Lessons Learned From My 10 Step Jobs Program

Lessons Learned From My 10 Step Jobs ProgramLessons Learned From My 10 Step Jobs ProgramLessons Learned From My 10 Step Jobs ProgramBy Kathryn Troutman, Federal Career CoachI recently taught my Ten Steps to a Federal Job curriculum at Schofield Barracks, Hawaii. Here are the top lessons learned from that classPart 1 Ten Steps to a Federal JobI introduced the Tough Love concept about using the USAJOBS Builder in this class. I have looked at thousands of resumes for federal jobs and I have just lost my patience with the functional format, long bullet lists and big, huge blocks of text. I am telling everyone who is sincerely interested in a federal job, to fill out the USAJOBS builder. No arguments.A favorite activity in the resume writing class is writing a short list of your hats you wear at work. A transitioning military member wrote his hats as Operations Manager, Supervisor, Logistics Manager, and Researczu sich. I added two more hats Database Manager and Customer Services. This li st will become the future outline format resume that will be easy for HR to understand and will match a job announcement. He is ready to write his federal resume today for possible new career opportunities in the government in Oahu.Part 2 The Stars Are Lined Up For Military SpousesThis section was truly fascinating. I explained the interesting special hiring program for military spouses who are listed on their spouses PCS orders. This magic PCS order page can allow a spouse to get listed in a DOD job database that can result in getting hired above veterans and most others. The only jobseekers who can beat a spouse will be the priority placement program DOD employees who lost their jobs because of RIF. Getting into the database is challenging for several reasons Its hard to get the appointment with the HRO person to get registered on the database. Its hard to get a great score on the resume so that you can get great matches for DOD positions near your spouses base. But the Program S is intriguing and worth the complications.GREAT STORYA military spouse in the class volunteered her Program S Registration and story. Her registration reviewed her resume for 1720 job series and one option code of OAA, which is Office Automation. So, the scope of her resume score was very narrow. The total possible job series for a resume could be 5. The total possible Option Codes is 10. So, this young lady was taking advantage of less than 10% of the possible matches for her resume. She knows now that she can rewrite the resume, strengthen it, and go back to HRO and get a new and better score. This is a GREAT contribution to the class Ten Steps to a Federal Job Certification Program Join us in 2016This year, our program is better than ever, with new updated curriculum for a standardized approach to teaching federal job search information.In-Person DatesMarch 15 17, 2016 (Tues Thurs) Loyola College Graduate Center, Columbia, MDMay 24 26, 2016 (Tues Thurs) Fort Drum, NYJuly 2 6 28, 2016 (Tues Thurs) University of California, San Diego, CA Sep 13 15, 2016 (Tues Thurs) Loyola College Graduate Center, Columbia, MDWebinar DatesYou can also earn your certification by webinar.Next webinar series starts February 18Also upcoming dates starting the weeks of May 3 and August 9.Register nowmora information and registration

