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#Leadership : 3 Ways Managers Can Empower #TeamMembers With #MentalHealth Struggles… My views on #MentalHealth went Viral in a Tweet Last Summer – and Revealed just How Taboo the Topic is, Especially in the #Workplace .

May 2, 2018/in First Sun Blog/by First Sun Team

The stigma of mental illness never made much sense to Ben Congleton, CEO of live-chat software maker Olark.

He’d grown up with kids whose lives improved after they received treatment for their illnesses. He knows one in five U.S. adults experiences mental illness in a given year. He’s always understood mental health is as important as physical health.

So he was shocked when his views on mental health went viral in a tweet last summer – and revealed just how taboo the topic is, especially in the workplace.

Last June, Olark staffer Madalyn Parker emailed her team to let them know she was “taking today and tomorrow to focus on my mental health.” Congleton replied to Parker privately, thanking her for not only taking the days but for being open about it: “You are an example to us all, and help cut through the stigma so we can all bring our whole selves to work.”

Parker tweeted the exchange with Congleton’s permission, and it garnered tens of thousands of retweets, likes, and responses.

“Madalyn and I received lots of notes of support, but what surprised and saddened me was how many people commented that this is rare,” Congleton says. “So many people told me they would fear judgment, or even that they would be fired. It was an eye-opener for me about this broad societal challenge that we all need to overcome.” Congleton published a brief note on Medium in response to the attention, encouraging employers to express gratitude to their teams and reflect on their organizations’ values.

Below, he shares with Glassdoor the three steps managers can take to engender a culture of openness, promote mental health, and support team members.

“I wish there were some magic words to say, but it doesn’t happen overnight,” Congleton says. “It’s about consciously and constantly creating an environment of trust, which takes work – but it’s worth it in so many ways.”

“Prioritizing trust, gratitude, and caring about a staffer’s whole self is not a one-and-done endeavor,” he says. “We’re talking about changing work culture and ingrained societal stigma. That progress happens only with more dialogue and more action.”

Olark’s structure is one that inherently requires trust and flexibility; managers can’t hover over desks because the team is fully remote, with staffers across three continents. So if staffers hit the gym for two hours in the middle of the day and get their work done in the evening, that’s just fine by Olark management.

Congleton understands that flex scheduling – or other Olark perks like unlimited vacation – may not be possible for every organization or every position, establishing values of underlying trust is what’s key. “You can focus on output and outcomes, measuring not the employee’s exact hours but their impact on the business,” he explains.

When your team feels that they’re being judged for their work and appreciated for a job well done, “incredible things happen,” Congleton says. “Once you have that strong cultural framework in place, people feel trusted and supported so they’re willing to be open.” That’s why Olark’s frank discussions about mental health challenges happened “without being super deliberate,” as Congleton puts it. As it has been revealed by our research company, it should be noted that Levitra does not have any effect on the quality of sperm, and therefore does not affect the fertilization of the egg. All this must be taken into account. It is especially so if you want to have children, and you do not get them. You should not have high hopes for Levitra, because its main task is to strengthen male strength, but not to affect the productivity of sperm. It is better to consult a doctor so that he prescribes the most effective medicines for it.

As an added bonus, Congleton finds the culture of trust breeds higher performance. “People are more willing to take risks and to stretch themselves, and we’ve found they perform even better for you. When people are happier, their lives are better and their work reflects it. It’s a win-win that just makes sense.”

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Model the openness you want to see in your staffers.

As a leader, you set the tone for acceptable and expected behavior — so if you want your team to feel free to share, open up a bit yourself. That doesn’t mean you need to dish about every detail of your personal life. A friend of Congleton’s, for example, “started every management meeting with a little game: ‘If you really knew me you would know…’ and he’d talk about something going on with him that was new, or something hanging over his head. Childcare got messed up, traffic was frustrating, whatever. And then they’d go around the room.”

The game inspired Congleton for two key reasons: “It normalizes that behavior of sharing what you’re bringing to the job in that moment, which is huge. And it’s done in a tactical way: You’re not putting someone on the spot, just allowing them to open up just a little bit in a manner that makes them feel comfortable.”

Modeling behavior extends to self-care, too. “Depending on the culture in an organization, people might be concerned that taking a few days off — even after a super-busy time – is implied weakness,” Congleton explains. “That’s a great opportunity to demonstrate it as a leader: ‘Hey, team, that last sprint took it all out of me. I’m going to take an extra day to reflect and recharge, and I recommend you do too.’ That speaks volumes.”

Proactively share resources, and seek expert help when needed.

Just like physical health, mental health is complex. Avail yourself of resources like Congleton’s favorite: Open Sourcing Mental Illness, which focuses on changing stigma within the tech community but offers guidelines and research that are applicable across sectors. If you find a great article extolling the benefits of taking a mental health day, fully unplugging while on vacation, etc., email it to your team with a quick note about why you think it’s important.

And if a staffer is going through mental health issues, tap internal resources like HR for assistance. “Serious mental health challenges are serious health challenges, period,” Congleton notes. “Your typical manager is not going to be an expert in mental health, and that’s OK.”

These three steps aren’t necessarily linear, and they can’t be treated like a simple checklist, Congleton explains.

“Prioritizing trust, gratitude, and caring about a staffer’s whole self is not a one-and-done endeavor,” he says. “We’re talking about changing work culture and ingrained societal stigma. That progress happens only with more dialogue and more action.”

GlassDoor.com | May 1, 2018 | Posted by Julianne Pepitone

#Leadership : How To Build A #ProductiveTeam (And Weed Out #ToxicBehavior )…Whitney Johnson’s new book, Build An A-Team, is Based in Understanding where Collaborators are on their Learning Curves.

May 1, 2018/in First Sun Blog/by First Sun Team

Whitney Johnson isn’t afraid to challenge people to be their best selves. From her books Dare, Dream, Do, to Disrupt Yourself, Johnson puts forth a framework for innovation that starts with empowering the individual to take charge of making change. It’s something she’s learned from personal experience.

Originally a classically trained pianist, Johnson went on to become an equity analyst on Wall Street despite having no financial background. Between speaking engagements, writing, mentoring, and advising startups, Johnson also co founded the Disruptive Innovation Fund with Harvard Business School’s Clayton Christensen.

