career inspirations

7 Easy Ways To Seek Blogging Inspiration As a Coach

Are you seeking blogging inspiration to create content regularly? Blogging can be a fantastic tool to manage your content online, which results in organic traffic to grow your coaching business as a bonus if done right. As a coach, you can seek blogging inspiration easily using the following seven ideas. Assuming that you are willing to do the hard work and not afraid of sharing your why, how, and what.

1. Explore your inspiration.

It sounds simple, but many miss this easy and important source of endless blogging inspiration. If you are genuinely inspired, you should have more topics to blog about then you can handle.

The best use of blogging is to write down:

Why you do what you do ( your inspiration)
How you do what you do (your processes/tools)
What problem you solve (your solutions)

The immediate benefit of documenting the above helps you understand:

Do you really know your “why”?
Do you understand the details of how you do what you do?
Do you have the clarity of the problems which you are solving?

The more you write about these things, the more clarity you get about your why, how and what.

2. Practice focus.

I believe all ideas are great, usually. However, amazing things happen when you practice focus and pay attention to one thing or thought over a longer period of time.

Try it yourself to focus on any of the following aspect of your life over a longer period of time and see how it add value to your life.

Health. Paying regular attention to eating, exercising, and sleeping habits can improve your life significantly.
Family time. Lines are quite blurred between work and family time nowadays. Keeping an eye on this area daily can improve your work-life balance for good.
Work projects. Completing one project fully before jumping onto the next one can enhance your work quality immensely.
Finances. Focusing on finances can save you several unnecessary direct debits and missed investment opportunities.
Time off. Taking breaks without checking work communication is a superpower, which can be a game-changer to increase your focus and quality of life.

Similarly, blogging instantly becomes easy when you say no to everything and focus on your coaching inspiration. Mehdi’s weight lifting passion and focus helped him write over 25,000 words on a single page to explain a simple weight lifting exercise of how to do a bench press with proper form.

3. Clarify your blogging purpose.

A blog is an excellent tool for:

Managing your content online
Sharing your ideas and getting feedback
Creating a community around your passion
Establishing rapport by documenting your learnings
Promoting your coaching business

All or some of the above can be the purpose of your blog. Getting clear about your blogging purpose helps you seek blogging inspirations.

A clarity of blogging purpose help you:

Pick your minimum viable audience
Answer actual audience questions
Use language your audience uses
Write detailed and in-depth content
Create the best user experience

Do you have clarity for your blogging purpose? If yes, then it can be a great source of ongoing blogging inspirations.

4. Document your learning and experiences.

Business blogging isn’t writing.

Most people don’t search to read. They search to find solutions to their problems. A blog enables you to solve their problems using text, images, audio, and video. The better you solve your tribe’s problems, the more traction generally you’ll get online.

The more disciplined you get at documenting your day-to-day learnings, experiences, and solutions you offer to your customers, the less blogging inspiration you’ll need to seek.

Gary Vaynerchuk, who is a big advocate of “document, don’t create” content creation strategy, has a camera crew, which follows him around to record everything he does daily. The Kardashians are another great example of documenting their life.

5. Be curious.

Some say that you don’t seek inspiration; instead, it is the by-product of curiosity. Aim for continuous improvement. Measuring backwards, instead of stressing out by staring at your ultimate big goal really help to reduce the daily stress level.

How can I improve blogging 1 percent better than yesterday?

Asking this question to yourself daily can lead to amazing progress over time, and also lead to several blogging ideas to document. You can ask this question regarding all aspects of blogging to reap the benefit of compounding.

Imagine how improving 1 percent daily in all blogging areas can help you grow your coaching business over a year?

Keyword research
Post idea
Title selection
Post plot
Formatting
Sources
Images

British cyclists’ fate changed one day in 2003 when Brailsford had been hired to put British Cycling on a new trajectory. Following this 1 percent improvement in every aspect of cycling took struggling British Cycling team to dominate the road.

During 2007 to 2017, British cyclists won 178 world championships and 66 Olympic or Paralympic gold medals and captured five Tour de France victories widely regarded as the most successful run in cycling history.

6. Answer support emails.

If you are already in business, answer support emails for a day. Your customer requests and questions can be the most useful blogging topics.

It will also help you build your frequently asked questions & answers collection, which will:

Save you time on answering the same questions repeatedly
Improve the speed & quality of your customer support
Increase your blog’s chances of getting traction in search engines

This is an easy way to seek blogging inspiration and improve your coaching services.

7. Start now and optimize later.

Don’t compare yourself with those who are years ahead of yourself. Your favourite blogger’s first blog post likely wasn’t as impressive as they are today. Be kind to yourself and write often. There is no other way to get better at writing than start writing and publishing often.