Recruitment And Employee Engagement at CLEARLINK

Recruitment And Employee Engagement at CLEARLINKRecruitment And Employee Engagement at CLEARLINKRecruitment And Employee Engagement at CLEARLINK Blaszczyk, Managing Editor, Resurce CenterIts rare that a website captures a companys brand while managing to be fun and engaging. Thats exactly what CLEARLINK, a Utah-cousined company that provides content and conversion services for top consumer brands, has accomplished.CLEARLINKs websitebreaks all the rules with a3-D navigational Rubix CubeAnd an interactive ping pong gameThese fun apps serve a serious function - simultaneously demonstratingCLEARLINKs creative vision whiledriving employee engagement and their recruitment strategy.In fact, the site plays a key role in their plans to more than double their current 300+ employee base by year-end.Surprisingly, the sites plan resulted from a crisis inhow to demonstrate the company brand. The solution, while simple, may strike fear into some CEOs allow employees to create much of the websites content and messaging.Lest you think this tactic can only work for cool companies with cool employees, read on to find out more about CLEARLINKs savvy recruitment strategies.Monster The site appears designed to accomplish multiple purposes.CLEARLINK We designed the site to speak to multiple audiences ur clients as well as potential employees.Recruiting really is and was the primary purpose, though.What were after are big brains, as we call them - the creative minds that will help us achieve our growth goals.We wanted to embrace transparency, letting candidates explore who we are instead of telling them on an About Us page.Monster Has this helped streamline CLEARLINKs recruitment process?CLEARLINKWe get endless feedback from our recruiting team about candidates referencing how our site alone made them want to join our team before they even entered our building.A big portion of our workforce is Gen Y - they want to be part of something unique and authentic.The site sells the candida te on the company, reducing the burden on our recruiting team of pitching us to candidates. Candidates are already bought-in to our culture and picture themselves on our team before they set foot in the building.MonsterThe Employee Referral program offers cash incentives and accounts for over 75% of the companys new hires by existing employees.What about the remaining 25%?CLEARLINKThe downside of employee referrals is the lack of volume control.We can motivate our employees and keep the program top of mind, but we cant automatically turn the volume up when we need to urgently scale.We use a more controllable mix of local media and career portals like Monster.com to help fill positions quickly.MonsterThe Working in Utah 101 feature on the website includes a Top Ten list of reasons to live and work in Utah. What portion of CLEARLINK employees are from out of state?CLEARLINKWere just now at a point that recruiting out of state candidates is becoming a bigger part of our strategy.In fac t, our last three corporate hires have come from out of state companies like Google, Netflix, and TaylorMade.Monster This area of the site includes short job descriptions.Why include these?CLEARLINKWeve revised our job description format a few times over the past year to find the balance that shows our company culture and personality without scaring off professionals with our informality.Monster The Top 10 Reasons to Work Here graphic is very cool - it both demonstrates the companys design prowess while presenting employee feedback in a very fun way.CLEARLINKWe actually started this page with a witty top ten list created by our copywriting team, but it didnt feel authentic. We switched gears and asked our employees what they love about working here.They brought authenticity to this piece and the design needed to match their exceptional comments.Its also consistent with the content thats being posted real-time on our company Facebook pagePeople always ask us how we get our employees to say such great things about us on our site and FB profile, but we really dont try.Our efforts go into their daily interactions with the company and how we make them feel about themselves and their work.MonsterAny suggestions for companies who want to freshen up their company website? How do they best start?CLEARLINKStart with your employees Avoid the urge to sit down with the executive team and map out the website.The executive level perspective of what the company is and means to its employees is sometimes skewed. Plus, employees feel some level of ownership and pride of the site when they play a role in developing it.