In her latest book, Build an A-Team, Johnson discusses her experience and advice for creating the most productive collaborations. Here’s her advice for building an innovative team and weeding out toxic behavior.

Fast Company: What was the most challenging team you’ve ever been on?

Whitney Johnson: I was still working on Wall Street, I had been an award-winning stock analyst for about eight years and effectively at the top of my learning curve. I loved to coach and mentor people, so I went to [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][my boss] and said I wanted to go into the management track. Rather than being supportive, he was dismissive and discouraging, basically saying, ‘We like you right where you are.’ This is a big challenge that plays out in companies all over the world every day. People get to the point where they are ready to disrupt themselves, but the ecosystem makes it impossible, even though they may have a great boss. It’s basically the “innovator’s dilemma” but with people.

FC: How did you resolve the dynamic?

WJ: I left.

FC: Is there such thing as a bad team? Or is it only a matter of getting a good manager/leader who can make it good?

WJ: There is such thing as a bad team. Sometimes you have bad players who are toxic–and we all can be toxic at different times, it’s not that a particular person is toxic in every situation. But often you get people not performing well, and/or they’re in the wrong role. Other times, frequently there is a strong performer who got to the top of their learning curve after four or five years on the job, and they’re bored and they start to underperform. They may feel they paid their dues and are entitled. That impacts everybody on the team.

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FC: What’s the best way to deal with that?

WJ: If there is truly a toxic player, you need to weed them out. Otherwise, recognize that every single person is on a learning curve, including you. You build a great team by optimizing those curves. At any given time you have 70% of the people on the steep part of the learning curve, and 15% who are on the low end asking questions like, ‘Why are we doing this?’

The other 15% are people at the high end who aren’t necessarily innovating, but who are willing to set the pace by teaching, training, and collaborating. They know that shortly they will jump to a new curve of learn, leap, repeat, continuing the cycle. You have to constantly have people in a slot either learning a little more, or getting ready to learn again, then you’ve got people who are engaged, happy, and productive.

FC: What do you personally look for in others when collaborating, and how would you advise others to seek the same?

WJ: A lack of entitlement. A lack of either, ‘I’ve paid dues,’ or somehow I am owed for something. A willingness to learn and be humble enough to say I don’t know how to do everything, and I’m willing to learn from every person, not just my betters. To demonstrate domain expertise and excellence around the work they’re doing. A willingness to show up and be all in.

One of the ways you know people are excited to work with you is that they ask you questions about the work, and not about what’s in it for them. One advantage of the gig economy is working on short-term projects with someone. To me, that is the best way to test if they are all in.

FC: How would you hire to build a great team?

WJ: Look for the questions they ask to see if they are invested in the business. Ask them about times in their career or at school that they’ve taken a step back to slingshot forward, or if they were pushed back and what that looked like.

This will show how self-aware they are if they are taking ownership, or if it is someone else’s fault. You will see how agile and nimble they are, which is required for disrupting. Then talk about something that’s not worked and what the return on investment of it was. You’ll be able to see resilience, and how intact their sense of identity is if their failure is an event and not a person.

FC: How would you advise someone who’s contemplating joining a team to make the right decision?

WJ: Bosses are pretty good at telling you what you want to hear about a job, and it all looks really exciting. Ask the manager where the people are who worked for them in the past, and what they are doing today. Ask if there were women or people of color on those teams. Ask if they helped them to get to where they are–even if they moved to another organization–and if they are proud of them. That is the person you want to be working for, because this boss will make it possible for you to jump to a new learning curve.

FastCompany.com | May 1, 2018 | Lydia Dishman

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#Leadership : My Mom With Alzheimer’s Needed Me. My Business Did, Too…Unexpected and Unasked-for Lessons in #Caregiving –In Work, Life, and Death.

May 1, 2018/in First Sun Blog/by First Sun Team

When my mother was officially diagnosed with Alzheimer’s, in 2014, she was 86 and already at a late stage of her disease. I was hard at work running my brand marketing agency, and knew I’d need to scale things back in order to care for her. I trimmed my client list and planned for the company’s finances to tighten. But I could never have fully readied myself for the experience ahead.

Anyone who’s cared for a loved one with Alzheimer’s knows all too well the pain, frustration, and suffering experienced by both patient and caregiver. Many of us must also hold down a job or keep a business running while managing doctors, home health workers, finances, legal documents, prescriptions, food shopping, equipment rentals and, of course, just spending time with your ailing relative. Then there are the minor details of your own personal life, which can instantly fall to the bottom of your never-ending to-do list.

It was much later that I noticed there was something else–unexpected and unasked-for–to be gained from the devastating experience of watching my mother disappear into someone else: I’d learned several lessons in caregiving that have profoundly changed how I live and work ever since.

ALWAYS STOP TO ASK, “HOW IMPORTANT IS THIS?”

At the beginning of my mother’s decline, I tended to correct every erroneous statement she made:

“I didn’t have any lunch.”

“Yes you did, Mom. You ate 20 minutes ago.”

I would battle it out over and over, as she asserted and I counter-asserted. I finally learned to say nothing, or just “Okay, we’ll give you lunch in 15 minutes”–which she would promptly forget.

This experience was painful, but I think of it often these days, as a reminder to choose my battles. You can’t fight every available fight. It’s more important to save the heavy protesting for misguided thinking that can have a real negative impact. Just winning an argument doesn’t win you much.

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FLEXIBILITY IS THE BEST TIME-MANAGEMENT STRATEGY

The best-laid plans for completing long to-do lists often go awry, especially when there’s an emergency–whether it’s when a parent has an accident that requires a hospital visit, or a public-relations calamity with a client. I had a high-profile restaurant client who received the occasional bomb threat. Try prioritizing just three must-do tasks per day when you’re dealing with that. Everything I accomplished beyond that felt like a huge achievement, and I learned not to berate myself for failing to get to non-urgent tasks.

