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#CareerAdvice : #CareerDirection – How to use #EmotionalIntelligence to Find a Job that’s Right for You.

February 6, 2019/in First Sun Blog/by First Sun Team

“Good job fit” is one of those overused phrases that has lost some of its meaning. What is it? What happens when the job you thought was your dream job, or the job that would catapult you to great success makes you feel anxious, out of step, scrambling to keep your balance?

When we talk about good job fit, we overlook the thing that is most important, And to get to that stage, we can’t take shortcuts–we have to deploy a kind of emotional intelligence that I call EQ Fitness.

THE THREE STEPS TO EQ FITNESS

There are three steps to EQ Fitness: (1) the willingness to become self-aware (2) the openness to build trust, and the steadiness to lead, and live, guided by inner principles. Step one is the most crucial, because it’s the foundation on which you build the next two steps.

I see examples of those who get it right, and those who don’t in a lot of the keynotes and consulting I do. In many cities today, start-up accelerators and incubators offer stipends and grants to enterprising young adults, who, in turn, grow their business there. One evening, after I gave remarks at an event in Detroit, a young woman, no more than twenty-two years old, raised her hand and asked me, “I’m really good at new ideas and working to get them off the ground,” she said. “But I’m not great at process. How do I get to be a complete CEO?”

My knee-jerk reaction was to say, who’d want to be in charge of process? Get someone else to do that! After all, I was just like her–I’ve hated process my whole career. But I took a mindful moment and instead offered encouragement and praise for her self-awareness. I then explained that we generally fall into categories of builder-entrepreneur or process-systems person. Our job in developing ourselves is first to identify which one we are, then to work on improving the other skill-sets–especially if we want a leadership position, because great leaders need both.

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WHAT MAKES YOU HAPPY?

Before you identify which label best fits you, start with a simple question: What makes you smile after you’ve done it? Use that as a gauge of possibilities. It could be taking your eye for detail and becoming an architect or city planner. It could be using your curiosity about people’s lives and becoming a journalist or joining a human resources department.

Consider, too, the kind of role that you want to play in an organization. I have a talented friend Angela, who has chosen not to manage people. That decision was born from self-awareness. Another friend, Babs, works at an enormous aerospace company, and she describes how her boss will walk toward her cube with a certain look every year or so. She knows what’s coming. The boss is looking for someone to fill a newly vacant management position. Babs said she and her colleagues all put their heads down, pretending to be engrossed in some project. None of them want to manage anyone.

HOW TO TELL IF YOU’RE ON THE RIGHT PATH

My HGTV boss, Ken Lowe, and I were working side by side as CEO and COO. He got a corporate nod to take over the parent company, E.W. Scripps, and wanted to know if I wanted his job as CEO. I slept on it and surprised him by telling him no. But the answer didn’t surprise me. I knew myself well enough to know that his job wouldn’t be a good fit. Being CEO is all-consuming, with a responsibility to shareholders and employees alike. I needed some work-life balance for myself and my family, and I knew I had to stop at number two–even if it meant diminished opportunities at HGTV or another company in the future.

*Fully Human: 3 Steps to Grow Your Emotional Fitness in Work, Leadership, and Life* by Susan Packard

Some people might see this choice as limiting, but for me, it opened up other opportunities and interests that were more important to explore. By staying on as the COO, I was able to grow a variety of business areas at Scripps Networks Interactive (the home of HGTV) and had the time and bandwidth to train and prep for the New York City Marathon.

To determine whether or not you’re on the right path, you need to figure out the following: where your natural strengths lie, what interests and stimulates you, and what kind of company culture allows you to thrive. It’s also essential for you to realize that you need to make decisions that will enable you to live your ideal life, not someone else’s version of it.

Throughout our working lives, we’ll come to many crossroads, as our professional identities unfold and unpredictable opportunities arise. It takes courage and integrity to absorb the big picture when it comes to job fit. Emotionally fit people see job fit in its broadest sense because it means taking ownership and accountability over choosing wisely, and taking into account where your heart is guiding you. This means going beyond considering what you can do, to what you love to do, so that “can do” doesn’t become a life sentence.

This article is adapted from F ully Human: 3 Steps To Grow Your Emotional Fitness In Work, Leadership, and Life. It is reprinted with permission from TarcherPerigee, an imprint of Penguin Publishing Group, a division of Penguin Random House LLC. Copyright © 2019 by Susan Packard.

FastCompany.com | February 6, 2019 | BY SUSAN PACKARD

4 MINUTE READ

#CareerAdvice : #JobOpenings – 18 Best Places to Work with Top CEOs. Looking for a Job? Great Place to Start.

February 6, 2019/in First Sun Blog/by First Sun Team

Fun fact: Senior leadership is the second leading factor in employee satisfaction, according to Glassdoor research. That makes liking and respecting your company’s CEO so important.

Luckily, if you’re looking for a new job—and for a leader you’ll love—you need to look no farther than this list of CEOs who made the 2019 and 2018 Best Places to Work Top CEOs.

1. Zoom Video Communications

Overall Rating: 4.8

CEO Approval Rating: 98%

What Employees Say: “Great product, strong leadership, leader in the space, plenty of growth in long term, great pay and commission structure, easy to beat competitors.” — Current Employee

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2. In-N-Out Burger

Overall Rating: 4.4

CEO Approval Rating: 96%

What Employees Say: “Hourly pay is amazing, plus holiday pay. We often have store meeting where there will be hot breakfast or doughnuts. My managers are very nice and understanding. Being able to promote quickly.” — Current Employee

See Open Jobs

3. LinkedIn

Overall Rating: 4.3

CEO Approval Rating: 96%

What Employees Say: “Excellent leadership and culture is second to none. Excellent perks ranging from generous healthcare options, commuting perks, and wellness. Meal service provided for breakfast and lunch means you do not need to worry about bringing leftovers from the night before or scramble for lunch outside of the office.” — Current Employee

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4. Facebook

Overall Rating: 4.4

CEO Approval Rating: 94%

What Employees Say: “Responsive management, transparent pay scales, autonomy, big investments in training and growth opportunities, excellent facilities team, great support staff, collaboration and consensus culture baked in.” — Current Employee

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5. Google

Overall Rating: 4.4

CEO Approval Rating: 94%

What Employees Say: ” You can’t find a more well-regarded company that actually deserves the hype it gets. You’ll work on cutting edge projects/solve important issues that impact your community and the world. You’ll meet interesting people who are your colleagues, managers, and senior management.” — Current Employee

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6. Salesforce

Overall Rating: 4.4

CEO Approval Rating: 99%

What Employees Say: “Salesforce offers a great work environment, with a ton of talented people. Everyone cares about mutual success, trust and transparency. Everything you read about Salesforce being the Forbes Best Places to Work is true. From on-boarding for new people, to continuing education for tenured people, Salesforce is a place that everyone can grow and succeed.” — Current Employee

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7. St. Jude Children’s Research Hospital

Overall Rating: 4.6

CEO Approval Rating: 98%

What Employees Say: “Global leadership as one of the world’s premier pediatric cancer research centers, whose mission is to find cures for children with cancer and other catastrophic diseases through research and treatment. Cutting-edge research in understanding the molecular, genetic and chemical bases of catastrophic diseases in children; identifying cures for such diseases; and promoting their prevention.” — Current Employee

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8. Slalom

Overall Rating: 4.5

CEO Approval Rating: 97%

What Employees Say: ” Work-life balance, company culture, local business model (no traveling unless desired), focus on giving back to the local community through volunteering and pro-bono work.” — Current Employee