Heres What You Missed At Glassdoors Biggest Event of the Year

Heres What You Missed At Glassdoors Biggest Event of the YearHeres What You Missed At Glassdoors Biggest Event of the Year Its no secret that attracting qualified candidates is a huge pain point for recruiters. But the good news is that today, theres an unprecedented amount of information on companies out there - and the best candidates are using that information to self-select into the right roles and organizations for them, ensuring success on both sides of the fence. But how exactly do you attract and retain those informed candidates?Thats exactly the question that Glassdoor Recruit - Glassdoors first-ever recruiting focused conference - set out to answer. Through a series of presentations, panels, workshops and more, Glassdoor Recruit shared invaluable information on how todays leading organizations can attract and retain informed candidates who will add to their culture and drive geschftliches miteinander results. Here are a few highlights from the event.G lassdoor CEO Robert Hohman opened Recruit by welcoming the over 7,000 guests and shedding some light on the state of the talent market today . While recruiters struggle with things like budget constraints, competing with compensation and benefits and knowing where to advertise jobs, Hohman shared that the number one challenge was attracting quality candidates, according to 75 percent of participants in a recent poll from Glassdoor and a leading third-party analyst firm.*Todays companies want candidates who are highly engaged, well-researched, and have the right expectations in other words, informed candidates. This isnt just important for filling open requisitions in the moment - survey participants agreed that informed candidates result in better retention, productivity, engagement, cooperation, and overall employee experience. So what can you do to bring those informed candidates into your company?The best way to create these connections with candidates is for you to make su re that your recruiting and employer brand positioning reflects your reality, Hohman said. Informed candidates are literally out there right now on Glassdoor researching your company the goal is to make sure that they understand what in your work is important and aligned with them.To share the secrets of how they attract informed candidates, representatives from T-Mobile, Bain & Company, Hubspot and Major League Baseball took the stage in a panel moderated by J.T. ODonnell, Founder & CEO of career advice site Work It Daily . They discussed some of the biggest challenges they face, ways they maximize efficiency in the recruiting process and how to address pointed questions.We found we were recruiting the same way for everybody, and that didnt work. You dont recruit technology and agile specialists in a gig economy the same way youd hire in volume for sales, or for care. We made a big move to embed our recruiters into our business units - they still are a part of our human resources kollektiv, but theyre part of the local human resources team rather than centrally run. - Martin Pisciotti, VP Employee Careers, T-MobileWorking with Bains deep expertise and advanced analytics - we call them the AAG team - we bring those data scientists in to help us find more efficient ways to screen resumes. At the very least, we can take the thousands that were getting in the front end and cull that down to the set that has the highest potential candidate source. - Keith Bevans, Partner, Global Head of Consultant Recruiting, Bain & CompanyWhat weve invested in is a lot more targeted content at every stage of the funnel, so if youre just visiting, we make it much more likely that youll convert. If youre checking us out and considering an offer, we try and make content part of the reason you actually choose Hubspot so you dont have to search for an employee who fits your profile or is dealing with similar challenges to you. We want you to find that readily and accessibly. - Katie Burke, Chief People Officer, HubSpotWeve now started trying to encourage department heads, depending on the type of job theyre looking to fill, to give candidates a real-life test about what they might have to do - give them a hypothetical and have them write a memo, or give them a fact pattern and ask, How would you conduct the investigation? for example. You can learn a lot from that. - Steven Gonzalez, Senior Vice President and Deputy General Counsel Labor & Human Resources, Major League BaseballIn a candid talk with the audience, United Airlines CEO Oscar Munoz - one of the Highest Rated CEOs for 2017 - dove deep into the challenges he faced early on, including low employee morale, a near-death experience and one particular PR storm involving the forcible removal of a passenger from an aircraft. Despite all that, employee sentiment has skyrocketed under Munoz, in turn driving record-breaking on-time performance and rising customer satisfaction scores.The key to pulling it off was stupid simple, Munoz said I just stopped and listened, and I listened intently Its easy to think that youre so smart, that you know whats wrong and you go fix that, but employees will say I wanted my oil changed, why did you give me new tires? When they know that theyve provided input, and that youve listened and learned from it and provided feedback, it makes a massive difference in the simple thing that I need in our business human interaction and human connection from that, weve built a pretty good dynamic that you see hopefully when you travel.As for what he hopes his legacy to be, Munoz shared Churchill said, It may be the end of the beginning, but we still have a long way to go. Flying 100 mio+ customers with 700 flights in the air at any point in time in the day, there are eventually going to be failures, so well continue to work on and fix that, and leave a culture of people really wanting to care about you.Next up was Glassdoor Chief Economist Dr. And rew Chamberlain , with concrete research on how employers can improve their candidate experience. This falls into four key bucketsOne of the best ways to encourage more employees to apply? Improving your Glassdoor reviews One study showed that candidates who saw positive reviews of a company were significantly more likely to apply than those who hadnt. Furthermore, negative reviews mean applicants want higher starting salaries to compensate.Treating candidates well is critical, but you cant go easy on them in the hiring process - Glassdoor research shows that more difficult interviews result in better employees. Be sure to move quickly, too - employers that take longer to hire get left behind.The top three factors that predict job satisfaction are career opportunities, quality of senior leaders and culture and values, all of which become increasingly important the longer employees stick around.Employees leave for three main reasons stagnating in a role too long, the company cultur e is better elsewhere or the pay is better elsewhere. Being aware of and acting on these criteria can help you keep employees around for the long haul.Its helpful to think about the candidate journey as a lifecycle model its a reminder to you that even after you hire great talent and you get them on board, youre not done. You still have to tend to the candidate journey and keep them engaged. Because if you dont, the big risk is ultimately, people will start looking around, they will look at the competition, and they will start a candidates journey somewhere else, Chamberlain shared.With so many studies showing that diverse workforces lead to innovation and improved business performance, its no wonder that todays employers are focused on attracting and retaining diverse talent. However, for many employers, its truly a challenge. Why is this the case? And what can employers learn from those who are leading in diversity and conclusion? Representatives from GoDaddy , Hyatt and The W ashington Post joined Glassdoor Editorial Director Amy Elisa Jackson to discuss the topic in depth.We dont want to hire a cohort of people and then have them come in and go, This is not the place for me - this is not the culture that I was sold by the recruiter, whatever that might be. So we wanted to make sure that it was definitely a place where they would feel included, they would feel like they could do the best work of their lives. - Katee Van Horn, Vice President, Engagement & Inclusion, GoDaddyWe started an outreach and partnerships program and this was part of our talent absatzwirtschaft strategy, in saying lets go and partner with the current leaders in the community - DC Web Women, Girls Who Code - and lets partner with them one-on-one, build that relationship, and then work with them to build experiences that bring that community together now we have hundreds of people coming together for an event, and were able to connect with them one-on-one and truly share our cu lture story. - Brenna Child, Head of Talent Management & Employer Branding, The Washington PostUntil we can talk about this issue, its not going to go away. When you walk in a room, people say, I dont see color but the reality is that I am who I am. Lets accept that and lets move on to something bigger and greater where we all add value. - Tyronne Stoudemire, Global Vice President of Diversity and Inclusion, HyattIf theres anyone who would be able to identify the secret sauce of amazing organizations, its Josh Bersin, Principal Researcher and Founder of Bersin by Deloitte , an HR-focused research and advisory firm founded in 2001. In his presentation, Bersin laid out the five keys he and his team have identified that make up a great company.Employees, especially millennials, increasingly need to find meaning in the work they do. But how can you create meaning? A few key factors include autonomy, selection to fit, small teams and time for slack.Managements role is to not only ru n the business, but to help employees realize their potential. Things like regular performance reviews, clear goal setting, coaching and feedback and leadership development all help employees thrive.Great workplaces lead to great work. Employers should focus on creating a flexible, humane work environment with open work spaces and an inclusive, diverse, recognition-rich culture.If employees are going to stick with an employer for the long term, they need to be able to see a career path for themselves within the company. Leaders can provide this by facilitating talent mobility, self and formal development, career growth among many paths and a high-impact learning culture.At the end of the day, culture truly is a top-down initiative. Rallying employees around a clear mission and purpose, investing in people, and communicating openly and transparently is a sure-fire way to earn employees trust.In the belastung formal sessions of the afternoon, attendees chose from three different hands -on learning labs.Led by Kimberlea Kozachenko, Senior Leader of Enterprise Culture & Development at ATB Financial , this lab explored how to use Glassdoor to bring in the candidates your organization needs. Among her tips be open and transparent so that informed candidates can truly find the job that fits their life, have recruitment innovation along with a solid process and finally, use analytics to measure and refine your efforts.Interviewers are brand ambassadors, and the interview has a direct reflection on your brand, said Rod Adams, US Talent Acquisition Leader at PricewaterhouseCoopers and leader of this break-out lab. One way to improve your employer brand through interviews timely interview processes. PwC was actually able to go from 6 days to schedule an interview to less than a day by using technology, such as video interviewing, to be more efficientMichelle Wagner-Knapp, SVP of People at Evernote and Allie Hall, Customer Success Engineer at Textio teamed up to prese nt their findings on what makes a successful job description. Hint the ideal job listing is between 600 and 700 words, avoids cliche terms like data-driven and stakeholders and favors short sentences and bullet points over lengthy paragraphs.Of course, no conference is complete without a party at the end of the day, and Glassdoor Recruit certainly wasnt an exception After a few parting words from CEO Robert Hohman, attendees got a option to unwind with cocktails, food and entertainment. Highlights included the photo booth full of props and confetti and the chance to hang out and network with new friends and connections.Between the knowledge-sharing, networking and fun, Glassdoor Recruit was one for the books. Didnt make it to the recruiting conference of the year? Keep an eye out for future events , and be sure to unlock your Free Employer Account to draw in informed candidates to your company- The Bosco (theboscofeed) September 19, 2017*Glassdoor Informed Candidate Survey, Aug ust 2017

