantage of you is to call them on it. Set a boundary. You are a professional. It’s time to speak up!

Mother Nature desperately wants you to learn this lesson now. You’re ready for it. Go ahead and take the next step!

Yours,

Liz

Follow me on LinkedIn.

I was a Fortune 500 HR SVP for 10 million years, but I was an opera singer before I ever heard the term HR. The higher I got in the corporate world, the more operatic the action became. I started writing about the workplace for the Chicago Sun-Times in 1997. Now I write for LinkedIn and Forbes.com and lead the worldwide Human Workplace movement to reinvent work for people. My book Reinvention Roadmap: Break the Rules to Get the Job You Want and Career You Deserve is here: amzn.to/2gK7BR7

Source: Ten Things Never, Ever To Do — Unless You’re Getting Paid

https://www.sbmoneytips.com/

How to Create a Winning Startup Culture

Some time back, in my infographic on 51 Business Mistakes that most Entrepreneurs Make, I had outlined that one of the biggest mistakes is that you do not give any thought as to what you consider would be a great startup culture. And, without good policies or HR to keep things in check, the startup begins to develop a toxic business culture.

You will find this problem in businesses in Japan a lot. The Japanese culture is that people should work harder and if any employee goes home early, or finishes his work faster than the other, they usually get snitched on to their bosses by their co-workers. Since, you are growing a startup, you may want to avoid all these hullabaloo as time is limited and money is precious. Your workforce is your primary foundation and you want to build it strong as everything else you do is going to be supported by your employees.

Therefore, here is what you do to streamline the company’s functions and develop a strong and great company culture:

Step #1. What are the values that you hold dear and want to be reflected by your startup?

Yeah, you are the boss, you are the man of the show. Since you run the startup, you need it to reflect the type of entrepreneur you are and the entrepreneurial qualities you have as best as possible. That way, you can run it better!

So, ask yourself, what quality do you want for your startup to be its brand identity? It can be anything. For example – if you think hustle is the best quality of a startup (although, I disagree), it can be – “being the hardest worker in the room”, or if you want your employees to have a quality personal life, it can be something else.

Now, when you have landed on some values which you hold dear, make sure everybody in your business knows it – the employees, your partners, the directors and even the janitors!

Step #2. Make Sure Employees (Both Present and Future) Reflect those Ideals

If all you look at when hiring employees is whether they have the requisite skills or not, then you could be doing a grave mistake. Studies have proven that employees who are not a cultural fit with your business shall not work their best.

Heck, they can even become toxic in nature and do more harm to your company culture than good. Suppose you have an open-door policy wherein any employee can talk to you directly; however a mid-level executive doesn’t want that and shouts at and harasses his juniors for going to you without passing through him first – what do you think is going to happen?

Your startup culture will be in-operational for just one worker and can hinder performance among all your employees. That’s why mistake #1 in my post on business mistakes showed that you need a good HR even if your business is new. An HR has relevant skills and expertise in hiring the best workers so that can be a breather for you and help your business focus on, where it is truly necessary.

Step #3. Make Sure Everyone’s Voice is Heard

In order to truly know whether every employee is resonating according to your business ideals, you have to make sure that the voice of employees at even the lowest level is heard. That way, you can be sure the startup culture has truly sunk in.

In order to create a culture that actually motivates the employees, you also have to make sure that they understand that their voice matters and that if they have any grievances to tell or advices to offer, it has a good chance to be acted upon.

Also, this step that is to make everybody’s voice heard should not be made only in a vertical direction that is only from down to the top; rather it should be made laterally. Colleagues should know what their teammates think and feel.

That way, it can promote good communication and the workplace is going to remain energized. You need to also support lateral feedback even if means you have to go above and out of what you should be doing.

Step #4. Give Feedback

Now, the above step will be quite redundant without this process in place. Your employees will stop saying what they feel if they believe that what they say will not be acted upon. Therefore, you have to be proactive in giving feedback to employees. Show them that their work counts and learn to motivate them. Hold interactive sessions, talk one-on-one with employees who have addressed their grievances to you and also share your thoughts on any input they have given.

That way, you actually know whether your company culture is striving or whether the employees have just put up a facade to please you. Now, an even more important point – there will always be some employees who go against the company culture or even rebel against them.