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9. Power Home Remodeling

Overall Rating: 4.6

CEO Approval Rating: 98%

What Employees Say: “Great people, support, culture, and office space. The company is growing and expanding exponentially.” — Current Employee

See Open Jobs

10. HubSpot

Overall Rating: 4.8

CEO Approval Rating: 98%

What Employees Say: “One of the best companies when it comes to benefits, they take really good care of you, have monthly contests, take you to dinners and happy hours on the regular, and provide great health benefits. The people at HubSpot are also very kind and outgoing, so it’s not hard to fit in for the most part. Brian Halligan is the man, very motivating, very enthusiastic, and really cares about his employees.” — Current Employee

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11. DocuSign

Overall Rating: 4.7

CEO Approval Rating: 98%

What Employees Say: “Company culture, compensation, benefits, executive team is awesome and really cares, great product.” — Current Employee

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12. Ultimate Software

Overall Rating: 4.6

CEO Approval Rating: 96%

What Employees Say: “I cannot say enough about how wonderful this company is and how they treat their employees, It is like working alongside family. They truly care about their employees and put us first.” — Current Employee

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13. McKinsey & Company

Overall Rating: 4.3

CEO Approval Rating: 96%

What Employees Say: “The benefits are unmatched. Colleagues are smart, helpful, & supportive. The work is interesting.” — Current Employee

See Open Jobs

14. Paylocity

Overall Rating: 4.5

CEO Approval Rating: 96%

What Employees Say: “From the minute you walk in the doors you feel welcome. Encouraging people around who are always willing to help. Free fruit is a huge plus and the office windows really make it an enjoyable place.” — Current Employee

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15. Smile Brands

Overall Rating: 4.6

CEO Approval Rating: 97%

What Employees Say: “Smile Brands really knows what they are doing. They have amazing leaders overseeing each department, great culture, and they really know how to provide support to their employees.” — Current Employee

See Open Jobs

16. Fast Enterprises

Overall Rating: 4.6

CEO Approval Rating: 99%

What Employees Say: “Great pay and benefits. Strong culture of being supportive, collaborating, and giving back to the community. Interesting work and opportunities to try different types of projects at different locations.” — Current Employee

See Open Jobs

17. SAP

Overall Rating: 4.5

CEO Approval Rating: 98%

What Employees Say: “SAP constantly works to improve, leveraging great leadership at the top.” — Current Employee

See Open Jobs

18. Navy Federal Credit Union

Overall Rating: 4.1

CEO Approval Rating: 93%

What Employees Say: “Amazing benefits, great pay and amazing leadership. Lots of growth opportunity and a CEO that cares.” — Current Employee

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FastCompany.com | February 5, 2019 | Posted by Jillian Kramer

#CareerAdvice : #YourCareer -Hate your Job? Ask your Boss for These Five Opportunities. Great Read!

February 5, 2019/in First Sun Blog/by First Sun Team

If so, you’re not alone. Only one-third of American workers are engaged in their jobs and a full 55% could care less about what they do.

If you are down on your job, chances are you’ve already “checked out” by doing as little as possible. You may even be actively looking for another position.

Until you find that new opportunity, there is a lot you can you do to improve the situation–and strengthen your credentials for that next position.

Here are five things to ask your boss for–requests that will enrich your work experience and give you more credibility with your boss (and future employer).

1. ASK IF YOU CAN TRY OUT AN IDEA

First off, come up with a new idea for your department or your company, and ask your boss if you can “pilot” it. If you’re bored, you probably have lots of mental space for such creative thinking. Don’t dismiss the possibility of making that idea a reality. Go to your boss and convince her that your idea is worth implementing.

When I was a speechwriter for a large bank, I grew increasingly bored by my work. It was the fourth speechwriting job I’d had, and the assignments seemed repetitive. But instead of mentally turning off, I proposed an idea that would help my employer–and make my job more exciting. I would offer a speechwriting seminar to the top executives who wrote their own material. My boss agreed. There was such enthusiasm for this program that it became the core idea for a business I launched and built successfully. Indeed, this “intrapreneuring” is a good way to try out a business idea.

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2. ASK FOR A LEADERSHIP OPPORTUNITY

You may be a manager, IT specialist, assistant to an executive, or a VP. Whatever your role, you have a right to lead. So take the initiative, and ask your boss for a leadership role.

Suppose a departmental retreat is being planned. Single out a role you’d like to play–and think big. You might present the report on departmental metrics or prepare a video explaining why clients have rapidly adopted the company’s new offerings. Seize the opportunity to deliver visible value–and position yourself as a leader. It will impress others and strengthen your resume.

3. TELL YOUR BOSS YOU’D LIKE TO MENTOR A COLLEAGUE

Mentoring has growing increasingly important in today’s fast-paced and rapidly changing organizations. So create an opportunity for yourself (and help your department) by offering to mentor a new colleague.

Let’s say your boss has hired Gary to handle digital marketing. You feel you can help him get ahead by teaching him the “ins and outs” of the culture in your organization–how things get done, how collaboration works, and how to speak up without offending.

Say to your boss, “I’d like to take Gary under my wing. I’ve been here for 10 years, and feel I can introduce him to the way things work here. Would you mind?” What boss would say “no” to that offer? If this mentoring works out with Gary, you may become the “go to” person for mentoring new recruits to the department. Think of the impact you’ll have.

4. ASK IF YOU CAN ASSIST WITH A NEW PROJECT

Still another opportunity might come in assisting with a new project. See where your skills will be most valuable. If you’re a numbers wiz, you could work on the financials. If you have contacts elsewhere in the company, you might liaise with other departments.

Approach your boss and say, “You know that employee survey we discussed. I believe I can add real value to its development. Is there a role for me?”

When I was head of the company I founded, I was impressed whenever an employee offered to assist with a project. For example, a young woman named Niamh was someone I could always count on. One time when I thought I’d have to cancel a webinar because I was hoarse, Niamh offered to narrate it. She did so brilliantly–in her lilting Irish voice. I will always be beholden to her, and she has since been promoted.

5. CREATE A SOCIAL ACTIVITY FOR YOUR DEPARTMENT

Teams are held together not only by work, but by group activities that extend beyond the workplace–including basketball games and fitness classes. These not only recharge people’s batteries, but they provide an opportunity to share fun, humor, physical skills, and camaraderie.

If your department lacks such group activities, offer to develop one. Survey your colleagues and learn their interest in various possibilities. Then organize those regular basketball games or fitness workouts. Doing so will be a win for you, your colleagues, and your company.

Our job descriptions are only the beginning of what we can achieve. We can expand those roles and bring renewed excitement to our work. All five initiatives discussed in this article are things to get excited about. Who knows, you might even decide to stay put. Or if you move on you’ll be better able to sell yourself into that new role.

FastCompany.com | February 5, 2019

#CareerAdvice : #CareerChange – 5 Simple Tips for Evolving During a Career Change. Great REad!

February 4, 2019/in First Sun Blog/by First Sun Team

There are many reasons to make a career change, for example:

You need a new challenge

Your values have changed

You want to focus on other things

Your passion lies elsewhere

You’re not happy

Which one are You?

While the reason will be different for every person, there’s one thing that stays the same: the need to evolve during this transition. This is the perfect time to hone your skills and prepare for the new career ahead of you. You’re not merely transferring to a slightly better employment situation, but pushing yourself forward in a professional trajectory that requires you to up-level from where you are now.

Use these five simple tips to make sure you’re evolving during your career change, allowing you to land your next big gig, regardless of where you came from before this.