A Comprehensive Work-from-Home Scams List

A Comprehensive Work-from-Home Scams ListA Comprehensive Work-from-Home Scams List4The following work-from-home scams list is comprised of job scams that have been around for years, as well as job scams that are newer and more complex. Some of the newer scams are well designed and are hard for even the most experienced job seekers to spot. If you are using job sites other than (where we work hard to ensure a scam-free experience) in your job search, this work-from-home scams list should help guide you away from anything questionable.Avoiding Job Scams A Comprehensive Work-from-Home Scams List for Job SeekersBranding ScamsBranding scams are becoming more popular and are created by copying a brand to trick job seekers into thinking they are the real company.Fake Identity/Copycat ScamsSimilar to branding scams, there are job scams where people or groups of people pose as a company despite the fact that they have NO affiliation. Read more about copycat job scams here.Paying for a JobIf y ou have to pay a startup fee or pay to be hired, more than likely the job is a scam. A legitimate job pays you, not the other way around.Text homilie/IM Job OffersTechnology has made it possible to connect with people, regardless of location. Some job scams send job opportunities through text message or instant message.Fake URLEach company has a unique domain name, but there are scams out there that use a companys name and include it in a generic URL. For instance.com (REAL) versus.jobsearch.com (FAKE).LinkedIn ProwlingSocial media, including LinkedIn, is huge for job searching and recruiting. While many legitimate recruiters make contact through LinkedIn and even sites like Twitter and Facebook, its important to research the recruiter and company before responding, because scammers use these platforms, too.Phishingschmelzglass, texts, phone calls, instant messages. You name it, and there is a phishing scam. If a job is requiring you to click a specific link or is asking for detaile d personal and financial information, its trying to collect your sensitive information for malicious use.Money MovementNot only is this a job scam, but it can land you in some legal hot water. There are no legitimate jobs that require you to receive money, keep a portion, and send the rest on.Package ProcessingSimilar to money movement, package processing could be borderline illegal, requiring you to receive, process, and send packages of which you have little knowledge.Envelope StuffingWhile sending out correspondence may be PART of a job, legitimate jobs do not have people sitting from home stuffing envelopes all day. Unfortunately, these scams rarely follow through with promised payments.Product AssemblyThese scams promise you work assembling various products for different companies. Often you have to pay for a list of companies looking for your assembly services. However, once you pay for the list, you rarely find the work you thought you would.Unsolicited Job OffersAs a job see ker, you should be keeping track of the jobs you apply for. This is especially helpful since one job scam involves receiving unsolicited job offers. If you havent applied for and interviewed for a job, dont accept the offer.No Verifiable InformationYou found your dream job, but upon further inspection you cant find ANYTHING about the company. If you cant verify a phone number, location, web address, employees, or social media channels, youre looking at a scam. Real companies will have some web presence.Large Salary and No WorkMake $10,000 a week and you only have to work one day Yeah, sure. Lets be real here. Work is work. To make money will require real time and real effort.Generic Job DescriptionJob descriptions are where companies are outlining an exact position. Generic job descriptions will have few details, probably be void of contact information, and will sound like you could do it in your sleep.Generic Email AddressVery rarely should you ever see a job offer come through fro m a personal email address such as Gmail, Yahoo, AOL, iCloud, or Outlook. Recruiters and other professionals will use their company emails to conduct business.Unfortunately, job scams feed off the desperate feelings most job seekers experience. And, because of this desperation and fear, many people fall victim to scams. Despite the need for a job, make sure to do your due diligence, even if it means taking more time in your search. In the end, it is better to be safe and protect your identity while job searching.Readers, which of the above job scams from the work-from-home scams list have you heard of? Have you even found a job scam during your search? Share with us below