FORGIVE YOURSELF

If you make a mistake–and you absolutely will, in business or in caregiving–own up to it and move on. Toward the end of her life, I accidentally gave my mother an extra dose of morphine; she slept for 24 hours straight. Assuming it occurred despite your best intentions, self-forgiveness rather than self-condemnation is the way forward. Mistakes are just about inevitable when you’re emotionally drained and stretched thin. We’re all human, and we do better work when we’re feeling confident and good about ourselves in the face of challenges–rather than beating ourselves up over them.

TAKE TIME OFF

Pride in a relentless work schedule and no vacation is short-sighted and just plain stupid. Caring for my mother, I felt at first that time off was a luxury I just shouldn’t afford, but I soon realized I needed it in order to care for her. It’s a crucial lifeline for staying sane and recharging, which carries into your work life in the form of refreshed perspectives and space for new ideas and strategy tweaks.

That’s all the more true now that digital tools make it possible to be available virtually 24/7; time off should still always mean actually going offline. Whether it’s to do your best work and remind your boss that you’re essential or to endure the stresses of caregiving, you’ll need to unplug every now and then.

REMEMBER THAT IT WON’T ALWAYS BE THIS WAY

As a caregiver, there will be times when you simply want to give up, or cry, or throw something. When you just want to run away and make someone else do it. Likewise with difficult clients or projects. Tomorrow is a new day, and there will be other goals to meet, small victories, or moments of emotional connection or clarity you couldn’t have anticipated–with an Alzheimer’s patient or with a client.

But perhaps the biggest lesson I learned after saying goodbye to my mother and returning, steadily, to my business was this: This is your life, wherever you are, and it’s going by. So stop and step back for a moment. Take a breath. Then take one step forward. Life goes on.

Val Brown is the CEO of Val Brown Group, a brand strategy, marketing, and licensing consultancy working with retail, restaurant, music, entertainment, lifestyle, and nonprofit clients.

Fast Company.com | May 1, 2018 | BY VAL BROWN 3 MINUTE READ

Your #Career : How to #Negotiate Beyond the Raise You Were Offered? ….You Get a Strong Review and the Same Old Mediocre 2% Merit Increase you Got Last Year. That’s Disappointing. Is There Anything you Can Do?

April 30, 2018/in First Sun Blog/by First Sun Team

It’s been a long year. You changed teams, picked up new projects, started mentoring a couple junior developers, wrote a couple spectacular white papers, or any number of other productive things.

If you follow these five steps and find that a larger raise isn’t available within a reasonable timeline, you may need to begin looking for better opportunities with more flexibility to pay you what you’re worth.

Now it’s performance review season, and you’re looking forward to a stellar review accompanied by a nice merit increase to reward all your hard work.

But that’s not how things turn out. Instead, you get a strong review and the same old mediocre 2% merit increase you got last year.

That’s disappointing. Is there anything you can do?

How do you negotiate a raise in addition to your merit increase?

Your instinct might be to march into your boss’ office and demand a bigger raise. To make a statement and get what’s rightfully yours!

That probably won’t end well, so it’s time to slow it down and make a plan.

Step 1: Set your expectations

First things first, let’s level set: It may not be possible to negotiate a raise in addition to your merit increase right now.

By the time your manager told you about that 2% raise, the company’s merit increase budget had been divvied up and things were pretty much written in stone. The company made a budget, then parsed it out among the business units, which divided their piece of the budget up among departments, which divided that budget up among managers.

Your manager did the best they could to be fair to everyone, and out tumbled your 2% merit increase.

If it’s even possible to change that amount, a lot of pieces would need to be moved around. It’s probably not going to happen.

Step 2: Do your homework so your manager doesn’t have to

But that doesn’t mean you shouldn’t ask! Most likely, your manager will let you know there’s no additional budget right now, but maybe they’ll be able to work with you to make something happen now or down the road.

Before you ask for a raise in addition to your merit increase, I recommend establishing the following three things:

Your target salary—What is the specific raise amount you feel you have earned? You’ll start with your market value—Glassdoor will help with this—and then adjust your market value for your specific situation.
Your accomplishments—What are the valuable responsibilities you’ve taken on that were unanticipated when your salary was last set? Make sure to identify the accomplishment itself and the business value of the accomplishment whenever possible.
Your accolades—What awards or recognition have you gotten from colleagues, other managers, or clients? These can help your manager understand the value of your work even if they’ve been focused on other things.

It’s important to do this homework before asking your manager for a raise because managers are very busy people. The more work they need to do to help you out, the less likely they are to find the time to do it.

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Step 3: Start the conversation

Armed with those three pieces of information—your target salary, accomplishments, and accolades—you can approach your manager about an additional raise.

Here’s how to begin that conversation:

“I’m grateful for this merit increase—thank you for looking out for me. But I was hoping for a more substantial raise because I’ve taken on a lot of new responsibilities this year. Is there some way to adjust my salary to reflect my current responsibilities? Based on the market research I’ve done, I was hoping for a raise to [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][your target salary].”

Once you’ve begun the conversation, asking for a raise in addition to your merit increase will typically look like the same process as asking for an off-cycle raise. These email templates will help you follow up and continue working with your manager until you reach your goal.

Step 4: Set a goal and establish a timeline

Hopefully, your manager will be prepared to have a productive conversationabout what’s possible, and you may get a larger raise right away.

But the most likely result is that your manager will explain that the budget has already been spent for this cycle, and you’ll need to wait until there’s budget available to increase your salary.

If your manager suggests deferring your larger raise until later on, work with them to establish two specific things that you can collaborate on:

What you need to do to earn the raise you’ve requested—If you’re unable to get a larger raise because your manager feels you have not earned it yet. Ask specifically what you need to do to earn the raise you’ve asked for.
A timeline—It’s also important to establish a timeline so that you and your manager can check in at regular intervals to monitor your progress and make sure you’re on track to achieve your goal in a reasonable time period.

Step 5: Work with your manager to reach your goal

Once you and your manager establish a goal and a timeline, it’s up to you to keep this on your manager’s radar. Make sure to check in with your manager at regular intervals to discuss your progress, get feedback, and confirm that you’re still on track.

You may also run into structural barriers that prevent you from getting a large raise at all. This is sometimes the case at very large companies, where they’ve established rigid guidelines for raises and promotions. “Do you have to quit your job to get a big raise?” can help you determine whether your company has flexibility to give big raises or if you might need to look elsewhere to level up your pay.

