Your #Career : Pregnant & Looking For A Job? How To Land The New Role Now…There is a Lot of Waiting In-Between Interviews & Decisions, & During this Time, the Candidate Can be Forgotten or the Employer’s Doubts Fester & Grow.

Job Search & Pregnancy are Two Very Individualized Experiences on Their Own, so when you combine them, it goes without saying that any anecdotes, platitudes or even specific strategies I share need to be customized for your specific situation. However, if I look at the two real-life situations I shared – in two very competitive, fast-moving industries and at senior, high-stakes levels – some general patterns do emerge:

 

When I was an executive recruiter at a retained search firm, one of my colleagues placed a pregnant candidate, in her eighth month of pregnancy, in a senior strategy consulting role. Strategy is a demanding job, with frequent travel and volatile hours. The eighth month of pregnancy is when you’re visibly pregnant (so the employer clearly knew), and you are soon-to-be, if not already, not allowed to travel by air. Still a match was made.

 

When I was an in-house recruiter at a tech company, one of my candidates for an HR Manager role was in the middle of a pregnancy. She wasn’t as visibly pregnant as the eight-month candidate, so it’s unclear that my hiring group would have known for sure. Yet, she disclosed, was selected for interviews, and went far along the process (she ultimately stayed at her current employer but did refer an excellent candidate to us, so she clearly had a positive experience).

In my 15+ years of recruiting, I have seen multiple instances of pregnant, soon-to-be-pregnant, or recently pregnant/ new mom candidates get interviews, callbacks, offers, internal moves, and promotions. What worked for these candidates?

Job search and pregnancy are two very individualized experiences on their own, so when you combine them, it goes without saying that any anecdotes, platitudes or even specific strategies I share need to be customized for your specific situation. However, if I look at the two real-life situations I shared – in two very competitive, fast-moving industries and at senior, high-stakes levels – some general patterns do emerge:

The candidates were competitive for their roles

Pregnancy or no, the candidates were competitive. Both had specific skills, expertise, and relevant experience for the roles. In the case of the consultant, she was at a major competitor, she had worked on the specific projects that were a priority for the employer who hired her, and she had a personality that gelled with the team. For the HR candidate, she had experience at another fast-growth tech company, which was a deal-breaker requirement. I both cases, the candidate had something the employer really wanted. Pregnancy or no, how competitive are you for the roles you are targeting?

 

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The roles were hard-to-fill and required discerning, flexible employers

If a job is hard to fill, the employer can’t easily dismiss candidates. There aren’t going to be many candidates when the candidate pool is scarce, so the employer has to consider all of them. The more generic the job, the less likely an employer will have to compromise before finding the right fit. So an employer will simply take the readily available candidate (the path of least resistance) and likely won’t be as accommodating to a pregnancy, a flexible work schedule, a delayed start date or any other non-traditional arrangement. A hard-to-fill job isn’t necessarily unpleasant, difficult, or unreasonably demanding. It just means there are fewer candidates who meet the requirements. Typically, it’s a cutting-edge skill set, a specialized expertise, experience at a certain type of firm (e.g., the employer’s competitors), or experience in certain market conditions (e.g., a turnaround or a growth spurt). In many cases, it’s some combination of rare attributes. How difficult are the roles you are targeting? Are they difficult enough that the employer will be creative when considering candidates and will fight for the right candidate?

The work would still get done

In the case of the strategy consultant, the nature of the job involved travel, and the candidate could not travel for a period of time. This needed to be sorted out (in this case, there was a combination of remote work and an emphasis on local projects for a specific period of time). In the case of the HR Manager, the candidate’s delivery and subsequent leave timeline was mapped against key HR deliverables (e.g., benefits enrollment, performance review time) to see what coverage was needed and when. The optimal arrangement comes by collaboration so it is best to disclose the pregnancy during the interview process when both candidate and employer can see if there is a mutually agreeable and beneficial solution. The employer can’t accommodate the candidate if they don’t know what the candidate needs. Similarly, the candidate can’t put herself forward as the best solution to the employer’s problem if she doesn’t know upcoming objectives and timelines in much more detail than would likely be shared in a typical interview situation. Have you figured out what accommodations you need? Do you know enough about your prospective employer’s business objectives that you can outline a plan and timetable for the next 12 months?