The Chronicles of Resume Pronunciation

The Chronicles of Resume Pronunciation While you shouldnt assume that youve got the right pronunciation, obtaining a point of reference can be helpful. As is true with several nouns borrowed directly from Latin, theres often some confusion regarding the right way to form its plural. For instance, you could add your organization name or feature a contact name. The format employed in that document will be different slightly from the above mentioned outline. You probably did lots of things you need to highlight for a possible employer. At the close of the day, the number one reason a new employee doesnt work out is they never should have been hired in the first location, and the very best approach to make certain youre employing the proper people is to ensure youre screening out the incorrect ones early. You might also be interested in reading about the fundamental things to do to acquire work. Two people may write the exact same word, but the word will appear different. A si mple resume template is going to be your very best bet. Spend some time matching your qualifications to the job to make sure youre including the acceptable key terms and abilities. The absolute most important skill for the job that you are applying to should go first. Students may show great improvement in pronunciation should they have a gunst der stunde to watch the form of the mouth and lips as others speak. In the USA, the primary difference between a CV and a resume is the function of the documents. Objective Many regular resumes incorporate an objective as the very first section under the contact details. In some countries a cv is typically the very first item a prospective employer encounters concerning the job. A student CV or a CV for someone who is lite on expertise could possibly be an immense challenge. If you held more than 1 position for the very same employer, be certain you list each position separately so that your career growth is more noticeable. In a CV, for instance, if youre asking for work in education, you may want to set your teaching experience at the very top of your CV. Online at unterstellung tips to helping your homework isnt an exception. When it has to do with job search and career transition, the target of the resume is to secure you the interview. Our different CV format illustrations are able to help you choose the CV format you are able to utilize to make the ideal CV. Be aware that should you attempt to play another audio file before the former playback is finished, the prior playback is going to be stopped automatically, and the new audio is going to be played. Basically, accents affect pronunciation in a number of means. Perfect your pronunciation before going. Use the checklist to be sure you have included all appropriate data in your resume. Your name ought to be visible at a fast glance. The best resumes are targeted to a particular career objective. The remainder of the fields are wholly documented in PeopleSoft eRecruit PeopleBook. The Appeal of Resume Pronunciation On account of the widespread use and availability of computers, the resume has developed during the previous 20 years to be a document targeted for a particular intent. Generally, a procedure can have one of the next five states at a moment. It is basically a program in execution. In Fluid Candidate Gateway, it is represented by an activity guide. In america and Canada, theres a huge difference between a CV and a resume. These instructions will provide you with an in depth guide to writing each section. The combination resume format is growing very popular and can seem great once you use a free resume builder. These templates can help you compose a combination resume from scratch.

Pinterest Resume Help!