In the end, negotiating a raise in addition to your annual merit increase can be tricky. But there are things you can do to start the conversation with your manager and maybe even get a raise right away.

Follow these five steps to negotiate a raise in addition to your annual merit increase:

Set your expectations
Do your homework so your manager doesn’t have to
Start the conversation
Set a goal and establish a timeline
Work with your manager to reach your goal

If you follow these five steps and find that a larger raise isn’t available within a reasonable timeline, you may need to begin looking for better opportunities with more flexibility to pay you what you’re worth.

Josh Doody is a professional salary negotiation coach who helps software developers get more high-quality job offers and negotiate higher salaries. You can learn his best salary negotiation strategies and tactics in his book Fearless Salary Negotiation: A step-by-step guide to getting paid what you’re worth.

GlassDoor.com | April 30, 2018 Posted by Josh Doody

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Your #Career : 8 Ways Getting a Job Has Changed In The Last Decade …The Job Market is Perpetually Evolving, which Means if you’ve Been Happily Employed for the Past Decade, it’s Safe to Say that Things are Different Now.

April 29, 2018/in First Sun Blog/by First Sun Team

The job market is perpetually evolving, which means if you’ve been happily employed for the past decade, it’s safe to say that things are different now. The way people look for jobs, the interview process and what employees look for are all slightly different now, although your time-tested job hunting and interviewing skills will still serve you well. To help you navigate these changes, Glassdoor is hosting a free livestream on Wednesday, April 25th from 6-7 PM PT.

Read on to get a sneak peek at some of the major ways searching for a job has changed in the past ten years, plus how you can work these shifts to your advantage.

1. It’s Easier to Find Exactly What You’re Looking for

Sure, online job postings were around ten years ago, but job sites have evolved in some major ways. In addition to having a greater volume of postings available online, you can now filter your search — not just for basics like job title and location, but also for salary ranges, date of posting and company size — using tools like Glassdoor’s job search feature. These filters allow you to avoid wasting time sifting through job descriptions that aren’t relevant to you, so you can make the most of your job hunting time.

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2. Transparency Is a Priority

2017 was a prime year for whistleblowing at major corporations. While this might not seem relevant to job hunting, the spirit of transparency absolutely crosses over into this arena. According to Glassdoor’s “What’s Ahead for Jobs? Five Disruptions to Watch in 2018” report, it’s likely that more companies will begin to implement transparent hiring practices in order to allow potential hires to feel more clued in during the hiring process. Johnson & Johnson is one of the first companies to make this kind of system a reality, using a new hiring platform that allows candidates to track their application from start to finish, suggests next steps and provides helpful information about the company and role.

Of course, this also means that transparency is expected from candidates, who should be prepared to talk about their reasons for seeking a new job and the challenges they’ve encountered in past roles. And while embellishing your resume was never exactly encouraged, it’s an especially poor moment to try that tactic given today’s climate.

3. Being Well-Informed Is Crucial

Another major trend noted in the disruptions report is that recruiters are especially looking for candidates who have researched the company and are well-informed about the role and the industry they’re applying to work in. One Glassdoor survey found that employers prioritized informed candidates above all others, and that being a high-quality candidate essentially means being an informed one. How does this translate? Use your application and resume to show how much you know about your industry and the job roles you’re applying for, and you’re more likely to see heightened interest in your applications.

4. You Can Job Search (& Apply) Right on Your Phone

Yes, it’s really that easy. That means you can work on your job hunt while you’re standing in line at the grocery store or during your train commute. Five minutes here and there really add up, so this can work to your advantage if you’re searching for a job but have limited free time.

If you have your profile complete on Glassdoor, for example, you can utilize the Easy Apply feature, which allows you to submit an application without leaving the site or even uploading additional documents — a feature that isn’t available on all job sites. And research suggests that mobile job searching will be even hotter in the years to come. One 2015 Pew Research survey found that 28 percent of Americans have used their mobile phone for job searching.

5. Your Skills Matter More Than Your Current Job Title

When updating your resume, it’s important to include not just the names of where you’ve worked and what your job titles have been, but also keywords that highlight your actual skills. Not only does this help recruiters pinpoint what you can actually do, but it also increases the chances of your resume making it to an actual human’s eyes when you apply for a job online. Many large companies utilize resume-scanning software that searches for keywords pertinent to each role, only passing the most relevant resumes along to HR for further review.

Plus, if there are skills you use in your job now that you enjoy using, you can use those as keywords for your job searches. This way, you might be able to find jobs with titles you hadn’t imagined for yourself, but in reality are a great fit for what you’re interested in doing next.

6. Hiring Is Hot — & Not Just for Tech

You might think that the only way to find a new job these days is to become a computer whiz. It’s true that Glassdoor’s 2018 disruptions report found that healthcare and tech jobs are steadily increasing. If you work in either of those industries, you’ll have plenty to choose from in terms of potential roles. These trends probably aren’t too surprising, but what’s especially promising for job hunters in 2018 is that more traditional job roles (think: construction laborers, restaurant waiters and truck drivers) are also in higher demand. While a decade ago it looked like computers, the internet and AI would make traditional job roles redundant, they’re actually on the rise. The takeaway? Don’t let a lack of technical skills discourage you from looking for something new.

7. Feedback Has Become a Major Focus

You may have already experienced that annual performance reviews are becoming less popular, with many companies choosing to do away with them entirely. Now, many businesses are opting to encourage feedback on a more frequent basis through regular check-ins and structured learning opportunities. Once you make it to the interview stage, showing you’re comfortable with receiving feedback, learning new skills and making changes to the way you work based on your organization’s current needs can set you apart from the rest of the candidate pool.

8. You Might Not Have to Leave Your Current Company to Try Something New

Another rising trend, according to Glassdoor’s disruption report, is “role experimentation” programs. While only a few companies have formal programs that allow current employees to try out a completely new job role and eventually transition over to that role full-time (provided it’s a good fit), it’s expected that more will become keen on the idea.