1. Make an Actionable Plan

Before you take a massive leap into a new career, take time to make an actionable plan. But don’t outline your five- or ten-year plan—while this is important, right now, you want to be thinking more immediate. Consider where you want to be this year, and what small, yet actionable steps you can take to achieve that objective.

For example, if want to make the move from salesperson to marketing specialist, there are a few actions you might take, including:

Shadow a marketing specialist at my current job this month.
Write a list of ways my sales skills applies to marketing so I can be prepared for interviews by next month.

Notice how each of these actions are specific and paired with a time limit. Brush up on what SMART goals are (hint: time-bound is one important element) so you can make sure you’re being as actionable as possible.

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2. Continue Learning and Training

Once you know what you want to do, find out which credentials are either necessary or beneficial for your career evolution. While some positions might require credentials, others may consider certain certifications as a ‘Nice to Have’—which means you’ll get a leg up if you have it.

Continuing your training and education is paramount, especially in the tech industry. In fact, more than 55 percent of developers seek out training to meet current or upcoming needs or to advance their careers, according to the 2017 Developer Learning Survey. In this case, for example with a software engineer, it may be required that you have certain credentials thanks to the fast-evolving world of technology.

In other cases, like the example of moving from sales to marketing, a credential you likely don’t need is a Google Analytics Certification. However, it will look great on your resume and is free to take. Not to mention, knowing how to navigate Google Analytics is a skill most marketers need to have to be successful, whether you learn on the job or come into a new position with the knowledge already.

3. Explore Freelance Projects

In 2018, 56.7 million Americans did some type of Freelance work, according to the Freelancing in America Report. There’s a reason freelancing is increasingly popular in the current workforce: it allows for flexible learning and makes it easier to advance your career. Freelance gigs allow you to gain valuable experience that will bolster your chances of getting the job you want.

It also allows you to dip your toes into a new career, without leaving your full-time job. If you feel passionate about a new career path, aren’t ready to take the leap, freelance and contract-based projects will let you try it on for size. It’s better to take on one project and realize you aren’t cut out for the work than to accept a full-time position.

4. Network and Build Relationships

Networking within your desired industry will give you valuable insights during your career transition. When you meet people within your desired field, you can learn about what you need to do be successful and what you need to avoid. You may even land an interview.

In certain careers, this network can also be the reason you get a job. HR Veteran and Forbes contributor Steve Cadigan explains: “Your network is part of your value proposition. Organizations today are increasingly looking for candidates who bring a strong network to work with them.”

Consider this an extension of your resume if you work in HR (knowing great people to hire), business development (knowing great people to partner with) or sales (knowing great people who want to buy.

5. Develop Your Personal Brand Online

Your personal brand is your outward appearance to the professional world. We live in a digital world, so your brand extends far past the clothes you wear or the job history on your resume. As you consider building your personal brand online, remember to update your profiles on:

Social media platforms like LinkedIn or Twitter, or any other social profile that isn’t private
Your portfolio or website
Job boards or industry-specific professional websites (think StackOverflow)

If you’re actively applying for jobs, do an audit of your online presence and get rid of anything that’s non-professional because hiring managers will search for you. According to SHRM, 43 percent of organizations use social media and online presence to screen applicants, and 36 percent have disqualified candidates based on public information found. Don’t let one bad photo be the reason you don’t land your next big gig.

With your profiles cleaned up, consider what your personal brand is and isn’t. If you’re not sure where to start, take this Glassdoor Quiz to find out what your personal brand is. Then, let that shine through your LinkedIn headline, Twitter bio, website about page, etc.

Continue Evolving During Your Career Change

Transitioning in your career can be challenging, but it’s not impossible. Especially if you focus on these five ways to evolve and grow during this time. Make time to learn, get clear on what action steps you need to take, make time for networking and don’t forget that your brand extends to the online world too—find out what that brand is and let it shine through so recruiters and hiring managers see the very best version of you: someone who’s willing to do what it takes to make a change.

GlassDoor.com | February 4, 2019 | Posted by Jessica Thiefels

#CareerAdvice : #JobSearch – 23 Companies Hiring Like Crazy in February.

February 1, 2019/in First Sun Blog/by First Sun Team

When you love your job, you can live your best life. So why not make this the month that you find the perfect job for you? Whether you’re looking for a fast-paced environment or a traditional corporation, whether you like to work from home or are looking for a pet-friendly office, there’s something for everything.

Many of them are hiring for the best jobs in America, and we love the exciting cities popping up as job hubs and ground-zero for innovation. Check out the list and apply today!

Pacific Dental Services
Where Hiring: Irvin, CA; Castro Valley, CA; Sacramento, CA; Henderson, NV; Irving, TX; Bonney Lake, WA; Wheat Ridge, CO; Phoenix, AZ & more.
What Roles: Regional Manager, Benefits Coordinator, Creative Director, Graduating Dentist, Pediatric Dental Assistant, Regional Marketing Assistant, Paralegal, Pediatric Manager, Recruiting Coordinator, Patient Collections Specialist & more.
What Employees Say: “Flexible schedule, great work-life balance, amazing leadership, good benefits, and so much more.” —Current Employee

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Glassdoor
Where Hiring: San Francisco, CA; Mill Valley, CA; Chicago, IL; Uniontown, OH; London, England; Hamburg, Germany; Dublin, Ireland & more.
What Roles: Senior Software Engineer in Test, Director of SDR, Director of Sales SMB, Program Manager of C&C, Senior Front End Engineer, Communications Manager, B2B Marketing Manager, Manager of Sales Development, Sales Compensation Senior Analyst, Senior Finance & Strategy Analyst & more.
What Employees Say: “Since I started with the company, I have felt a strong connection to our values and a deep desire to grow with Glassdoor. Local leadership is approachable and always willing to hear our ideas (and float them upwards when they are good ones!) Growth is possible as long as you continue to put in hard work month after month. Quota is challenging, but achievable, which is the whole point of having a sales quota.” —Current Senior Mid-Market SDR

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Accolade
Where Hiring: Plymouth Meeting, PA; Atlanta, GA; Scottsdale, AZ; Seattle, WA & more.
What Roles: Data Science Engineer Intern, Talent & Development Coordinator, MBA Intern, Business Partner Human Resources, RN Clinical Case Manager, Registered Nurse, Senior Product Manager, Director of clinical Customer Delivery Lead & more.
What Employees Say: “Accolade has pivoted the business and is reinventing the member experience in Healthcare. The mission and team are very inspiring and the company is scaling quickly.” —Current Employee

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AppDynamics
Where Hiring: San Francisco, CA
What Roles: Product Design Intern, Software Engineer, IT Integration manager, Salesforce Business Analyst, Enterprise Sales Representative, Senior Art Director, UX Writer, VP Product Marketing, Director of Commercial Strategy, Application Security Manager & more.
What Employees Say: “We have a world class sales process that if followed properly proves to our customers the amazing value of our solutions and drives that value after the sale to assure satisfaction and growth of the solution and its usage. We have an excellent engineering and product management staff that focuses on delivering high-quality solutions that customers need.” —Current SE Team Lead

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Colgate
Where Hiring: New York, NY; Piscataway, NJ; Topeka, KS; Cambridge, OH; Minneapolis, MN; Morristown, TN; Cincinnati, OH; Dallas, TX; Charlotte, NC & more.
What Roles: Research Scientist, Procurement Associate Manager, IT Intern, Associate Brand Manager, Maintenance Technician, Senior Digital Designer, Quality Assurance Chemist, Operations Technician, Postdoctoral Research Scientist, Sr. Finance Analyst & more.
What Employees Say: “Friendly culture, flexible hours, awesome management.” —Current Employee