Our creative writing abilities are trainable and can be improved with regular practice. Therefore, don’t wait and start your blogging journey today.

By: Rana Shahbaz Entrepreneur Leadership Network VIP

Allison Lindstrom

Enrollment for Blogging to Win ends soon! https://www.bloggingtowin.com/ If I could go back in time, I would give myself a lot of advice before starting a blog. While there are tough days that come with the job, the benefits of blogging far outweigh the negatives. So today’s video is to give you that “light at the end of the tunnel” perspective for what can happen if you just hang in there. Here are 7 unexpected things that happen when you create a successful blogging business! | 7 Key Benefits of Successful Blogging | Inspiration for New Bloggers Passive income story where I earned $1,300 in one day. https://allisonlindstrom.com/blog/pas… 🎥🎥🎥 FREE LESSON: What Should You Create & Sell on Your Blog? https://allisonlindstrom.com/what-sho… 🎥🎥🎥 FREE LESSON: Prepare An Overall Plan for Your Blogging Business https://allisonlindstrom.com/prepare-… 🎥🎥🎥 FREE LESSON: Q&A Session- Using Video to Grow Your Blog https://allisonlindstrom.com/qa-sessi… 🎥🎥🎥 FREE BLOG COURSE https://allisonlindstrom.com/blogging… 💥💥💥ALLISON LINDSTROM’S WEBSITES, ETC.💥💥💥 Blogging Course: https://www.bloggingtowin.com/ Blogging Membership Club: https://www.bloggingbusinessclub.com/ Blog: https://allisonlindstrom.com Instagram: https://www.instagram.com/allilindstrom/ Facebook Group: https://www.facebook.com/groups/17759… Subscribe to her YouTube channel here: https://www.youtube.com/channel/UCCYg… 💥💥💥DISCLAIMER💥💥💥 Some of the links in this description may be affiliate links, which means I will receive a small commission at NO ADDITIONAL cost to you if you decide to purchase something. But girl, I don’t recommend anything I don’t love so no worries about that! 💥💥💥VIDEO GEAR USED💥💥💥 Camera & Lens http://amzn.to/2wKvaF1 External Hard Drive: http://amzn.to/2xwz5DT Microphone: http://amzn.to/2xq3iCR Tripod: http://amzn.to/2xx23DV Remote: http://amzn.to/2j4X9r7 Webcam (webinar replays): http://amzn.to/2jrMByM Lights: https://amzn.to/2XB5If4 (similar) Software: iMovie or Adobe Premiere Pro 💥💥💥CONTACT INFO💥💥💥 I genuinely wish I could reply to everyone’s lovely messages! However, I no longer respond to personal emails and am only able to provide 1:1 feedback and brainstorm sessions in the Blogging Business Club community, which you can join here. https://www.bloggingbusinessclub.com/

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The Future Of Jobs And Education

The world of work has been changing for some time, with an end to the idea of jobs for life and the onset of the gig economy. But just as in every other field where digital transformation is ongoing, the events of 2020 have accelerated the pace of this change dramatically.

The International Labor Organization has estimated that almost 300 million jobs are at risk due to the coronavirus pandemic. Of those that are lost, almost 40% will not come back. According to research by the University of Chicago, they will be replaced by automation to get work done more safely and efficiently.

Particularly at risk are so-called “frontline” jobs – customer service, cashiers, retail assistant, and public transport being just a few examples. But no occupation or profession is entirely future proof. Thanks to artificial intelligence (AI) and machine learning (ML), even tasks previously reserved for highly trained doctors and lawyers – diagnosing illness from medical images, or reviewing legal case history, for example – can now be carried out by machines.

At the same time, the World Economic Forum, in its 2020 Future of Jobs report, finds that 94% of companies in the UK will accelerate the digitization of their operations as a result of the pandemic, and 91% are saying they will provide more flexibility around home or remote working.

PROMOTED

If you’re in education or training now, this creates a dilemma. Forget the old-fashioned concept of a “job for life,” which we all know is dead – but will the skills you’re learning now even still be relevant by the time you graduate?

One thing that’s sure is that we’re moving into an era where education is life-long. With today’s speed of change, there are fewer and fewer careers where you can expect the knowledge you pick up in school or university to see you through to retirement. MORE FOR YOUThese Are The World’s Best Employers 2020 The Value Of Resilient Leadership Employers Must Act Now To Mitigate The Impacts Of The Pandemic On Women’s Careers

All of this has created a perfect environment for online learning to boom. Rather than moving to a new city and dedicating several years to studying for a degree, it’s becoming increasingly common to simply log in from home and fit education around existing work and family responsibilities.