Research shows that one of the key reasons people leave their jobs is that their role no longer fits their skills or interests, and businesses are wising up to the fact that in order to keep their most talented employees — who naturally want to grow and change in their roles — they’ll have to be a little more flexible. If your company doesn’t have a formal program for career changers, check in with your HR department about what company policy on the matter is. You might be surprised by how open they are to role-switching.

GlassDoor.com | April 20, 2018 | Posted by Julia Malacoff

Your #Career : Critical #JobSearch Technique- How to Land an #InformationalInterview …Here’s How and Why to Set one Up, Plus What to Do Once you’ve Actually Landed the Meeting.

April 28, 2018/in First Sun Blog/by First Sun Team

Many people see informational interviews as tricky. What are they for, really? They’re definitely for gathering information about a certain industry, job role or career path, but they’re also valuable in helping you get a job. Not only can they inform your job hunt with insider information in a way that the internet sometimes just can’t, but they also can lead to job opportunities that are only available for those who are “in-network,” so to speak.

Here’s how and why to set one up, plus what to do once you’ve actually landed the meeting.

1. Understand the Benefits

Informational interviews can be used as a crucial component of any job search mainly because they provide an opportunity to build relationships with networking contacts. “Unfortunately, informational interviews tend to be underutilized by many job candidates because their effectiveness in leading to a job is not always so apparent,” explains Richard Orbé-Austin, Ph.D., of Dynamic Transitions Psychological Consulting, LLP. That is, the results of informational interviews aren’t always direct or immediate. But they can lead to positions in what experts call the “hidden job market.”

“I have often seen opportunities created when there is a great connection made between the interviewer and interviewee, or the interviewee happens to fit a skill set that is needed in the organization,” Orbé-Austin says. So don’t think of informational interviews as simply exploratory; take them seriously and be aware that they sometimes also lead to new employment opportunities.

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2. Start With Your Network

One thing candidates often struggle with is who to ask for an informational interview. To put it simply, you should start with the people you know. “If you are in college or more junior in your career, ask your family and family friends to help connect you,” suggests Lori Scherwin, founder of StrategizeThat. “As you get more senior, leverage current colleagues, former colleagues and others up and down the value chain of the industry you are looking to get into.”

If you want to reach out to someone but don’t know them directly, try to have a mutual contact introduce you. “Cold emails are possible, but your ‘hit rate’ goes up if you get an introduction,” Scherwin says.

Lastly, don’t be shy. “All too often, people don’t reach out — when they have so many people who could help them — out of fear of looking uninformed, desperate or needy,” Scherwin notes. “But more often than not, these fears are unfounded. People actually enjoy helping others, and it’s likely that the person you want to talk to has used that approach in their career as well.”

3. Respect Their Time When Making Your Ask

When reaching out to someone for an informational interview (regardless of whether you’re cold emailing or someone has connected you), there are a few important guidelines to follow. “You want to always keep the email brief, make a connection apparent (be specific about who referred you to him/her or what you have in common and why you are reaching out), be respectful (address them by their title unless told otherwise) and be specific that the ask is for an informational meeting of 15 to 20 minutes,” Orbé-Austin advises.

In other words, acknowledge that this person is not a career counselor, and that they would be doing you a favor by meeting with you. By keeping your contact with them short and to-the-point, you’re setting the tone for the entire conversation. Carry that tone through to the actual meeting by arriving early and not taking up more than the allotted amount of time, Orbé-Austin recommends.

4. Don’t Go in Cold

Just like a job interview, you need to do some prep work for an informational interview. “First and foremost, figure out what you are hoping to accomplish,” says Natalie Ledbetter, VP of People Operations at Stash. What do you want to learn in this meeting? “From there, come to the table with questions and a very solid understanding of the business, products and services that the company offers.” Your questions should be thoughtful and reference projects and news you’ve read about the company to show genuine interest, she says.

Make sure your questions are specific, too. “There is nothing worse than wasting someone’s time who is trying to help you,” Scherwin says. “Don’t show up and say ‘okay, tell me everything.’ Have targeted questions, and do your homework.”

5. Establish a Relationship

During the actual interview, don’t just ask questions and wait for responses. “Focus on more than just content; use the time to build a relationship,” Scherwin recommends. “While you are there asking questions, you still have the opportunity to make a great impression through your professionalism.” If you see an opportunity to contribute your expertise to the conversation, and you have the relevant experience to back up your comments, go for it.

That being said, don’t ask for a job right off the bat or treat the interview like a sales pitch. “If you establish a strong connection, an opportunity might unfold, but you are there to learn, not position yourself. That might be an end goal of yours, but be careful about turning an informational interview into a job referralor request.”

6. Remember: Relationships Go Two Ways

“As you are listening — particularly if you are more senior in your career — think about how you can give back,” Scherwin says. “Ask how you can help the person you are meeting with. Actively listen to what they tell you, and instead of just thinking about how the info affects you, think about how your background fits in with what they are saying, how you could be a valuable person for them to stay in touch with going forward or someone in your network you want to introduce them to.”

There’s no need to force it, but be mindful of the fact that the best relationships are two-way streets. “Bottom line: Treat this informational interview as relationship building rather than just information gathering. It’s both.”

7. Leave the Interview With Next Steps in Place

This is the key to making your informational interview useful. “Set yourself up for success by ensuring you leave that meeting with a next step already in place so you have a reason to follow up. Create it,” Scherwin says. Maybe it’s an introduction to someone else based on something from your conversation that you want to learn more about, or perhaps it’s talking to someone else on their team about their role. Maybe it’s even asking for their advice about what skills to develop to land a role at their company.

However you do it, the takeaway is the same: “Do not leave that meeting without a follow-up in place, already knowing the next reason for you to reach out.” As an added bonus, it creates a reason to write a thank-you note or email that doesn’t feel forced, which can then naturally turn into a longer, ongoing conversation.

GlassDoor.com | April 26, 2018 | Posted by Julia Malacoff

Your #Career : 8 Expert-Approved Tips for How to Find a Job Today (Bonus: Live Stream Podcasts)… The #JobHunt : It’s Something We All Go Through in our Lives, Yet there’s Still a Surprising Amount of Mystery Around It.