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IKEA
Where Hiring: Emeryville, CA; East Palo Alto, CA; Brooklyn, NY; Frisco, TX; Bolingbrook, IL; Conshohocken, PA; Philadelphia, PA & more.
What Roles: Furniture Assembly Co-worker, Store Administrative Coworker, Risk & Compliance Coworker, Deputy Store Manager, Customer Service Leader, Food Service Coworker, Graphic Communication Coworker, Solution Owner Intralogistics, Senior Accountant, Logistics Specialist & more.
What Employees Say: “I really liked the people I met there. IKEA has a tendency to attract all kinds of people, so my team was always diverse and fun. The benefits were good, too.” —Former Employee

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Informatica
Where Hiring: Redwood City, CA; New York, NY
What Roles: Senior Consultant Master Data Management, Visual Designer, Global Deal Strategy and Business Practices Analyst, Cloud Technical Support Engineer, Customer Success Technologist, Senior Sales Consultant, Sales Compensation Analyst, Staff Software Engineer & more.
What Employees Say: “Informatica truly invests in its people and embraces our core values of Do Good, Act as One Team, Think Customer First and Aspire for the Future. The culture allows you to perform your best work and explore what is possible by creating the new normal daily.” —Current Inside Sales Employee

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Belmont Village
Where Hiring: Houston, TX; Albany, CA; Buffalo Grove, IL; Los Angles, CA; Dallas, TX & more.
What Roles: Receptionist, Regional Director of Maintenance, Director of Nursing, Development Manager, Community Relations Assistant, Staffing Coordinator, LVN/LPN Wellness coordinator, Cold Foods Cook, Medication Technician & more.
What Employees Say: “I actually love and respect the people I work for. Patricia Will, the CEO and founder, is lovely, intelligent, funny, kind, generous, fair, perceptive and intuitive -the kind of top boss who knows the names of the team members holding the broom. Her heart is in alignment with her mind and she is a real role model for the rest of us. Yay, Belmont!” —Current Director of Sales and Marketing

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Rivian
Where Hiring: Plymouth, MI; San Jose, CA; Normal, IL; Irvine, CA & more.
What Roles: Industrial Design Lead, Photo Editor, EPC HAL Engineer, Purchasing Manager, Interior Trim Design Release Engineer, Group Manager of Interiors, Senior Manager of EPC Controls and Calibration, Localization Engineer & more.
What Employees Say: “Fun work culture where everyone is contributing to the success of the program. Fast paced environment where progress can be measured daily instead of quarterly. Not bogged down by bureaucracy” —Current Engineer

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Talkdesk
Where Hiring: San Francisco, CA; Lehi, UT; Salt Lake City, UT & more.
What Roles: Operations Manager, Implementation Specialist, Commercial Account Executive, Sales Development Representative, Director of Product Marketing, Event Marketing Coordinator, Solutions Consultant, Engagement Manager, Field Marketing Manager, VP of Partner/Channel Marketing, Enterprise Sales Engineer, IT Support Specialist & more.
What Employees Say: “I’ve never been happier at Talkdesk. If you work hard, you will get recognized and rewarded. We’ve hired some very experienced and smart people the past few months and we’re only going to keep improving. Everybody here is dedicated to company culture and the overall growth of the business.” —Current Employee

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Instacart
Where Hiring: San Francisco, CA
What Roles: Manager of Brand Insights, Personal Shopper, Senior Technical Recruiter, Operations Strategy manager, Logistics Operations Associate, Shift Lead, Payroll Coordinator, Head of Design, Senior Data Engineer, Senior Product Writer, Director of Business Development Operations, Logistics Operations Team Lead & more.
What Employees Say: “Tremendous scope of responsibility- you can have as much impact as you’re capable of generating. Colleagues are very humble and smart and well-intentioned.” —Current Engineer

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BioMarin Pharmaceutical
Where Hiring: Novato, CA
What Roles: Research Associate, Quality Site Head, Sr. Scientist, Technical Manager, Publication Planning Manager, Senior Director of Novato Engineering and Facility Services, Quality Control Analyst, Product Support Engineer, Director of Global Brand Management, Associate Director of Corporate Accounting & more.
What Employees Say: “Great learning environment, lots of extremely smart people, room for advancement, study teams are great, flexible hours.” —Current Clinical Operations Manager

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Axis Communication
Where Hiring: Chelmsford, MA; Chicago, IL; New York, NY; Denver, CO; Baltimore, MD; Fargo, ND; Los Angeles, CA & more.
What Roles: Supply Chain Coordinator, Account Executive, Field Sales Engineer, Key Account manager, Regional Sales Manager, Marketing Intern of Business Development, Recruiter, Distribution Analyst, Inside Sales Account manager, Marketing Events Coordinator, Channel Business Partner & more.
What Employees Say: “Amazing culture, benefits, work-life balance, management, location, opportunities for growth, great facility. From the minute I walked in the door on the first day, I was made to feel like a welcomed member of the family! Every day something new far exceeds my expectations!” —Current Employee

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Venngage
Where Hiring: Toronto, ON
What Roles: Content Marketers, International Marketers, Software Developers, Talent Acquisition Manager, Product/UX Designers & more.
What Employees Say: “The management works collaboratively and they encourage each of the members of the company to grow and explore within and outside of their respective roles if it interests your career interests. It’s refreshing to be part of a work environment that actively motivates and pushes you to be proactive about your ideas and career goals.”

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Walmart
Where Hiring: San Bruno, CA; Las Vegas, NV; Sunnyvale, CA; Bentonville, AR; Baytown, TX; Old Bridge, NJ; Saginaw, MI & more.
What Roles: Data Science Intern, Machine Learning Internship, Software Engineering Internship, UX Design Director, Assistant Manager Trainee, Marketing Manager, Associate Product Analytics, Project Manager, Quality Engineer, Principal Product Manager, Senior Software Engineer & more.
What Employees Say: “I have worked at WalmartLabs Carlsbad for 4 years as a software engineer and really like the teamwork culture, the new technologies we use, and the freedom to innovate in the retail supply chain, e-commerce and data analytics tools we build. The apps we build are used by independent suppliers, retail staff, warehouse managers and product innovators around the world. The office is modern with flexible seating arrangements, a great kitchen, gym, and game room. Management supports training, time for personal development, and even community service time. Compensation is good and recognizes performance.” —Current Senior Software Engineer

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AGS
Where Hiring: Duluth, GA; Gainsville, TX; Las Vegas, NV; Oklahoma City, OK & more.
What Roles: Director of Products, Licensing Specialist, Field Service Technician, Compliance Specialist, Customer Service Manager, Assembler, Mechanical Engineer, BOM Coordinator, Accounts Payable Specialist, Electrical Engineering Manager, Technician Lead, Software Engineer, Graphic Artist & more.
What Employees Say: “Good management that isn’t afraid to delegate authority and trust their team. Unusually strong and effective teams all around: management, production, sales, marketing, engineering. Fast-paced and agile. Strong ethical sense from top to bottom.” —Current Engineer

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MongoDB
Where Hiring: New York, NY; Chicago, IL; Austin, TX; Palo Alto, CA & more.
What Roles: Developer Advocate, Cloud Product Manager, Enterprise Account Executive, Regional Director, Sales Development Representative, Senior Site Reliability Engineer, Infrastructure Engineer, Build Engineer, UX Researcher, Lead Web Engineer, Golang Software Engineer, Sales Enablement Manager & more.
What Employees Say: “Puts hiring the best and developing employees as the top priority. Set vision for growth and outlined objectives to get there- strong follow through. Team culture- collaborative, fun, lots of team extra-curricular activities.” —Current Employee