The candidate had advocates to keep discussions on track

There is a lot of waiting in-between interviews and decisions, and during this time, the candidate can be forgotten or the employer’s doubts fester and grow. As the job seeker, you need to make sure you stay front of mind during the gaps and keep the employer interested over the entire process. In the case of the strategy consultant, my recruiting colleague was the advocate — checking in on both candidate and employer sides regularly. My colleague was facilitating what arrangements would need to be made to both onboard the candidate if she were to be hired but also to preserve her maternity leave. In the case of the HR Manager search, I was the advocate, ensuring that the pregnant candidate was seen and her timetable and requirements were out in the open. But I was also advocating for the hiring group, setting clear expectations with the candidate on business objectives and deadlines. You don’t necessarily need a recruiter or other intermediary to be your advocate. However, the process can take a long time (with consulting, for example, coordinating the travel schedules of everyone who has to interview really slows the process down). If you, as the candidate, don’t have an active recruiter keeping in touch with you and with the hiring group, you need to stay on top of every stage of the process. Without being inside the company, you can’t as readily interact with all of the decision-makers and know what is holding up the process or possibly derailing your candidacy. An insider, whether the recruiter or someone within the hiring group, is an ideal advocate. Who else is invested in your job search?

The candidate believed in the possibility of a better job right now

With both the strategy consultant and the HR manager, they raised their hand for these new jobs, while they were pregnant. They did not assume that they would automatically be rejected by the employers. They did not assume that it would be better to wait till after their maternity leave to consider new opportunities. They also came to the interview process with their game face on – brilliantly and competitively interviewing for these roles. If they had not considered the possibility that a better job was available, then they would have taken themselves out of the running at the start. This isn’t to say that every pregnant professional should be actively looking. But if you want to look, but think you can’t because you’re pregnant, reconsider your assumptions. Are you open to the possibility that there is a better job right now, even now?

 For more career advice, join me in the upcoming FREE webinar series,Confessions of a Former Recruiter, running September thru November. We’re talking all about Interviews on Sept. 23. You can also find me on Google+.

 

Forbes.com | September 18, 2015 | Caroline Ceniza-Levine

 

 

Your #Career : The 25 US Colleges Whose #Graduates Earn the Most Money…One of the Biggest Measurements of Success after #College is How Much Graduates Earn.

It’s important to note that College Scorecard analyzed earnings data of students who received federal financial aid. We narrowed the list of schools down further to only include those with graduation rates of 85% or higher to ensure we were looking at degree-earning graduates.

 

One of the biggest measurements of success after college is how much graduates earn.  New data from College Scorecard,a website created by the US Department of Education that compares colleges and universities in a number of categories, reveals the median salary earned by graduates 10 years after attending their alma maters.

It’s important to note that College Scorecard analyzed earnings data of students who received federal financial aid. We narrowed the list of schools down further to only include those with graduation rates of 85% or higher to ensure we were looking at degree-earning graduates.

 

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Perennial favorites like MIT, Harvard, and Stanford top the list. Perhaps more surprising, schools like Massachusetts-based Babson College (No. 3) and liberal-arts school Lafayette College (No. 18) also rank highly. Meanwhile, the high-paying fields of business and engineering are among the most popular courses of study at these schools.

Scroll down to see which colleges have the highest-earning grads.