Pinterest Resume Help The Essentials of Pinterest Resume You Can Benefit From Beginning Right Away Creating a Google account is completely free and takes just a couple of seconds. Individuals are always searching for recommendations about what to read next, so developing a book board will bring easy visitors to your page. Revision History The Google Docs Revision History feature is beneficial for job seekers because it enables you to observe any preceding changes which were made to your Google Docs resume. Making your resume is critical. Using Pinterest Resume Its possible to stay focused on your job hunt by abiding by career experts and leaders in your area. Writing is among the most effective modes of self-expression, and additionally it is an amazingly effective approach to help your students sort out all their ideas and feelings. In a CV, by way of example, if youre asking for work in education, you may want to set your teaching experience at the very top of your CV. E ducation and skills qualifies an applicant for additional processing but doesnt necessarily mean immediate success. You may use the identical graphic on your cover letter to provide your application a polished, pulled-together appearance. Its possible to download the resume schablone free of charge and can readily edit the template using Microsoft word. Resume templates are one method to guarantee structure behind your resume. The templates are created in a way that they make the resume stick out. The Fundamentals of Pinterest Resume You Will be Able to Learn From Starting Immediately As an additional bonus, you also receive a work interview tracker that will help you keeping track of passed and upcoming job interviews. If youre having trouble getting attention, be sure that you take a look at our tips to receive your resume noticed. Make certain you didnt miss whatever could cost you the job that you dream about At the close of the day be certain you will receive a job th at you dream about, congratulations Then you probably might wind up excluding some vital regions and including others that arent that needed. Google will automatically index your resume to get included in its search outcome, allowing potential employers to locate your information. When youve reviewed resumes in your field, peruse resumes across fields to know how to vary the usage of action verbs and receive a feel for what makes an effective accomplishment statement. The upcoming free resume template is made in the shape of a brochure. The template welches made by A distinctive and modern resume template with experience timeline along with education timeline. Given the significance of a work application, an absolutely free template might not be always enough to showcase your talent. With the usage of Smart Resume Builder, you will prevent the mistakes while making CV that might cost you a great job Below, you will locate a list of resume examples that could aid you with your work search. So, My Resume Builder is very helpful in creating an incredible ready-to-go resume. My Resume Builder can help you create a fantastic resume with the support of its tools. Resumes dont need to be boring. They do not have to take so much of your time but still should not be neglected. Someone claims that resumes are dead and its important to have social media, but practice indicates that recruiters continue to find applicants resume, choose more relevant ones and just then connect with applicants. Resumes supply the all important first impressions to an employer an applicant cant give during the first phase of the application procedure. Its possible for you to impress new customers or possible employers by showcase your very best work samples. It is possible to easily include your social websites profile urls too. Its possible to add your photo and logos of organizations from your prior experience. Your resume or CV may be among the most important projec ts you ever design.