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Teach for America
Where Hiring: Kansas City, KS; Oakland, CA; New York, NY; Baltimore, MD; Houston, TX; Richmond, CA; New Orleans, LA & more.
What Roles: Entry Level Teacher, Manager of Strategy & Compliance, Director of Enterprise Applications, Digital Analytics Specialist, Head of Program, Staff Accountant, Head of Development, Director of Strategic Clarity, Art Director, Philadelphia Executive Director, K-12 Teacher, Managing Director & more.
What Employees Say: “Loved the community and the overall mission of the organization.” —Former Corps Member

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Livongo Health
Where Hiring: Mountain View, CA; Chicago, IL
What Roles: Backend Software Engineer, Senior Data Engineer, Sr. Manager of Corporate Accounting, Senior Accountant, Director of Revenue, Growth Marketing Manager, Content Marketing Strategist-product, Director of Marketing Automation, Marketing Associate of Usage, Senior Web Developer, Senior Applied Machine Learning Specialist, Regional Sales Director & more.
What Employees Say: “A company and it’s employees truly on a mission to empower people living with chronic conditions to live better.” —Current Employee

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Compass
Where Hiring: Seattle, WA, Aspen, CO; Boston, MA; New York, NY; Atlanta, GA; Austin, TX; San Francisco, CA & more.
What Roles: Designer, Agent Team Assistant, Marketing Advisor, Regional Workplace Lead, Marketing Manager, General Manager, Product Expert, Commission Specialist, Associate Design Manager, Senior Technical Program Manager, Data Analyst, IT Associate, Director of Operations & more.
What Employees Say: “Compass is a unicorn. It is that rare company that combines passion, focus, execution, vision, and has a heart and a soul. It values its agents and employees, putting them at the center of what it does. It innovates relentlessly, looking to build solutions that matter. It services its agents with passion, ensuring their success.” —Current Employee

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Ocean Spray
Where Hiring: Henderson, NV; Middleborough, MA; Aberdeen, WA; Wisconsin Rapids, Wi & more.
What Roles: Operations Supervisor, Sr. Business Analyst, Supply Chain Manager, Sr. Financial Analyst, Brand Marketing Manager, Quality Technician, Account Administrator, Consumer Insights Manager Production Resource & more.
What Employees Say: “Great leadership. Amazing benefits (dental cleanings on site! Dry cleaning on site! Manicures on site! Gym! Masseuse! Yoga classes! Dog walking paths! so much more). Upward mobility. Clear communication. Creative, entrepreneurial outlook. Mission-driven company that cares about people and the planet. Competitive salaries and maternity leave.” —Current Director

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JM Family Enterprises
Where Hiring: Deerfield Beach, FL; Los Angeles, CA; Commerce, GA & more.
What Roles: Software Developer, Field Risk Specialist, Floorpan Auditor, Digital Experience Intern, Information Security & Compliance Manager, Risk Modeling Analyst, Body Shop Technician & more.
What Employees Say: “I have worked at a few organization and JM Family is by far the best I have ever experienced. The compensation is competitive in the South Florida market and the bonuses are beyond anything I have ever seen in 15+ years working. Profit sharing and the retirement benefits are also top notch. Work/life balance was also another great plus of this organization.” —Former Employee

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McMillan
Where Hiring: Ottawa, ON
What Roles: Designer, QA Analyst, Student Intern & more.
What Employees Say: “Humble, honest people. Executive team is always open to suggestions from employees. Great, fun culture. Well lit office space in the market, flexible hours, personal appointment time off, birthday off volunteer day off, ability to work from home (sometimes/with good reason).” —Current Employee

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#CareerAdvice : #ResumeWriting – 13 Tips to Age-Proof Your Resume … Great REad!

January 31, 2019/in First Sun Blog/by First Sun Team

As such, it is imperative that this community is competitive when facing off against younger workers. The first step in landing an in-demand job is crafting an eye-catching resume.

“The resume continues to be a crucial tool every savvy job seeker needs,” says resume writer and career advice expert for TopResume. “Older workers are often confronted with many stereotypes in the workplace, from being unable to keep up with technology, to being too rigid in their ways.

While not all stereotypes can be completely overcome within the confines of a resume, there are ways to draw the focus away from a candidate’s age and place it where it belongs: on the candidate’s qualifications.”

Here are AARPs top tips for age-proofing your resume. Grab a pen and paper, you’ll want to take notes.

Tip #1. Focus on your recent experience.

The further along you are in your career, the less relevant your earlier work experience becomes. Employers care most about your recent work that matters for the roles they’re filling, not your experience from 15 or more years ago. As a result, give more detail about the positions you’ve held in the past 10–15 years that are related to your current job search and say less about your earliest jobs.

“Focus on elaborating on your most recent positions, assuming they support your current goals. Ask yourself the following questions,” says Augustine:

Did I identify ways to make operations run better, faster, cheaper, or safer?
Did I help reduce costs, grow revenue, or increase productivity?
How else could I quantify my work? How many people did I manage or supervise? Approximately how many accounts did I have? How big was my budget or territory?

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What Skill Sets do You have to be ‘Sharpened’ ?

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Tip #2. Eliminate older dates.

Remove the dates related to work experience, education, and certifications if they fall outside the 15-year window. While you may want to consolidate older work experience in a separate section or a “Career Note,” including the dates of employment is unnecessary. Similarly, it’s important to share your credentials on your resume, but the employer doesn’t need to know you earned your MBA 17 years ago.

Tip #3. Limit your resume to two pages.

The straight-no-chaser reality is “employers truly don’t want to weed through a long resume document to understand why a candidate is qualified for their open position,” says Augustine. Therefore, you’ve got to stick to two pages.

Most recruiters spend less than 10 seconds reviewing a resume before deciding if the candidate should receive further consideration. With so little time to make the right impression, it’s important to streamline your resume to two pages. Focus on using this space to highlight your recent work experience and accomplishments that best match your current career goals.

Tip #4. Avoid the “jack-of-all-trades” approach.

Although you may have held numerous roles throughout your career, your resume shouldn’t be a laundry list of everything you have done. Focus on tailoring your resume’s content to support your current career objective, rather than providing a generalized summary of your entire work history.

“When you’ve worn many hats over the course of a multi-decade career, it can be tempting to include all of this information on your resume,” says Augustine. “However, when you do that, your resume turns into a mini novel (which recruiters hate) and your document will lack focus.”

Tip #5. Optimize your resume with keywords.

Seventy-five percent of all online applications will never be seen by human eyes thanks to the hiring bots, which are software programs known as an applicant tracking system (ATS). Their job is to collect, scan, and rank an employer’s inbound applications. To improve your resume’s chances of making it past this digital gatekeeper and on to a human for review, make sure your document includes the appropriate keywords. If a word or phrase repeatedly shows up in the job listings you’re interested in, incorporate these terms into your resume.

Remember, says Augustine, “if a candidate’s resume isn’t designed and written with these bots in mind, even the resume of a qualified candidate could end up in the trash.”

Tip #6. Upgrade your email address.

Older workers sometimes are seen as lacking technical savvy. Don’t give employers a reason to believe you might fit this stereotype. Ditch your old AOL or Hotmail email account for a free, professional-looking Gmail address that incorporates your name.

Tip #7. List your mobile phone number.