25. Boston College

Median salary 10 years after attending:
$67,000

Median federal student loan debt:
$19,000

Most popular major:
Business, Management, Marketing, and Related Support Services (20%)

24. Dartmouth College

Median salary 10 years after attending: 
$67,100

Median federal student loan debt:
$11,625

Most popular major:
Social Sciences (35%)

23. Santa Clara University

Median salary 10 years after attending: 
$67,700

Median federal student loan debt:
$20,500

Most popular major:
Business, Management, Marketing, and Related Support Services (31%)

22. Tufts University

Facebook/tuftsu

Median salary 10 years after attending:
$67,800

Median federal student loan debt:
$18,125

Most popular major:
Social Sciences (32%)

21. Bucknell University

Facebook/BucknellU

Median salary 10 years after attending: 
$68,800

Median federal student loan debt:
$27,000

Most popular major:
Social Sciences (22%)

20. Johns Hopkins University

Facebook/johnshopkinsuniversity

Median salary 10 years after attending: 
$69,200

Median federal student loan debt:
$18,500

Most popular major:
Health Professions and Related Programs (20%)

19. University of Notre Dame

Facebook/notredame

Median salary 10 years after attending:
$69,400

Median federal student loan debt:
$21,000

Most popular major:
Business, Management, Marketing, and Related Support Services (29%)

18. Lafayette College

Median salary 10 years after attending: 
$69,800

Median federal student loan debt:
$24,338

Most popular major:
Social Sciences (31%)

17. Cornell University

Median salary 10 years after attending: 
$70,900

Median federal student loan debt:
$12,000

Most popular major:
Engineering (17%)

16. Carnegie Mellon University

Median salary 10 years after attending:
$72,000

Median federal student loan debt:
$25,000

Most popular major:
Engineering (25%)

15. Columbia University

Median salary 10 years after attending: 
$72,900

Median federal student loan debt:
$19,435

Most popular major:
Social Sciences (24%)

14. Villanova University

Median salary 10 years after attending: 
$73,700

Median federal student loan debt:
$27,000

Most popular major:
Business, Management, Marketing, and Related Support Services (22%)

13. California Institute of Technology

Median salary 10 years after attending:
$74,000

Median federal student loan debt:
$18,349

Most popular major:
Engineering (43%)

12. Bentley University

Facebook/bentleyuniversity

Median salary 10 years after attending: 
$74,900

Median federal student loan debt:
$27,000

Most popular major:
Business, Management, Marketing, and Related Support Services (94%)

11. Princeton University

Median salary 10 years after attending: 
$75,100

Median federal student loan debt:
$6,810

Most popular major:
Social Sciences (26%)

10. Duke University

Median salary 10 years after attending:
$76,700

Median federal student loan debt:
$6,500

Most popular major:
Social Sciences (18%)

9. Lehigh University

Facebook/lehighu

Median salary 10 years after attending: 
$76,800

Median federal student loan debt:
$24,750

Most popular major:
Engineering (30%)

8. Washington and Lee University

Median salary 10 years after attending: 
$77,600

Median federal student loan debt:
$19,500

Most popular major:
Business, Management, Marketing, and Related Support Services (22%)

 

7. University of Pennsylvania

Median salary 10 years after attending:
$78,200

Median federal student loan debt:
$21,500

Most popular major:
Business, Management, Marketing, and Related Support Services (22%)

6. Harvey Mudd College

Median salary 10 years after attending: 
$78,600

Median federal student loan debt:
$25,696

Most popular major:
Engineering (41%)

5. Stanford University

Thomson Reuters

Median salary 10 years after attending: 
$80,900

Median federal student loan debt:
$12,224

Most popular major:
Social Sciences (17%)

4. Georgetown University

Median salary 10 years after attending:
$83,300

Median federal student loan debt:
$17,500

Most popular major:
Social Sciences (35%)

3. Babson College

Median salary 10 years after attending: 
$85,500

Median federal student loan debt:
$27,000

Most popular major:
Business, Management, Marketing, and Related Support Services (100%)

2. Harvard University

REUTERS/Brian Snyder

Median salary 10 years after attending: 
$87,200

Median federal student loan debt:
$6,000

Most popular major:
Social Sciences (36%)

1. Massachusetts Institute of Technology

Median salary 10 years after attending: 
$91,600

Median federal student loan debt:
$13,645

Most popular major:
Engineering (44%)

 Businessinsider.com | Setpember 17, 2015 | 

#Strategy : Here’s How to Know If your CoWorkers Secretly Despise You…So, If your CoWorkers Don’t Like You, You’ll Want to Figure It Out & Turn Things Around Immediately.