Can (or should) you wait till the application deadline to apply

Can (or should) you wait till the application deadline to applyCan (or should) you wait till the application deadline to applyWhen a job listing says you have a month to submit your cover letter and resume, can you wait until the deadline to apply? Some of us may see the date and think, Sweet, I have weeks to prepare my cover letter to be the best it can be, but career experts caution against waiting too long. The application deadline you see on the job listing may not be the one in hiring managers minds.close dialogAdvertisementclose dialog/* effects for .bx-campaign-1012257 *//* custom css .bx-campaign-1012257 */.bx-custom.bx-campaign-1012257.bx-type-agilityzone .bx-close z-index 2-ms-keyframes bx-anim-1012257-spin from -ms-transform rotate(0deg) to -ms-transform rotate(360deg) -moz-keyframes bx-anim-1012257-spin from -moz-transform rotate(0deg) to -moz-transform rotate(360deg) -webkit-keyframes bx-anim-1012257-spin from -webkit-transform rotate(0deg) to -webkit-transform rotate(360deg) keyframes bx-anim-1012257-spin from transform rotate(0deg) to transform rotate(360deg) bx-close-inside-1012257 top 0 right 0 /* rendered styles .bx-campaign-1012257 */.bxc.bx-campaign-1012257.bx-active-step-1 .bx-creative *first-child padding 0width auto.bxc.bx-campaign-1012257.bx-active-step-1 .bx-creative background-color transparent.bxc.bx-campaign-1012257.bx-active-step-1 .bx-close stroke whitebackground-color blackborder-style solidborder-color whiteborder-width 1pxbox-shadow 0px 0px 0px 3px black.bxc.bx-campaign-1012257 .bx-group-1012257-3RBnJGC position absolutetop 50%left 50%transform translate(-50%, -50%)z-index -1.bxc.bx-campaign-1012257 .bx-element-1012257-wryzWV5 width 55px.bxc.bx-campaign-1012257 .bx-element-1012257-wryzWV5 *first-child animation-name bx-anim- 1012257-spinanimation-duration 800msanimation-iteration-count infiniteanimation-timing-function linear.bxc.bx-campaign-1012257 .bx-group-1012257-lyDBLV9 width 900pxheight 550px.bxc.bx-campaign-1012257 .bx-group-1012257-me4p1bl padding 10px.bxc.bx-campaign-1012257 .bx-element-1012257-ZdLO37u width auto.bxc.bx-campaign-1012257 .bx-element-1012257-ZdLO37u *first-child padding 2px 4pxfont-size 10pxcolor rgb(255, 255, 255)text-transform uppercasebackground-color rgb(0, 0, 0)background-color rgba(0, 0, 0, 0.34)Heres how you should approach job application deadlinesHow flexible are application deadlines? It dependsAs soon as you see a job you want, you should start hustling to finish the application, regardless of the long deadline, Ask a Managers Alison Green suggests, because you never know how many strong candidates the employer has already seen. Green notes that many hiring managers are forced to put down a deadline date even if that does not reflect how they are interviewing candidate s.If the employer is actually looking at applications as they come in and talking to good candidates on a rolling basis, when you apply in four weeks, they may have already assembled a group of finalists theyre excited about, and thus the bar is going to be a lot higher for adding someone else in last-minute, she advises. Maybe, in a perfect world, each candidate would get an equal chance of having their application read after the deadline closes. But this is just one more factor in a long list of other factors outside of your power to control in the job hunt.Recruiters suggest submitting early if you want to be at the top of their mind. Youre always better applying earlier rather than later, Seattle-based recruiter Kory Ferbet advised. The majority of the time, theyre going to extend the offer to the first well-qualified candidate, who is also a team fit, regardless of how much time is or isnt left in the deadline.Then again, if the deadline has come and past, do not be afraid to s hoot your shot and apply for the job. Former recruiter Vicki Salem said that you should still apply past the stated deadline precisely because you never know what employers are thinking.Maybe the deadline got extended maybe someone on the team is leaving soon but hasnt officially resigned so the job is still open, Salem writes. You never know the situation behind the scenes, and the cool thing is that it doesnt matter. If the job is still posted past the deadline, go for it. Recruiters want to hear from awesome job candidates at every time of the year.

Starting Your First Day in a New Sales Job

Starting Your First Day in a New Sales JobStarting Your First Day in a New Sales JobYouve searched through job listings, survived the interview and been hired as a salesperson at a new company. Your next task is to survive your first day on the job Whether this is your first sales job or your tenth, starting out on the right foot with your new company is critically important. According to Fortune magazine, 46% of new sales employees leave or are fired within 18 months a daunting statistic. You can help minimize the risk of an early departure from your new job by starting off on the right foot. Learn As Much As You Can Even for an experienced salesperson, going to a new company involves learning many new things ranging from the product to the sales cycle to the corporate culture to the other team members and more. So the first few days on the job are all about absorbing as much information as you can. Know what youre selling inside and out so that you can be a true advocate for y our product. Sitting back and waiting for your sales manager to spoon-feed your knowledge isnt good enough, as theres rarely a structured plan for training up new employees. Companies that put new hires through classes before they start may instruct trainees on basic sales skills and the compensation structure, but they rarely go beyond that point. Your first day with your new team is the best time to start digging for what you need to know. Taking the initiative will also help you impress your sales manager. Learn the Issues and Goals On your first day, try to spend a little time with your new manager and ask about core issues where to get more information about the product and the company to use in your sales calls, what the sales priorities and goals are, the criteria management will use to judge your success, the managers opinion of the current issues regarding the company and its products, etc. Ask what training is available and how he would advise you to target your effort s in the first days and weeks to build a solid pipeline. Other important details youll need to know include information on company software and databases, especially CRMs the phone system and its nuances other geschftszimmer equipment such as copy machines and postage meters and your teammates usual schedules. Ask Questions and Listen Different companies can have very different ways of doing business. Actions and attitudes that brought you success with your old sales team may quickly get you into hot water with your new one. Until youve had time to pick up the teams nuances, treat your fellow salespeople as youd treat a prospect listen more than you talk, make eye contact and be aware of body language (yours and theirs), look for common areas to help you build rapport, and so on. Your new coworkers can be a great source of information and support if they like you - or a barrier to your success if they dont. But make your initial contacts brief unless youre talking to someone who is assigned to train you. You dont want to take up too much of their time when theres work to be done. Dress the Part Your interview was probably your first face-to-face encounter with your future manager and possibly your co-workers, but its not necessarily the best time to determine the companys everyday dress code because interviewers will often dress somewhat more formally than they do on a day-to-day basis. Your first day is a good opportunity to see how your co-workers usually dress for the job. In some organizations, casual is the byword in others, conservative suits are expected. For men, acceptable hair cuts and facial hair vary from company to company, and from industry to industry. For women, skirt lengths, makeup styles or even bare legs vs. pantyhose can determine whether youll fit in and how youll be judged. Keep in mind that in some companies, the salespeople dress most days casually but haul out a suit and tie on days when theyll be meeting customers or prospect s. When in doubt, ask your sales manager or a friendly salesperson. Sometimes, there will be a formalized dress code or even a uniform spelled out by the company policy.