This fits with the vision of Jeff Maggioncalda, CEO of online learning platform Coursera. Coursera was launched in 2012 by a group of Stanford professors interested in using the internet to widen access to world-class educational content. Today, 76 million learners have taken 4,500 different courses from 150 universities, and the company is at the forefront of the wave of transformation spreading through education.

“The point I focus on,” he told me during our recent conversation, “is that the people who have the jobs that are going to be automated do not currently have the skills to get the new jobs that are going to be created.”

Without intervention, this could lead to an “everyone loses” scenario, where high levels of unemployment coincide with large numbers of vacancies going unfilled because businesses can’t find people with the necessary skills.

TURN 500$ INTO 2500$ IN ONE WEEK COMPLTELEY LEGITIMATE

The answer here is a rethink of education from the ground up, Maggioncalda says, and it’s an opinion that is widely shared. Another WEF statistic tells us 66% of employers say they are accelerating programs for upskilling employees to work with new technology and data.Models of education will change, too, as the needs of industry change. Coursera is preparing for this by creating new classes of qualification such as its Entry-Level Professional Certificates. Often provided directly by big employers, including Google and Facebook, these impart a grounding in the fundamentals needed to take on an entry-level position in a technical career, with the expectation that the student would go on to continue their education to degree level while working, through online courses, or accelerated on-campus semesters.

“The future of education is going to be much more flexible, modular, and online. Because people will not quit their job to go back to campus for two or three years to get a degree, they can’t afford to be out of the workplace that long and move their families. There’s going to be much more flexible, bite-sized modular certificate programs that add up to degrees, and it’s something people will experience over the course of their working careers,” says Maggioncalda.

All of this ties nicely with the growing requirements that industry has for workers that are able to continuously reskill and upskill to keep pace with technological change. It could lead to an end of the traditional model where our status as students expires as we pass into adulthood and employment.

Rather than simply graduating and waving goodbye to their colleges as they throw their mortarboards skywards, students could end up with life-long relationships with their preferred providers of education, paying a subscription to remain enrolled and able to continue their learning indefinitely.

“Because why wouldn’t the university want to be your lifelong learning partner?” Maggioncalda says.

“As the world changes, you have a community that you’re familiar with, and you can continue to go back and learn – and your degree is kind of never really done – you’re getting micro-credentials and rounding out your portfolio. This creates a great opportunity for higher education.”

Personally, I feel that this all points to an exciting future where barriers to education are broken down, and people are no longer blocked from studying by the fact they also need to hold down a job, or simply because they can’t afford to move away to start a university course.

With remote working increasingly common, factors such as where we happen to grow up, or where we want to settle and raise families, will no longer limit our aspirations for careers and education. This could lead to a “democratization of education,” with lower costs to the learner as employers willingly pick up the tab for those who show they can continually improve their skillsets.

As the world changes, education changes too. Austere school rooms and ivory-tower academia are relics of the last century. While formal qualifications and degrees aren’t likely to vanish any time soon, the way they are delivered in ten years’ time is likely to be vastly different than today, and ideas such as modular, lifelong learning, and entry-level certificates are a good indication of the direction things are heading.

You can watch my conversation with Jeff Maggioncalda in full, where among other topics, we also cover the impact of Covid-19 on building corporate cultures and the implications of the increasingly globalized, remote workforce. Follow me on Twitter or LinkedIn. Check out my website.

Bernard Marr

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)?

World Economic Forum

The Future of Jobs report maps the jobs and skills of the future, tracking the pace of change. It aims to shed light on the pandemic-related disruptions in 2020, contextualized within a longer history of economic cycles and the expected outlook for technology adoption, jobs and skills in the next five years. Learn more and read the report: wef.ch/futureofjobs2020 The World Economic Forum is the International Organization for Public-Private Cooperation. The Forum engages the foremost political, business, cultural and other leaders of society to shape global, regional and industry agendas. We believe that progress happens by bringing together people from all walks of life who have the drive and the influence to make positive change. World Economic Forum Website ► http://www.weforum.org/ Facebook ► https://www.facebook.com/worldeconomi… YouTube ► https://www.youtube.com/wef Instagram ► https://www.instagram.com/worldeconom… Twitter ► https://twitter.com/wef LinkedIn ► https://www.linkedin.com/company/worl… TikTok ► https://www.tiktok.com/@worldeconomic… Flipboard ► https://flipboard.com/@WEF #WorldEconomicForum

License

Creative Commons Attribution license (reuse allowed)

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

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.
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.
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.
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.
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.

Chris Westfall

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

Jobspeaker

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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.

Jack Kelly

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

Professor Heather Austin

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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

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’

TEDx Talks

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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

Tag: career inspirations