Being well-liked in the office has its perks. The experts say you’re more productive and creative when you have healthy workplace relationships; you can ask for and get favors more easily; and people will volunteer to help in times of need, just to name a few.

 

So, if your coworkers don’t like you, you’ll want to figure it out and turn things around immediately.

 

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Here are some subtle signs your coworkers all secretly hate you. Keep in mind that you may just be misreading their body language or tone — but if you notice you’re the only victim of these behaviors, it probably means they’re not your biggest fans.

 

BI_Graphics_Signs Your Coworkers Secretly Hate You

 

Businessinsider.com | September 16, 2015 | Jacquelyn Smith and Dylan Roach

#Strategy : Why Attitude is More Important than IQ… Latest Study Shows that your Attitude is a Better Predictor of Your Success Than your IQ.

Dweck found that People’s Core Attitudes Fall into One of Two categories: a Fixed Mindset or a Growth Mindset. With a Fixed Mindset, you believe you are who you are and you cannot change. This creates problems when you’re challenged because anything that appears to be more than you can handle is bound to make you feel hopeless and overwhelmed.

 

Success lies in how you handle defeat.

When it comes to success, it’s easy to think that people blessed with brains are inevitably going to leave the rest of us in the dust. But new research from Stanford University will change your mind (and your attitude).

Psychologist Carol Dweck has spent her entire career studying attitude and performance, and her latest study shows that your attitude is a better predictor of your success than your IQ.

Dweck found that people’s core attitudes fall into one of two categories: a Fixed Mindset or a Growth Mindset.

With a Fixed Mindset, you believe you are who you are and you cannot change. This creates problems when you’re challenged because anything that appears to be more than you can handle is bound to make you feel hopeless and overwhelmed.

People with a growth mindset believe that they can improve with effort. They outperform those with a fixed mindset, even when they have a lower IQ, because they embrace challenges, treating them as opportunities to learn something new.

Common sense would suggest that having ability, like being smart, inspires confidence. It does, but only while the going is easy. The deciding factor in life is how you handle setbacks and challenges. People with a growth mindset welcome setbacks with open arms.

According to Dweck, success in life is all about how you deal with failure. She describes the approach to failure of people with the growth mindset this way,

“Failure is information—we label it failure, but it’s more like, ‘This didn’t work, and I’m a problem solver, so I’ll try something else.'”

Regardless of which side of the chart you fall on, you can make changes and develop a growth mindset. What follows are some strategies that will fine-tune your mindset and help you make certain it’s as growth oriented as possible.

 

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Don’t stay helpless.

We all hit moments when we feel helpless. The test is how we react to that feeling.

We can either learn from it and move forward or let it drag us down.

There are countless successful people who would have never made it if they had succumbed to feelings of helplessness: Walt Disney was fired from the Kansas City Star because he “lacked imagination and had no good ideas,” Oprah Winfrey was fired from her job as a TV anchor in Baltimore for being “too emotionally invested in her stories,” Henry Ford had two failed car companies prior to succeeding with Ford, and Steven Spielberg was rejected by USC’s Cinematic Arts School multiple times.

Imagine what would have happened if any of these people had a fixed mindset. They would have succumbed to the rejection and given up hope.

People with a growth mindset don’t feel helpless because they know that in order to be successful, you need to be willing to fail hard and then bounce right back.

Be passionate.

Empowered people pursue their passions relentlessly. There’s always going to be someone who’s more naturally talented than you are, but what you lack in talent, you can make up for in passion.

warren buffett

Alex Wong/GettyWarren Buffet uses the 5/25 technique to find his passions.