7 Reasons Why All Job Seekers Need Marketing Skills

7 Reasons Why All Job Seekers Need Marketing Skills7 Reasons Why All Job Seekers Need Marketing SkillsJob searches used to be about finding jobs that matched your resume and submitting applications. But things have changed over the last decade. Job seekers can no longer just apply for jobs they match. Now, they must be excellent at marketing, too.Knowing your audience, networking, and value propositions are all skills job seekers need today. Read the reasons why in this helpful post.1. Applying for jobs angeschlossen is no longer enoughMost people who know they are about to start job seeking will usually have the same idea Look online and apply for jobs that matchMultiple studies online contain statistics showing how ineffective this method of finding work isRecruiters only look at resumes for six-secondsOnly 2% of applications online lead to an interviewWhen everyone starts doing the same thing, and it does leid work, it creates a demand for people to get creative. So, many become m arketers for themselves without even realizing it. They turn their job search into a marketing campaign.2. You have to target your audience and favorite companyGoing on a job search without knowing what you are looking for is a costly waste of time. You cannot find a job you are not sure you are looking for. Companies cannot market a product to a customer without knowing their audience.If you try to apply for all jobs online with your new resume, you are doing something marketers call, Spraying and praying. You are hoping someone will find you while not knowing why you want to be found. It does not work.Start with asking yourself these basic questions to find out what job you wantWhat is my favorite company I would love to work for?What are the usual job titles and descriptions that match my resume?What industry do I want to be a parte of?What is my favorite kind of work culture?From your answers, you can pinpoint the type of jobs and companies you should be searching for and the pe ople you should be networking with.3. You need an awareness of your networkSuccessful marketers send the right messages to the right people at the right time. In order to do so, you must have an awareness of your network.The hard truth is that more than 80% of jobs never make it to a job board. They float around within your network and the people who work at certain companies. Having an awareness of what your network is talking about and doing is a great way to find opportunities within that coveted hidden job market.In having this awareness, you will also apply for jobs less and have a greater hit rate when it comes to interviews. Some keys to having an awareness of your networkExpand upon the people already knowTalk to family, friends, and those precious friends for life aka. college alumniSearchyour LinkedIn list of 2nd-degree connections. Find who should be a 1st-degree connection. It is a guarantee that you are not connected to everyone you should be on LinkedIn. So, change tha t and get connected4. You have to be able to present your brandWhy is your brand better than anyone elses? What do you do that no one else does and how does that make you valuable to a company?You are going to find loads of stock answers to these questions online. Instead of copying answers, write your own. Show the bit of you that no one else gets to see until they hire you. Your personal brand is a value proposition for companies letting them know, If you go with a competitor, you will be missing out on my brand5. You need to be great at your CTA (call to action)Much thought goes into every CTA, whether it be a blog link or a key phrase for a marketing campaign. The call to action (CTA) is used to motivate people into the desired reaction. For job seekers, the CTAs purpose is to motivate a company into calling them in for an interview.Cover letters are a great way to do this. Even though lots of people say, Cover letters are dead they are still great to send when you know exactly who will read it. Therefore, a cover letter should show your personality and have a great (and brief) CTA.Another great way to do this is by putting a CTA in your resume summary section or even in your job description.6. You have to know the channels your network watchesInternet and social are still forms of media just like TV and radio. You have to know what channels your network is watching to get your message across. A popular statistic you will read is that 94% of recruiters use LinkedIn to screen job candidates. In other words, Recruiters watch this channel, having a perfect LinkedIn profile is important. Almost everyone, at some point, Googles someone to find out more information. If they Google your name, the first thing that pops up is a LinkedIn profile. So, if you are not on LinkedIn and searching for a job, you are not putting your personal brand on the best channel to get seen.7. You have to understand the process of lead follow-upAll job seekers and marketers need a pla n to follow-up with leads. If writing thank you notes and following up is just something you do because you think it is nice...you are ahead of the game. Unfortunately, most job seekers fail to follow up.Expecting to reach out once and have success is a flawed plan. If you are not following up, saying thank you, or writing notes on LinkedIn to stay on peoples minds, you will surely be forgotten during your job search.