There are three ways to handle them which you must note and be careful of:

  1. Firstly, by providing gentle feedback about how you want things to be and remain in your business. This works against employees who unknowingly have strayed from the path and need just a gentle pat to return back on track. For example, if you have a company  culture on wearing formal attire and being extremely disciplined but you see a guy who is trying to break free, because he feels the clothes are very restrictive, you can guide him to a middle path.
  2. Secondly, by actively supporting him in his endeavour. You know, some people are really creative and can’t be bounded. While, it can do a lot of damage to your company culture, if you feel that the guy has got a lot to offer, you can let him be a wild horse. This usually applies to some very creative overachievers. These guys are usually rebels and if they don’t actually harm the way other employees do their work, it is best to keep them and encourage their habits! Seems rather odd, right!?
  3. Lastly, by firing him. Some people just poison the company culture. Toxic employees who are constantly fighting their peers or are late in finishing their work almost always need to be eradicated or else you risk the chance of demotivating your other employees.

While, it looks rather simple, it is the simple things that have the most effectiveness. Executing these principles at your startup can be the separating factor from just a startup and a startup with a workforce who are optimized to win!

By:

Source: How to Create a Winning Startup Culture

 

22 Ways To Completely Ruin Any Chance Of Succeeding In Your Interview

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You always read about what you ought to do in an interview. I thought it might be even more helpful to share some blunders that you should avoid throughout the interview process. If you do engage in these actions, I can guarantee that you’ll epically fail and enrage the interviewers. You’ll probably also be barred from ever interviewing there again.

  • Offer available times to interview that are solely convenient for you. You don’t care if its burdensome to the interviewers, as it’s all about you.
  • If it turns out that the time you confirmed is now inconvenient for you, cancel the meeting minutes before the interview is scheduled to start.
  • Show up late to the interview. Compound this by not offering any apologies as to why you’re late or asking forgiveness for making them wait 30 minutes for you.
  • As you arrive tardy, you are holding a Starbucks coffee and loudly slurping it in front of everyone.
  • It’s August in New York City and about 100 degrees on the trains. You don’t find it important to go to the bathroom and get freshened up—you just arrive disheveled and offer a sopping wet handshake.
  • Of course, you don’t have to bring a résumé or business card.
  • You call the hiring manager by the wrong name twice, after she has has already corrected you.
  • Your phone rings and your ringtone is a gangster rap song filled with profanity and inappropriate lyrics. You answer the call and put up your index finger, signaling the universal “I’ll be with you in a minute” sign. You then follow up with a “shush” when they’re talking too loudly and interfering with your call.  In fact, you look annoyed at them for looking annoyed at you.
  • As the interviewer asks questions, you look bored and apathetic—trying to play hard to get.
  • You provide answers to a question that wasn’t asked. When corrected, you admit that you weren’t paying attention to the question. In this moment, you think the interviewer will value your honesty.
  • Instead of giving concise answers, you try being different by offering awkwardly long and meandering soliloquies that confuse and annoy everyone.
  • You talk trash about your former employer and co-workers. You think they will love hearing about how terrible their competitors are and appreciate the juicy gossip.
  • You ask if it’s okay to date the boss, as you’ve done so in the past.
  • Before anything else, you demand to know the salary, bonus, where your office is located and how much vacation time and sick days you get, as well as other perks.
  • You are rude and dismissive to the receptionist in the lobby when she doesn’t let you in right away. You let her know important people are expecting you.
  • You take copious notes while everyone is talking and don’t look up at all while you are writing.
  • In the middle of the interview, while they are in the midst of asking you a question, interrupt precipitously and tell them you have a hard stop and need to go to another interview, which you’re already late for.
  • When the interviewer asks you a question, you sigh in annoyance and inquire, “Didn’t you read my résumé?”
  • You either avoid all eye contact or stare directly into their eyes for the entire duration of the interview.
  • If you’re bored, you fiddle with the objects on the interviewer’s desk and distractedly look around the room.
  • You constantly interrupt the interviewer with nonsensical questions.
  • Wrap up the interview by asking, “Are you going to give me an offer or what?”

While it may sound like I am exaggerating with these gaffes to humor you and make a point, you would be surprised to know that these are all real-life instances that I’ve encountered as an executive recruiter and hiring manager for my own team. I can tell you firsthand, if you exhibit any of these behaviors, I can assure you that you’ll totally flounder and sabotage your own chances of attaining a new job.