April 28, 2018/in First Sun Blog/by First Sun Team

The job hunt: it’s something we all go through in our lives, yet there’s still a surprising amount of mystery around it. Do I need to write a cover letter? What’s the best way to prepare for an interview? And why do I never hear back, even after sending dozens of applications?

We know that many different aspects of the job search process can be confusing — and as a company whose mission is to help people everywhere find jobs and companies they love, we wanted to provide some clarity. That’s why we hosted How to Get a Job Live!, a livestream dedicated to helping people beat the competition and get hired. In it, we heard from job search experts, recruiters and even Glassdoor’s Chief Economist about what it takes to find the right company for you, stand out from the crowd, write an excellent resume and more.

Couldn’t make it? No problem! Register here for access to the livestream recordings, and read on to learn a few of the top tips from our panel of experts.

1. The Time to Apply Is Now

Good news for anyone thinking about moving onto a new opportunity — we’re undoubtedly in a job seeker’s market, according to Glassdoor Chief Economist Dr. Andrew Chamberlain. The U.S. has seen nine years of continuous economic expansion, allowing businesses to add jobs at a steady clip. Some particularly hot industries, like healthcare and tech, are hiring even more. With so many opportunities available, companies are working hard to attract the best and the brightest to their companies, which can result in improved benefits packages, higher salaries and other perks that entice candidates.

It’s important to remember, though, that these favorable conditions won’t last forever — after all, what goes up must eventually come down. Chamberlain’s advice: Take advantage of the job seeker’s market while it lasts. If you’ve been thinking about finding a new job, there’s no time to apply like the present.

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2. Bolster Your Skills

Just because there are tons of open positions, though, it doesn’t mean that recruiters are lowering their standards — you’ll still be competing amongst other talented candidates. And as technology has advanced, employers expect potential employees to have more specialized, technical skills. One of the best ways for you to stand out from the crowd is to show employers that you’ve mastered hard skills like these. In particular, Chamberlain recommended familiarizing yourself with data analysis, as nearly all roles work with data in some form and can benefit from deriving insight from it. If data analysis isn’t your strong suit, consider taking an online course.

3. Include the Most Important Resume Info Up Top

Your resume is the first impression recruiters and hiring managers have of you — and if you don’t grab their attention, it will likely also be the last. The average recruiter only spends about six to seven seconds on a resume, so make sure it’s easy for the reader to gather all of the most important information with just a quick scan. One way to do that, suggested job search expert Scott Dobroski, is to include a professional summary up top that doesn’t just state who you are and what job you’re looking for, but the unique value you bring to the table and your most valuable skills.

4. When in Doubt, Write a Cover Letter

On most job listings, you’ll see “cover letter optional” — something that causes a lot of confusion for job seekers. Is it truly optional, or is it just a test to weed out less committed candidates? Most of the time, cover letters aren’t required, Dobroski said, but attaching a well-written one can only help your application. For one, it shows strong communication skills, which are a necessity for nearly any role, Chamberlain pointed out. For another, it gives you an extra chance to sell yourself. Cover letters should be quick, one-page documents that provide added color on why you’re interested in the opportunity, what you’ve achieved in your career, how you did it and why you’re a good fit for the job.

5. Research, Research, Research

The single biggest mistake you can make in an interview is not preparing for it beforehand. This means looking up the basics of the company (industry, products/services, recent articles), common interview questions (making sure to practice the responses aloud with a friend), information about your interviewers and more. This will help you come across as a more informed, passionate candidate.

6. Always Negotiate

One of the biggest misconceptions job seekers have about negotiating salary is that their job offer will be rescinded if they ask for a higher salary. But this is virtually unheard of — as Dobroski said, “I’ve never seen that to be the case.” So be comfortable asking for more, but make sure it’s based on hard data around what your market value is. Use Glassdoor’s Know Your Worth tool to help inform the range you ask for, although you should make sure not to start with your lowest acceptable salary in a negotiation! Finally, don’t forget to see if you can negotiate additional benefits — companies are often willing to accommodate requests for additional vacation days, workplace flexibility and more in order to seal the deal with a strong candidate.

7. Don’t Judge a Company By Its Industry

In the second half of the livestream, recruiters from Facebook, Salesforce and Kaiser Permanente shared insight about their company cultures, how candidates can stand out and what they look for in interviews. One of their main pieces of advice for job seekers: Don’t assume you can’t apply to a company because of the industry they’re in! Claire Arnold, recruiter at Kaiser Permanente, shared that you don’t need to be a doctor or nurse to work at her company. While about 70 percent of Kaiser’s positions are healthcare related, they still have tons of open jobs in fields like administration, marketing, IT and more. Similarly, you don’t need to be a software engineer to work at tech companies Facebook and Salesforce. While yes, they do have many open technical positions, they also need talented folks in roles like sales, recruiting, finance, HR… the list goes on.

8. Ask Questions in an Interview

Even if you feel like you’ve gotten sufficient information already, you should always take an interviewer up on their offer to answer any questions you might have. In this situation, interviewers aren’t just trying to help you out — they also want to see if you can ask questions that demonstrate that you’ve done your research and have critical thinking skills. One question that Ashley Core of Salesforce loves to hear is “How have you given back to the community?” At Salesforce, community service is huge, so this proves that candidates did their due diligence in the research stage.

9. Don’t Take It Personally

Near the end of the livestream, recruiters were asked what the best piece of career advice they had ever received was. According to Facebook Recruiting Director Liz Wamai, it was “Don’t take it personally.” This is especially applicable in the job search. When you get rejected, it’s easy to get down on yourself, and think “What’s wrong with me?” But oftentimes, recruiters will pass on a candidate not because they don’t like them, but simply because they don’t have the right role for them at the moment or they need a little more experience under their belt first. If this happens to you, don’t get discouraged — if you keep applying thoughtfully and bringing your best self to the interview, it’s only a matter of time before you get an offer.

GlassDoor.com | April 26, 2018 | Posted by Emily Moore

Your #Career : Don’t Tell #Recruiters or the #HiringManger These Things If You Want The Job…These Phrases can Compromise your Chances of Getting a Competitive Offer.