If you’re still listing your landline on your resume, it’s time to mobilize your contact information. Only list your cell phone number on your resume so you can control the voicemail message, who answers important phone calls from recruiters, and when.

Tip #8. Join the LinkedIn bandwagon.

LinkedIn is a valuable platform for connecting with others in your industry and uncovering new job opportunities. It’s also an important place to advertise your candidacy to prospective employers. In fact, a study by recruiting software provider Jobvite found that 93 percent of employers admit to reviewing candidates’ social network profiles — regardless of whether the candidates provided that information.

If you’ve avoided using LinkedIn in the past, now’s the time to create a profile that supports your career goals. Then, customize your LinkedIn profile URL and add it to the top of your resume to ensure recruiters find the right profile for you.

Tip #9. Showcase your technical proficiencies.

The fact that you know how to use Microsoft Office is no longer noteworthy (unless your role requires advanced knowledge of Excel). Show employers that you’ve kept up with the latest tools and platforms related to your field. If you’re in a non-technical profession, create a small section toward the bottom of your resume that lists these proficiencies. If you realize there’s a skill or tool outside your wheelhouse that’s routinely appearing in the job descriptions you’re targeting, check out sites such as edX, Coursera, and SkillShare to find free or low-cost online courses.

Tip #10. Customize each online application.

Small tweaks to the content of your resume can make a big difference in determining whether your online application reaches a human being for review. Before you submit another online application, re-evaluate your resume based on the job posting. Then, make small edits to customize your resume so that it clearly reflects your qualifications for this specific role.

“Focus on highlighting the information that addresses what hiring managers care most about: ‘Prove to me that you possess the right skills and experience to do this job well,’” insistes Augustine. “If you focus on this objective, you’re more likely to craft a resume that is set up for success in combating age discrimination.”

Tip #11. Ditch the objective statement.

Avoid using a run-of-the-mill objective statement that’s full of fluff and focuses solely on your wants and needs. Instead, replace it with your “elevator pitch.” In a brief paragraph, known as a professional summary or executive summary, explain what you’re great at, most interested in, and how you can provide value to a prospective employer. In other words, summarize your job goals and qualifications for the reader.

Tip #12. Aim for visual balance.

If content is king in a resume, then design is queen. How your information is formatted is just as important as the information itself. Focus on leveraging a combination of short blurbs and bullet points to make it easy for the reader to quickly scan your resume and find the most important details that support your candidacy.

Since you’re keeping the length to two pages, any experience older than a decade ago can be cut or condensed. In fact, you can summarize your earlier positions in one of two ways:

Write a short blurb as a “Career Note” where you mention the job titles or types of positions you previously held and namedrop any clients or employers that are considered attractive to industry insiders.
Create an “Earlier Work Experience” section at the end of your professional work history that simply lists job titles, employer names, and locations. Additional details can always be made available to an employer, should they make a request.

Tip #13. Focus on achievements, not tasks.

At this point in your career, recruiters are less concerned with the tasks you’ve completed and more interested in learning what you’ve accomplished. Separate each job under your work history into a short blurb that describes your role and responsibilities. Then, add a set of bullet points to describe the results you’ve achieved and the major contributions you’ve made that have benefited the organization. By bulleting these details, you’re drawing readers’ eyes to the information they care most about: your qualifications. Whenever possible, quantify your accomplishments to provide additional context for the recruiter.

“Numbers are important! Quantify the scope of your work as much as possible,” says Augustine. “That said, seasoned workers shouldn’t get anxious if they no longer have access to the data that would allow them to quantify their earlier work.”

GlassDoor.com | January 30, 2019 | Posted by Amy Elisa Jackson

#Leadership : #BossRelationship – Exactly What to Say in These 7 Difficult Conversations with your Boss. A Must REad!

January 30, 2019/in First Sun Blog/by First Sun Team

Nearly one-third of professionals admit they’d rather work an extra six hours a week than seek help in the workplace, according to a recent report from LinkedIn. This stands in sharp contrast to the number of professionals who said they’ve needed help at some point in their career.

An overwhelming majority (84%) of respondents confessed this, and among their chief concerns were dealing with stress, challenges with colleagues or managers, starting new projects, and making mistakes.

Of course, it’s easier to confide in a compassionate colleague, but be warned: If you avoid talking to your supervisor, you could be making things even worse.

If the thought of approaching your boss to ask for a raise, try your hand at a new project, or simply sharing some challenging feedback has you shaking in your shoes, take heart. We’ve asked a number of leaders to offer advice on what to say and how to say it. You’re welcome.

DIFFICULT CONVERSATION 1: “YOUR MANAGEMENT STYLE ISN’T WORKING FOR ME.”

The first step for the discussion is to be aware of how you’re feeling as an employee. Second, you need to reframe the conversation to be around learning and growing. Upward feedback isn’t an opportunity to tell off your manager, it’s an opportunity to help them become a better leader. Hold their success as your intention, and then clearly and directly share what you are seeing and what isn’t working. If you are genuinely connecting with your manager and caring about their future and their success, the manager will receive your feedback.–David Hassell, cofounder and CEO, 15Five

DIFFICULT CONVERSATION 2: “I’M EXPECTING A BABY.”

Sharing the news that you’re pregnant should be as exciting at the workplace as it is with friends and family. But for too many women it’s an unnecessarily stressful conversation with their boss, usually out of uncertainty about the futures of their careers. Nearly twice as many women are nervous to tell their boss they’re pregnant than five years ago, according to Bright Horizons’ fifth annual Modern Family Index.
Before speaking with your boss, take some time to check in with yourself. Know the value you bring to your team and the company, and have an action plan in place for your maternity leave and return to the company. Most importantly, go into the conversation confident and with a positive attitude. This is a great opportunity for you to learn more about the benefits your company provides for expecting and new parents, and for preparing for a new phase in what it means to be able to bring your whole self to work.--Maribeth Bearfield, chief human resources officer, Bright Horizons

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DIFFICULT CONVERSATION 3: “I’VE MADE A MISTAKE.”

It’s important to address it honestly and take ownership. One of the most frustrating things as a manager is when someone immediately starts blaming everyone else instead of taking responsibility. Be solutions-oriented, sharing what happened and how you plan to fix it. I would also suggest sharing what you learned from the experience and what you’ll do to ensure it won’t happen again. This is a great opportunity to showcase your growth mind-set. Every single person makes mistakes. But you have the opportunity to show what kind of person and employee you are in how you address, fix, and learn from them.--Sarah Alpern, vice president of user experience, LinkedIn

DIFFICULT CONVERSATION 4: “I WANT A RAISE. (BUT DEEP DOWN I DON’T FEEL LIKE I DESERVE IT.)”

Asking your boss or supervisor for a raise when you deal with imposter syndrome can feel scary–especially as you may feel alone in the doubt, fear, and questions you have about your abilities, skills, and contributions to the workplace. As a female leader, I often struggle with imposter syndrome and frequently doubt the accomplishments that I set out to achieve.
One tip to overcome this is to constantly write down your contributions and where you provide the most value in the workplace–ranging from small, tactical wins to big successes. Then, when you’re looking to ask for a raise, come to the meeting prepared with a set agenda and speak to the accomplishments or goals you’ve completed throughout your time as an employee. Showing the value you provide to your team and workplace when speaking to your manager will not only minimize the doubts that come along with imposter syndrome, but it will also emphasize your capability and worthiness of a raise or promotion.
Another great option is to look for those outside of your workplace who can cheer you on and provide words of encouragements before asking for a raise. For me, having my daughter as my biggest cheerleader and seeing in her eyes how proud she is of me gives me the energy and passion to keep going. Find those sources of energy for you and keep them in mind when you show up to work each day. When you come to work with positive energy and feel motivated, talking about uncomfortable topics with managers will become less challenging.--Andee Harris, president, YouEarnedIt/HighGround

DIFFICULT CONVERSATION 5: “I GOT ANOTHER, BETTER JOB OFFER.”