Empowered people’s passion is what drives their unrelenting pursuit of excellence. Warren Buffet recommends finding your truest passions using, what he calls, the 5/25 technique: Write down the 25 things that you care about the most. Then, cross out the bottom 20. The remaining 5 are your true passions. Everything else is merely a distraction.

Take action.

It’s not that people with a growth mindset are able to overcome their fears because they are braver than the rest of us; it’s just that they know fear and anxiety are paralyzing emotions and that the best way to overcome this paralysis is to take action.

People with a growth mindset are empowered, and empowered people know that there’s no such thing as a truly perfect moment to move forward. So why wait for one? Taking action turns all your worry and concern about failure into positive, focused energy.

Then go the extra mile (or two).

Empowered people give it their all, even on their worst days. They’re always pushing themselves to go the extra mile.

One of Bruce Lee’s pupils ran three miles every day with him. One day, they were about to hit the three-mile mark when Bruce said, “Let’s do two more.” His pupil was tired and said, “I’ll die if I run two more.” Bruce’s response? “Then do it.”

His pupil became so angry that he finished the full five miles. Exhausted and furious, he confronted Bruce about his comment, and Bruce explained it this way: “Quit and you might as well be dead. If you always put limits on what you can do, physical or anything else, it’ll spread over into the rest of your life. It’ll spread into your work, into your morality, into your entire being. There are no limits. There are plateaus, but you must not stay there; you must go beyond them. If it kills you, it kills you. A man must constantly exceed his level.”

bruce leeArchive Photos/Getty“Quit and you might as well be dead.”

If you aren’t getting a little bit better each day, then you’re most likely getting a little worse—and what kind of life is that?

Expect results.

People with a growth mindset know that they’re going to fail from time to time, but they never let that keep them from expecting results. Expecting results keeps you motivated and feeds the cycle of empowerment. After all, if you don’t think you’re going to succeed, then why bother?

Be flexible.

Everyone encounters unanticipated adversity. People with an empowered, growth-oriented mindset embrace adversity as a means for improvement, as opposed to something that holds them back. When an unexpected situation challenges an empowered person, they flex until they get results.

Don’t complain when things don’t go your way.

Complaining is an obvious sign of a fixed mindset. A growth mindset looks for opportunity in everything, so there’s no room for complaints.

Bringing It All Together

By keeping track of how you respond to the little things, you can work every day to keep yourself on the right side of the chart above.

Do you have a growth mindset? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

ABOUT THE AUTHOR:

Dr. Travis Bradberry is the award-winning co-author of the #1 bestselling book, Emotional Intelligence 2.0, and the cofounder of TalentSmart, the world’s leading provider of emotional intelligence tests and training, serving more than 75% of Fortune 500 companies. His bestselling books have been translated into 25 languages and are available in more than 150 countries. Dr. Bradberry has written for, or been covered by, Newsweek, TIME, BusinessWeek, Fortune, Forbes, Fast Company, Inc., USA Today, The Wall Street Journal, The Washington Post, and The Harvard Business Review.

 

Businessinsider.com | September 15, 2015 | Travis Bradberry, LinkedIn

Your #Career : 6 Ways To Win At Office Politics…The Key to Winning at Office Politics is to Stop Wishing it Will Go Away & to Start Learning How to Thrive in your Workplace’s Political Environment.

Deciding to Stay Out of Office Politics Altogether Isn’t an Effective Strategy. As long as it’s going on around you, you’re going to be affected by it. It’s a lot better to be a competent, conscious player than to be a bystander or a pawn in the game.

 

Here we are, more than 14 months away from the next U.S. presidential election, and the way the media is carrying on about the candidates, you’d think it was right around the corner. Heck, even the primaries can’t run for another four months.

With the endless cycle of media coverage, the frequent candidate faux pas, and all those awkward moments when friends and family force their political opinions upon us, it’s no wonder politics gets a bad rap.