 

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: https://www.forbes.com/

 

If Your Work Lacks Purpose, Make It More Meaningful Through Job Crafting

We spend the vast majority of our waking hours at work. Given just how much time, energy and effort we expend in our jobs, it’s reasonable to want to hold one that offers us a sense of purpose and meaning.

You should strive to pursue a job or career that offers the chance to be challenged. Pursue work that is meaningful, intellectually challenging and spiritually rewarding. Find a job that enables you to help others, promotes positive change and serves a higher purpose. You want to ensure that your work is aligned with your core values and principles and could possibly make the world a better place.

I understand that these are lofty, aspirational goals. It is rare to find work that offers a sense of purpose. In fact, it’s more likely that your job won’t offer intrinsic, meaningful rewards. You may enjoy the fact that your job is associated with a social status that people find impressive or that it helps you earn a nice living, but somehow, you still feel that something is missing.

If you feel that there is a lack of purpose in your career, you can choose to make a change.

This change does not require you to seek out an entirely new role at a different company, especially given the current job climate. Although the U.S. has record-high employment, the trends that we are seeing play out in hiring now are not conducive to favorable outcomes for prospective job seekers. In fact, badly mistreating job seekers has become commonplace 

Instead of taking grave risks by walking away from your current employer, you can simply make waves by crafting your job to find optimal meaningfulness—the degree of significance an employee believes their work possesses. Job crafting is the process of redefining and reimagining your job design—tasks and relationships assigned to one person in an organization—to foster job satisfaction and bolster employee engagement and performance.

As you aim to redefine your purpose within the company, you should focus on your motives, strengths and passions to help you get there. What energizes you? What exhausts you? To add personal touches to your work, visualize your job, lay out its components and reframe them to better suit you.

You can start your journey with small incremental changes that add up over time. Here is what you should do now to start.

1. Recognize that, with any job, there will be monotonous unglamorous tasks. Even the CEO has to deal with canceled flights, late Ubers and surly underlings.

2. Accept that there will always be a certain percentage of responsibilities that may not change and focus on the things that you do have the power to change.

3. Ask to speak with your boss to discuss your goal of  job crafting, with respect to your responsibilities.

4. Work with your manager to create new responsibilities that provide you with purpose and meaning. Take proactive steps to redesign elements of what you do at work. For example:

  • If you are an accountant, you could suggest starting a unit that caters to charitable organizations.
  • If you are an attorney, you could request to do pro bono work to help immigrants.
  • If you are a stock broker, you could offer discounted advice to parents with college-bound students.

5. Offer to mentor junior staffers, or seek out a manager-level role to unlock your untapped potential.

6. Ask to attend meet-ups for people who are unemployed or seeking work, as you could offer career advice—or maybe you have a job for them.

7. Change your mindset regarding your responsibilities. If you are a janitor at a hospital, for example, try and see yourself in playing a role in curing people’s illnesses.

8. Delegate certain responsibilities that don’t fit your skill set and rob you of your enthusiasm, and ask for assignments that you feel are a better match.

9. If you are at a desk all day long and desire interaction with others, ask about opportunities to get out in front of clients.

10. If you feel overloaded with small tasks that take you away from the more important matters you enjoy, request to shift this work to a more junior-level staffer. You may have mastered your job and require more challenging assignments.

Companies stand to gain a lot by enabling job crafting within an organization. Employees are empowered by being awarded the reins to steer their own careers. Job crafting ensures employee retention and will elevate even the weakest of links by molding tasks to their strengths and passions.

Employees who execute job crafting often end up more engaged and fulfilled in their work lives, achieve higher levels of performance in their companies and obtain unrivaled personal gratification.

You will be viewed in a positive light—seen as engaged, re-energized, loyal and dedicated. Your boss will respect your desire to pursue new meaningful work. In a hot job market, management will welcome a person who desires to stay with the company and improve themselves. You could serve as an example for others to follow, thereby making additional employees feel empowered and dedicated to the company.

Ready for the next challenge? Tune in on August 7 for Day 8.

Miss a challenge? Click here for Day 6: Understand how you fit.

Follow me on Twitter or 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: If Your Work Lacks Purpose, Make It More Meaningful Through Job Crafting

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