If you want to keep your job, approach your boss with a shared problem–you’d like to stay, but the market price for people like you has gone up. And while you love your current work and responsibilities, you’d also like to care of your family/yourself. So ask if your current boss can take this compensation issue off the table by matching the competitive offer so that you can do the right thing. Warning: You only get to do this every two years or so until you’re considered a mercenary, so make sure it is worth bringing up with her or him.
If you want to leave, be pleasant, polite, and persistent. Say something like: ‘I’ve decided that what’s best for me for my career is that I’m going to be taking a new role at Acme. I thank you very much for your time and the experience here.’ Two weeks’ notice is still the bare minimum to be considered not burning your bridges. Offer to assist with the transition, and be firm that you’re not considering staying at this time.–Marc Cenedella, CEO of Ladders

DIFFICULT CONVERSATION 6: “I HAVE AN IDEA FOR A NEW PRODUCT BUT DON’T HAVE THE AUTHORITY TO DEVELOP IT INDEPENDENTLY.”

You should always come from the perspective of driving value for your customers. Pitch the product or solution from the perspective of how this solution helps customers or users be more effective and efficient. From there, focus on clearly defined ownership, the best ways to collaborate, and overall resourcing. Bosses love to see plans that are well thought through and will be happy to support you as a result.–Maria Zhang, VP of engineering, LinkedIn

DIFFICULT CONVERSATION 7: “I NEED HELP ASSESSING MY SKILLS SO I CAN DEVELOP AS A LEADER.”

While the role of your manager is to develop you and unlock your potential, it is also important for you to be thoughtful and proactive in your approach to your own career development. This starts with being self-aware and knowing what is expected of you in your role and how your success will be measured. When you meet with your manager, along with setting and checking on core goals for your role, share your perspective on where you want to grow, and how you’d like to accomplish that. Ask for your manager’s feedback and partnership to define ways to stretch yourself professionally. Don’t forget to then track your results and report on your progress. In addition, don’t count out your peers! If your colleague is a stellar salesperson, ask if you can shadow them. It helps to learn from the best.--Ty Heath, global lead, Market Development LMS

Regardless of the issue, know that you’re not alone. “Approaching difficult conversations with your manager is never easy, no matter what your relationship is like with your boss,” says Alexandra Clarke, director of recruiting for ForceBrands. Overall, she says, to ensure the direction of the conversation is healthy and productive, regardless of how tricky the topic, make sure you have a plan, purpose, and agendabefore you have the conversation.

Ask for feedback and advice where necessary, Clarke maintains, and always listen. Most importantly, she adds, be professional. “Be receptive and open to the idea that even if the meeting doesn’t go as planned, you were able to engage in a difficult conversation that won’t compromise or undermine your role,” Clarke explains, “and before leaving the discussion, suggest scheduling a follow-up meeting to regroup on the topic in a few days.”

ABOUT THE AUTHOR

Lydia Dishman is a reporter writing about the intersection of tech, leadership, and innovation. She is a regular contributor to Fast Company and has written for CBS Moneywatch, Fortune, The Guardian, Popular Science, and the New York Times, among others.

FastCompany.com | January 30, 2019

#CareerAdvice : #CoverLetter – 5 Strong Ways to Close a Cover Letter. Must REad!

January 28, 2019/in First Sun Blog/by First Sun Team

Writing a cover letter isn’t an easy task for many job seekers. There’s a lot of pressure because, sometimes, the cover letter is the only piece the recruiter will read. Therefore, your cover letter must be a piece of writing that describes your achievements, and how you will help the company succeed.

Additionally, you want your cover letter to illustrate how you are the best fit for the company, and for the reader to believe you have the qualifications they seek. If you want to land an interview with your cover letter, you don’t want to sound vague or wishy-washy. Your cover letter should illustrate why you are the best fit, and how you will help the company or organization reach success.

However, when writing the closing paragraph of your cover letter, it’s easy to have a passive voice because you don’t want to appear overconfident. For example, if you say, “I look forward to hearing from you,” that’s great –but that alone doesn’t seal the deal. The closing paragraph of your cover letter must be one of the strongest elements because it is the last impression you leave in the reader’s mind.

Here are five phrases to include in the final paragraph of your cover letter that will help you seal the deal for your next interview:

1. “I AM VERY EXCITED TO LEARN MORE ABOUT THIS OPPORTUNITY AND SHARE HOW I WILL BE A GREAT FIT FOR XYZ CORPORATION.”

Strong cover letter closings are enthusiastic and confident. You want the reader to have the impression you are truly passionate about the position and working for their company. This statement will also illustrate your ability to fit into the company culture, and how your personality and work ethic is exactly what they’re looking for.

2. “I BELIEVE THIS IS A POSITION WHERE MY PASSION FOR THIS INDUSTRY WILL GROW BECAUSE OF THE XYZ OPPORTUNITIES YOU PROVIDE FOR YOUR EMPLOYEES.”

It’s always a good idea to explain what you find attractive about working for the company, and how you want to bring your passions to the table. By doing this, you can illustrate how much thought you dedicated to applying for the position, and how much you care about becoming a part of the company.

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3. “IF I AM OFFERED THIS POSITION, I WILL BE READY TO HIT THE GROUND RUNNING AND HELP XYZ COMPANY EXCEED ITS OWN EXPECTATIONS FOR SUCCESS.”

By adding this piece to your conclusion, you will be able to add some flare and excitement to your cover letter. The reader will become intrigued by your enthusiasm to “hit the ground running.” Employers look for candidates who are prepared for the position and are easy to train. Therefore, this phrase will definitely raise some curiosity, and the reader will want to discover what you have to offer for their company.

4. “I WOULD APPRECIATE THE OPPORTUNITY TO MEET WITH YOU TO DISCUSS HOW MY QUALIFICATIONS WILL BE BENEFICIAL TO YOUR ORGANIZATION’S SUCCESS.”

Remember, you want to make it clear in your cover letter how the employer will benefit from your experience and qualifications. You want to also express how your goal is to help the organization succeed, not how the position will contribute to your personal success.

5. “I WILL CALL YOU NEXT TUESDAY TO FOLLOW UP ON MY APPLICATION AND ARRANGE FOR AN INTERVIEW.”

The most essential part of your closing is your “call to action” statement. Remember, the purpose of your cover letter is to land an interview. Don’t end your cover letter saying you’ll hope to get in touch. Explain to the reader the exact day and how you will be contacting them. When you state you will be following up with the employer, make sure you do it!

Remember, the closing of your cover letter is the most important element that will help you land your next interview. By crafting a strong, confident, and enthusiastic closing paragraph, you will leave the reader feeling like you could be the best candidate for the position.

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FastCompany.com | January 27, 2019 | BY HEATHER HUHMAN—GLASSDOOR 3 MINUTE READ

#CareerAdvice : #JobInterview -Must Read! These 6 Phrases Give Hiring Managers the Eye-Roll. Don’t Utter these Phrases in your Next Job Interview.

January 27, 2019/in First Sun Blog/by First Sun Team

When it comes to job interviews, first impressions are everything. You probably know to avoid certain faux pas–like being late, or saying something mean to the receptionist. But you also need to stay away from giving clichéd answers that will discourage your interviewer from advancing you to the next stage.