April 27, 2018/in First Sun Blog/by First Sun Team

Put your best foot forward. How many times have you heard that popular refrain? Too many to count. However, when it comes to the job search process, many job seekers think that this advice only applies during the scheduled phone calls, interviews, and interactions with the hiring manager and your potential team. After all, isn’t the recruiter just the go-between, the person who arranges interviews and leases between candidate and boss? Wrong. The recruiter is a stakeholder and is an integral part of the hiring process. To overlook or underestimate his or her influence is a big mistake.

Every interaction with a potential employer should not only be professional and also dictate that you are purposeful and thoughtful about everything you say. Whether it’s just a quick text through Canvas or a phone call to discuss salary expectation, choose your words wisely to ensure your own success.

Here are six phrases that you should never say to a recruiter if you want a competitive job offer.

“I’LL TAKE ANYTHING (ANY ROLE AT YOUR COMPANY)”

Much like dating, the smell of desperation in the job search can be palpable. Whether the bills are piling up, your current gig is an absolute dead end, or whether this is your dream company, avoid telling a recruiter that you’ll “take anything” for a few key reasons:

You’re selling yourself and your skills short. You are talented, smart, and can contribute greatly.
You appear uninformed. Recruiters want well-researched, highly engaged, informed candidates to apply for jobs. This statement makes you appear as though you haven’t thought out the decision to apply to the company, or do not know how your career goals align with their objectives.
You are signaling that you will settle. Continuing with the dating analogy, job seekers who appear “thirsty” or desperate won’t command the attention or best treatment.

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“SURE, THAT SOUNDS LIKE A GOOD SALARY”

Never settle for the opening salary offer. Never. “A salary negotiation is a collaboration, and a key ingredient of a successful collaboration is good communication,” says Josh Doody, author of Fearless Salary Negotiation. “You’ll often get a job offer that seems really appealing, and it might be far more than you expected. Your instinct in that case might be to just accept the offer because it’s so good.”

However, you should be prepared to negotiate your salary and know how much you could earn given your skills, education, and location by using Glassdoor’s Know Your Worth personal salary calculator.

Instead of blindly accepting their offer, do your research. Then, Doody says, “formulate a counteroffer to see how much you can improve it. The negotiation should end with the company saying “Yes” to you. Once they say “Yes” to you, or you run out of things to ask for, then you are finished negotiating.”

“MY PREVIOUS COMPANY WAS HORRIBLE”

Complaining about your last company is a big no-no. Barring some really unique circumstance, griping about your former boss, colleagues, or work environment can be detrimental to your interview process as well as your professional reputation.

Instead of making such a blunt statement, critically evaluate how you have navigated challenges on the job. Share with the recruiter how you have coped and actually thrived in spite of less than ideal circumstances. Just remember, trash talking is a no-no.

“MY FORMER BOSS WON’T GIVE ME A GOOD RECOMMENDATION BECAUSE HE/SHE WAS THREATENED BY ME”

While there may be truth to this statement, save it for your friends over drinks. Do not share this with a recruiter. When asked for a list of recommendations, rarely will a recruiter counter your list with a comment like, “Why didn’t you include your last boss?” References and recommendations should come from people who can speak to your accomplishments, successes, and positive work experiences. Glowing recommendations are a big part of putting your best foot forward.

However, recruiters aren’t likely to care about the less than savory relationship you had with your former boss. Nix the gossip. Offer up the best recommendations you can, and if you are questioned about the absence of your most recent boss in that bunch, simply reply, “The group of people I provided are best suited to speak to my accomplishments, work ethic, and abilities. I think they’ll provide you with a 360-degree view of why I’d be an excellent fit for this role.”

“I KNOW MY INTERVIEW IS TODAY, BUT CAN WE RESCHEDULE?”

Unless there has been a death in the family or a critical emergency, canceling an interview on the day of is tantamount to saying “I don’t really want this job and I don’t respect you or your time.”

If you need to adjust the time or you’re running late, be transparent. “Being late to an interview with no explanation or without emailing or calling ahead to say they are running late will knock out 99% of interviewees,” says Jamie Hichens, senior manager of talent acquisition at Glassdoor. “At the very least, if you’re running late, call and offer an ETA, an explanation, or an offer to reschedule. And remember to apologize for the inconvenience.”

“IT’S BEEN 3 WEEKS SINCE I APPLIED, I THOUGHT MY APPLICATION HAD FALLEN INTO THE BLACK HOLE”

Depending on the size of the company, job applications can receive hundreds or thousands of resumes per position. And while recruiters try to respond to everyone, sometimes it’s harder than job seekers may think. That’s no reason to be curt with a recruiter or make a passive-aggressive comment like this. Use your time with a recruiter wisely by focusing on the role, the company and your unique fit for both. Don’t waste time or diminish your chances of a positive interview experience by making snarky comments.

There are a few ways you can avoid the black hole. “With the increased use of online applicant tracking systems even among smaller companies, it means the recruiter or hiring manager may not see your resume unless you use just the right keywords,” says Mikaela Kiner, founder/CEO of UniquelyHR. “Referrals [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][also] increase the likelihood that a recruiter will see your resume. If you don’t have a personal connection, use social media to find out who does. Don’t be embarrassed to ask someone to make an introduction on your behalf, people do this all the time. If you’re uncomfortable asking for favors, include an easy way for them to say no, like, ‘If you’re not comfortable connecting me, I completely understand.’”

This article originally appeared on Glassdoor and is reprinted with permission.

FastCompany.com | April 27, 2018 | BY AMY ELISA JACKSON—GLASSDOOR 5 MINUTE READ

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Your #Career : 6 Things You Must Do Before #Graduation …Time is Ticking! We’ve Turned to Top College & #CareerAdvisors for the Six Things you Must Do Before you Walk Across that Stage.

April 27, 2018/in First Sun Blog/by First Sun Team

You’re a soon-to-be college graduate, and you’re so consumed with, you know, graduating, that perhaps you haven’t realized you need to plan more than the outfit you’ll wear beneath your cap and gown. In fact, there’s a lot to do before you graduate.

We’ve turned to top college and career advisors for the six things you must do before you walk across that stage.