The other kind of politics—Office Politics—are just as fraught with difficulty. Almost nobody likes dealing with office politics, and it’s the people who do enjoy it that you have to worry about.And just like regular politics, office politics is an unavoidable element of human behavior—bring people together and the jockeying begins.

A lot of the advice about how to handle office politics boils down to “Just Don’t Play,” as if avoiding the political system in your office will protect you and your career.

It Won’t.

Saying you’re not affected by office politics is like saying you’re not affected by politics at large. It makes a difference, even if you close your eyes and hope it goes away.

The key to winning at office politics is to stop wishing it will go away and to start learning how to thrive in your workplace’s political environment. You don’t have to dive right into the seedy underbelly of office politics to win the game; you win by playing smart and knowing when and how it’s worth getting involved. Here’s six ways to make that happen.

1. Learn the lay of the land.

Whether you just started a new job or just realized that avoiding office politics is detrimental to your career, you have to begin by figuring out exactly what’s going on. Your office is full of allies and rivals, and, if you watch and listen closely, you can get a pretty good sense of who’s aligned with whom:

  • Who has lunch together?
  • Who gets invited to important meetings, and who doesn’t?
  • Who always seems to be the first to know about coming changes, and who always seems to be last to know?
  • What are the cultural hot buttons that get tempers boiling?

The answers to these questions define your political landscape. This doesn’t mean that you should choose a side—that would be counterproductive—but it’s smart to understand the rules and the players and their strategies before you jump into the fray. Otherwise, you could find yourself unintentionally caught up in a long, simmering rivalry.

 

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2. Build broad alliances.

One of the smartest things you can do is to build alliances throughout the company so that you’ll have a foot in as many of the political camps as possible. If you accomplish this and show people across the board that they can rely on you, you’ll stand a good chance of coming out ahead, no matter which political camp is currently “winning.” You also won’t be left out of the cold if a group of allies leaves the company.

3. Keep your eyes on the goal.

Remind yourself, as many times as it takes, that you’re not engaging in office politics for fun or to be one of “them;” you’re doing it for two reasons: career success and job fulfillment. When you get caught up emotionally, you run the risk of making decisions you’ll regret down the road. Gossiping, backstabbing, manipulating, and the rest are not needed to win at office politics. Keeping your eyes on the goal lets you develop and maintain a strategic approach for dealing with your workplace’s unique political atmosphere.

4. Make things win-win.

Part of what gives office politics such a bad reputation is the perception that there’s always a winner and a loser and that you only win if your opponent limps off the battlefield, bloody and bruised. But, done correctly, this isn’t a zero-sum game. Navigating office politics works best when you follow the golden rule of negotiating: end with everybody feeling like they won. Instead of trying to defeat an opponent, spend that time and energy thinking about how you can both get what you want. This is how you play the game smart.

5. Never pit rivals against one another.

One situation that everybody dreads is getting caught between two warring parties. In a situation like that, it’s easy to tell each of them what they want to hear, even if that’s just nodding in agreement when they bad-mouth each other. But fake allegiances are always exposed in the long run, and then, neither of the people you were trying to impress will trust you again. Instead, steer your conversations back to the facts: What decisions need to be made? What are the next steps? What can I do to help improve this situation?

 6. Stick to your principles, without fail.

Before taking any action that’s fueled by office politics, ask yourself why you’re doing it. If you’re motivated by fear, revenge, or jealousy, don’t do it. If it conflicts with your values and beliefs about fair behavior, it’s better not to get involved.

Bringing It All Together

Deciding to stay out of office politics altogether isn’t an effective strategy. As long as it’s going on around you, you’re going to be affected by it. It’s a lot better to be a competent, conscious player than to be a bystander or a pawn in the game.

The key is to understand the players and the rules and then to play the game in a way that aligns with your personal values and principles. Don’t be fooled into compromising “just this once,” because once is all it takes to lose control.

What are your experiences in dealing with office politics? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

 

Forbes.com | September 15, 2015 | Travis Bradberry