As a hiring manager (and the founder and CEO a staffing firm), here are some of the most common ones I hear:

“I’M AN OVERACHIEVER”

I’m a big believer in word choice and semantics–people meaning what they say, and saying what they mean. When I hear this, I believe you are an underachiever, or you’re a decent worker, but not a superstar.

Here’s what I mean: Being labeled an overachiever means that people underestimated you. If you overachieve, that means you did more than people thought you could. To me, this raises the question, why did they believe that you were limited in your abilities?

“I GIVE 150 PERCENT”

Whenever I hear this phrase, I always say, “I think you need to recalibrate.” I can only give you 100 percent. I can’t give you 150 percent of me, because there isn’t one and a half times of me. When you say something like this (especially without any specific examples to back it up), it makes you sound disingenuous, and you’ll probably end up over-promising, and under-delivering. This is not something that hiring managers want.

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“I REALLY LOVE THIS COMPANY”

Really? Tell me, what do you know about the company? Is it more than the small bit you reviewed online? Any interviewer will assume you applied for the job because you like the company, so you don’t need to state the obvious. But you should know much as you can know without actually working there, which requires you to look beyond the company website. You need to understand what you can bring to the company, and how that ties it on their mission and overall objective.

Ask questions about why the people working there think it’s a great place. Find out where they believe the company can improve. Most importantly, think and ask questions to help you form opinions, not just for the sake of asking questions. As a hiring manager, I want you to tell me that you’ve done the research and talked to people because that’s the only way for you to understand what we’re building and creating.

“I’M HARD WORKING, I’M A TEAM PLAYER, I’M COMMITTED”

You might think this is what the person on the other end wants to hear. I’m telling you that it’s not.

This is what I want to hear: “I will outwork and outproduce anyone else on this team. I will take on extra education to grow faster than my peers. I will put in time beyond standard business hours if and when necessary to achieve goals, and to cross-train in skills that other people have.”

But people won’t say those things because most people aren’t willing to execute them later on. To clarify, I’m not looking for people who want to work a million hours. I want people to be honest and for people to articulate what they bring to the table, and then deliver on it. In any relationship, if you lie about who you are and what you’re willing to do, it usually catches up to you. Always tell the truth.

“I’M EXTREMELY DETAIL ORIENTED”

If that’s a true statement, you better know the minute details of your job and your team. What happened last month, last quarter, and last year? Why were there problems and what was the cause of the successes?

As a hiring manager, I want to see concrete evidence of that. That means no typos in your resume and involvement in projects and deliverables that showed your attention to detail. As a candidate, the onus is on you to prove that to me.

“I FEEL LIKE THIS IS A PLACE WHERE I CAN LEARN AND GROW”

Okay. Now tell me what’s in it for us, the company? What are you going to contribute? We make money by growing revenue or cutting expenses; what are you going to do to move us in that direction, and how? This kind of answer to the question is focused on you, rather than on the company–and most interviewees tend to focus on themselves and what they want.

When you’re interviewing for a role, you should always focus on the company and what the company can gain by employing you. Yes, the advice seems obvious, but you’d be surprised how many people don’t follow this advice. Remember, you’re there to convince the company that you’re the best solution to their problem, that you’re the best person to fill their vacancy. Focus on that, and you’ll be surprised at how far you can go.

Author: Tom Gimbel is the founder and CEO of LaSalle Network, a national staffing, recruiting, and culture firm.

FastCompany.com | January 26, 2019

#CareerAdvice : #JobSearch -Tips for Leveraging Today’s Hot Job Market—Without Overplaying Your Hand. A Must Read!

January 25, 2019/in First Sun Blog/by First Sun Team

It is the hottest job market in decades, but that doesn’t mean playing it to your advantage is easy or obvious.

After more than eight years of U.S. job growth—the longest streak on record—employers across a swath of industries from health care to manufacturing have more positions than they can fill. The demand is a big reason the share of workers voluntarily quitting their jobs hit a 17-year high in 2018, said Jed Kolko, chief economist at job site Indeed, who adds that many of the biggest wage gains have gone to those who have jumped to new positions.

But outside a group of highly sought-after tech workers routinely fielding job offers, it can be tough for employees to know how much leverage they have to parlay the tight labor market into higher pay, a promotion or better job. While many of the old rules of job-hunting etiquette and strategy still apply, it pays for job seekers to be bolder than they might have been in previous years, recruiters and hiring managers say.

“Now is a great time for people to consider job opportunities they didn’t bother looking seriously at before,”

As employers drop education and experience requirements for some roles, and boost training and support for new hires in others, said Brandi Britton, district president for staffing and recruiting firm Robert Half.

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She recommended researching roles online for which your skills and expertise might be advantageous and asking for informational interviews with colleagues and acquaintances to learn about new fields. But she cautions against job hopping solely for a salary boost. “If the market does soften and companies start cutting back on their expenses, it’s not always a good thing to be the newest or highest-paid person,” Ms. Britton said.

Real-estate mogul and “Shark Tank” investor Barbara Corcoran advised anyone itching for a change to first schedule a career discussion with their manager, even if the appointment is weeks away or they don’t know yet what exactly they want to achieve. “You might be anxious for the next month, but that will force you to prepare your pitch,” she said.

Employees should approach the conversation with a list of accomplishments and the ways they contribute to the firm beyond the standard requirements of the job, building an argument for why their talents should be put to use on bigger and better things, she said.

If you do go in with an offer from another firm in hand, Ms. Corcoran recommended broaching the subject by stressing how much you value your current role, then asking about your prospects for advancing at the firm and only bringing up the outside job offer as a last resort. Just “telling your boss someone wants you and you want more money if you’re going to stay is the business equivalent of putting a gun to someone’s head,” she said.

Many bosses are willing to look for ways to meet the compensation goals of employees when it seems mutually beneficial, she added: “It’s such a pain in the neck to replace someone who’s midcareer with a good track record, who contributes to the team and is easy to work with.”

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Likewise, recruiters say it is important to emphasize to any prospective employer with whom you interview that your goal isn’t so much higher pay (even if it is) as it is a better chance to fulfill your career goals.

Sometimes more unconventional tactics work. Cassidy Williams, a senior software engineer in Seattle who has held five jobs in the past five years, said she was rarely looking for the offers when they came her way. Before accepting a new job, Ms. Williams said she typically creates a pro-and-con spreadsheet, weighing the advantages of staying versus leaving. She then shared it with her parents, friends and mentors to get their input.

In one case, she even shared it with both her then-employer and the prospective one, pointing out the differences, including higher pay, between the two. “It was actually incredibly helpful,” Ms. Williams said. Though her employer was willing to discuss a raise, she said she ultimately decided to take the new job.

Even if you are planning to stay put for now, the stability of today’s job market makes it an opportune time to gird for when it does cool. Katie Bardaro, chief economist for compensation research firm PayScale Inc., recommended asking for a stretch assignment outside of one’s normal responsibilities, or signing up for a free training program or other company-offered education benefit. More employers are offering or expanding such perks to retain workers. At companies such as Walt Disney Co. and Discover Financial Services , for example, entry-level workers such as line cooks and call-center staff can earn a fully paid college degree while they work.

“The important thing is to keep growing and learning, through new projects or other opportunities, so you don’t run the risk of stagnating,” Ms. Bardaro said.

—Chip Cutter contributed to this article.

Write to Kelsey Gee at kelsey.gee@wsj.com

WSJ.com | January 23, 2019 | Kelsey Gee

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