1. Participate in Mock Interviews

Practice makes perfect — and you don’t want to learn how to be the perfect interviewee during a real interview. Joshua Domitrovich, coordinator for career mentoring and internships at Clarion University, recommends that soon-to-be graduates begin participating in mock interviews about two weeks before a real interview.

“This allows students to reflect on their experiences while ‘messing up,’ so that they don’t mess up with the employer,” he says, while adding that many career centers, including Clarion, offer mock interview services. “Career centers will tailor your mock interview to mirror the organization you are meeting and discuss how to develop questions for the end of the interview,” he says. “You’ll walk out of your practice interview much more prepared.”

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2. Create a Custom-Tailored Resume

A generic resume just won’t do, warns Jason Patel, former career ambassador at George Washington University and the founder of Transizion, a college and career-prep company. “For example,” he explains, “a business development or communications graduate might be applying for work in the finance, nonprofit and startup sectors. He or she should look at the common keywords for job postings in each of those sectors, and if they are relevant to their experience, use them on his or her resume. The worst thing a soon-to-be graduate can do in this situation is have pertinent experience for a job but apply with a generic resume.”

3. Get a Resume Review

Now that you have a resume custom-tailored for your position or industry, it’s time to make sure the resume itself is top-notch. “No matter how confident you are in your resume,” you should still have your resume reviewed by someone else — preferably a professional, says Domitrovich. This is an especially important step if you have a resume that’s more than six months old. In that case, “there is a good chance processes, procedures and preferences of employers have changed,” Domitrovich warns. “So use your career center to review your resume and ensure it is up to date and mistake free.”

4. Craft an Elevator Pitch

An elevator pitch is a quick, rehearsed speech that tells someone what you have to offer as an employee. “Your two-minute elevator pitch should answer the always-asked, ‘tell me about yourself’ question in job interviews,” Patel explains. “Since this question — or one like it — is asked in the beginning, it’s important to demonstrate confidence and preparedness by answering smoothly. Your elevator pitch consists of what you’ve done, what you’re doing and where you’re going. This means you should discuss your qualifications and degree, what you’re pursuing now and your intermediate goals.”

5. Network Like You Mean It

“If you’re not networking, you’re not working,” Domitrovich says plainly. “You never know who a contact is connected to and how far your network can reach.” Luckily, you don’t have to start your networking search from scratch. “Your career center can provide access to a vast network of alumni and employers,” Domitrovich says. “Tapping into this network can provide opportunities to use pre-existing relationships to get your foot in the door. We encourage students to keep their career centers updated on their job search process. For example, before applying to XYZ organization, reach out to your career center to see if any alumni or a pre-existing employer relationship exists.”

6. Create a Portfolio if Relevant

Creating a portfolio and then putting it online can help you stand out in a major way. “For relevant professions, a portfolio is a great way to gain an advantage on the competition,” Patel says. “Sometimes, your resume won’t convey your creativity and transferable skills, but your portfolio can.” Consider uploading writing samples, photography, designs and any other assets you’ve created to a single website such as WordPress. You may have to spend some time on it, but it could pay off in spades down the road.

Glassdoor.com | April 27, 2018 | Posted by Jillian Kramer

Your #Career : You Need To Talk To Your Company’s #CEO —Here’s Why And What To Say… #SeniorExecs Don’t Need to Know you By Name, But they Should at Least Have a General Sense of your Existence & Function in the Organization.

April 26, 2018/in First Sun Blog/by First Sun Team

Soon after I got my first faculty job, I was sitting with a friend of mine–another psychologist–who’d recently been hired for her first job at another university. She said to me, “Our next task is to become independent nodes in people’s conceptual networks.” That was psychology speak for, “Now we need to make sure people know who we are.”

She was right. The reasons why it’s so important for people to know you who you are are all really simple but can be easy to miss: They can’t give you credit for anything you do if they don’t know what you do. They can’t think of you for new assignments if they don’t know you exist. They can’t plan for a future that involves you specifically if they can’t remember your past contributions.

In other words, you need to introduce yourself to some of the top people in your organization–or at least to people higher up than you and your immediate supervisor. Yes, these are people you don’t directly work with, and that’s precisely the point. Here’s how to strike up such a conversation, and what to say when you do.

LOOK FOR AN OPENING, NOT AN APPOINTMENT

You goal should be to keep it pretty informal, so don’t schedule a time to meet. There may be public events at the company that give you an opportunity to meet top-level leaders. I frequently give talks at small and mid-size companies that senior leaders attend, and there’s usually social time before and after internal events like these for other employees to introduce themselves. Yet I’m always surprised how few people make the effort just to say hi. Don’t let a chance like that go to waste.

Good leaders try to make themselves visible around the office. They might even just walk around on occasion intending to meet people. Or they’ll jump into meetings to listen in on what’s happening. In situations like these, it may feel uncomfortable to go up to the CEO or some other exec and start chatting. You might feel like you’re brown nosing. But leaders probably won’t see it that way at all–it’s what they’re hoping you’ll do. Chances are you’ll be seen as taking some initiative rather than currying favor.

If you’re worried about sticking your neck out, ask your boss for help. Good supervisors also want to be able to show off their team members. After all, part of what makes someone a good manager is how well they mentor new talent. So they’ll want their bosses to know they’re developing the people who work for them. If you have a supportive supervisor, see if there’s a chance to get an introduction to more senior leaders.

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WHAT TO SAY

The aim of having an introductory conversation with one of your company’s bigwigs is just to say hello, let the person know what division you work in, and share your excitement about what you do. That’s it.

If you get to have a longer conversation, so much the better, though you should probably just prepare a 30-second description of the most important project you’re working on. If you’re nervous, you might even want to practice delivering that short description to your wall or to a friend a few times to make sure it really is short and clear.

Even if the exec you say hello to doesn’t remember your name later on, they’ll be more likely to recognize you the next time they see you. Plus, your name will at least sound familiar if it’s mentioned again in context. That familiarity will carry some positive feeling along with it. Becoming an “independent node in people’s conceptual networks” isn’t as complicated as it sounds–and it barely takes a minute.

FastCompany.com | April 26, 2018 | BY ART MARKMAN 3 MINUTE READ