#HRManagement : 4 Strategies To Mitigate The Rising Trend Of Job Candidate ‘Catfishing’. “Catfishing” is When Candidates Over Rely on AI or Lie on Their Resumes.

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Applying for a new job can be an arduous task, depending on the company and the process they have in place. An unspoken rule for job applicants is to be honest and not be rude during an interview. Many hiring managers reject job applicants when they over rely on AI or lie on their resumes. But the process works both ways. Job seekers have bad experiences, too during the interview process, and 42% of candidates decline offers as a direct result of a bad interview experience. The trend of “catfishing” is often the cause of rejection from either job hunters or hiring managers.

The Rising Workplace Trend Of ‘Catfishing’

“Catfishing” is pretending to be someone else online, and it has become a widespread and well-known challenge in the dating and cyberspace worlds. Now, in the world of work, job candidate “catfishing” is the latest deception facing businesses and hiring managers when it comes to talent acquisition, according to Kara Ayers, Xplor Technologies’ senior vice president of global talent acquisition, total rewards and inclusion.

“Catfishing” occurs when job hunters give fake or rosy information or outright lie to hiring managers. ResumeLab found that 70% of job seekers confess they have lied on their resumes with 37% admitting they lie frequently; 33% have lied once or twice; 15% have considered lying; 15% have never considered lying. Lying rates increase in cover letters and peak during job interviews. The top lies told on resumes are embellishing job titles and responsibilities in general (52%), exaggerating the number of people managed (45%) and overstating length of employment (37%).

“Catfishing” also occurs when job hunters over rely on AI. According to a EduBirdie survey, one in four Gen Z uses AI to supercharge their careers, with 15% crafting better resumes and cover letters. While AI can be a great resource in crafting a resume, under certain circumstances, there are caveats in terms of how far to go when using it. According to Resume Genius career expert Eva Chan, “AI can start the conversation, but it can’t finish it. ChatGPT is a helpful resource in preparing a resume, but it’s critical to be aware of how you use it.”

Overuse of AI can make a resume appear formulaic and impersonal. It can muffle the job seeker’s unique voice and potential. Experts advise that it’s best to use it to improve spelling and grammar without sanitizing your resume at the same time. When job seekers overuse AI and embellish a job title and responsibilities or exaggerate the number of people they managed, the truth usually comes out, and they are immediately rejected for the position. It also can harm their reputation with other recruiters in the same industry.

“Job seekers are using AI to craft their cover letters and resumes, and now many application materials all look the same,” Ayers told me by email. “Some job seekers have even started to use AI when interviewing over video, which is a challenge for global companies who primarily hire remote talent.” She says at Xplor Technologies, most of the fake candidates they’re seeing on video interviews are for tech jobs.

 

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“Alongside this, those in charge of hiring have seen a notable rise in the number of applications received,” Ayers explains. “At Xplor Technologies, we have experienced a 75% increase in the volume of job applications. We’re attributing part of this surge to job candidates’ AI usage, as many are using AI to robo-apply to hundreds of jobs. All of this makes it harder for employers to avoid being misled by job applicants and to distinguish the truly qualified candidates from the fakes.”

Steps Employers And Hiring Managers Can Take

Ayers describes four steps her organization has implemented to weed out applicants who are using AI for bulk applying-.

1 – Key words and phrases. She described that at the bottom of their job descriptions, they ask the candidate to enter a certain key word or phrase and to place that word or phrase somewhere specific in their application. “If they have read the job description they know to enter a certain word or phrase when applying,” she notes. “If AI is generating the application, it would not decipher this or add those words correctly. We then filter resumes based on who has followed our instructions.”

2- Use of live video interviews. Ayers suggests that business leaders push human resources and hiring managers to use live video interviews more frequently throughout the screening process for each candidate. “Knowing they could prompt generative AI tools to write answers for questions they anticipate getting, hiring managers need to use live calls to gauge each candidate’s enthusiasm and conviction, in addition to assessing their answers—which they may be reading aloud from AI,” she states. “In the age of AI, a candidate’s genuine interest in a job can be more important than their writing samples, which can be generated easily.”

3- Follow-up questions. While consistency and structure are key to ensure fairness when interviewing, Ayers believes it’s helpful to allow for some natural flow and follow up questions that dive deeper into examples of work experience. “Surface level questions are easy for candidates to respond to leveraging AI, even during video interviews,” she says, pointing out the importance of asking follow-up questions that go into more detail about the candidate’s experience and skills. “Never rush or cut corners with this,” she cautions. “And, with the recent uptick in job candidate fraud, employers shouldn’t pull back on key skills testing, either.”

4- The old-fashioned way. “Employers should remember that they can still find promising job candidates the old-fashioned way: by implementing referral programs and incentivizing their workforce to spread the word about open roles,” Ayers suggests.

 

“We know that AI has its benefits for both candidates and employers. Like many organizations, we are just getting started and exploring how best to keep the hiring process authentic, while creating a fair process where both candidates and employers have a healthy balance of using AI,” Ayers concludes. “We are discussing guidelines for our candidates on where we will accept that they use AI and where it is not acceptable. Once we have made those decisions we will publish guidelines on our external career site to provide a level of transparency to those that want to apply for our jobs and work for us.”

 

A Final Word: Job Seekers Can Have ‘Shift Shock’

Job seekers are not the only ones with a pattern of “catfishing.” Some hiring managers are guilty of the deceptive practice, too, giving false descriptions about an open position. Research shows that 70% of hiring managers have lied to job candidates during the recruitment process due to pressure to meet hiring demands and protect company interests, with 35% admitting they frequently engage in this practice.

Job hunters realize they’ve been “catfished” after a hiring manager lies or sugar-coats a position to hook them. Once in the job, they discover the hiring manager presented a picture of the role that doesn’t fit with the daily job tasks. This realization—known as “shift shock—was one of the top 10 workplace trends of 2023, and it has risen in 2024. Shift shock is the realization that a job seeker’s new job isn’t what it was cracked up to be. A Muse Shift Shock Survey found that 72% say they’ve experienced shift shock, and 80% say it’s acceptable to leave a new job before six months if it doesn’t live up to your expectations.

Forbes.com | August 13, 2024 | Bryan Robinson, Ph.D.

#JobInterview : 10 Common Job Interview Questions For 2024. Must Read Before You Go to Your Next Interview!

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Feeling anxious about an upcoming job interview?  If you’ve been out of the job search game for a while and only now find yourself tip-toeing back in due to a recent layoff, or if you are a fresh graduate and you’re seeking to make your career debut with your first degree-relevant job, it’s only natural for you to feel a little overwhelmed and apprehensive about the job interview.

After all, this is your big moment to shine.  You’ve worked hard to ensure that your application made it through to the hiring manager and created a lasting positive impression—one that would persuade them to get to know the person behind the resume and invite you for an interview.

And you’ve been successful thus far. So you should certainly give yourself a pat on the back for your efforts and success.  But now you want to be certain that all your efforts do not go to waste. The worst thing you can do is turn up unprepared for the interview, simply because you were unaware of how to answer some of the most common, yet challenging interview questions.

Some job interview questions sound simple in theory, but they will actually trip you up if you’re not carefully paying attention. Here are a few that you should be aware of—and some tips for how to answer them:

1. Tell Me About Yourself

For this question, ensure your answer covers three key areas: where you are now (your current or most recent job or educational attainment), where you were (your background and some highlights including relevant skills and experience, briefly), and where you’re going (where you see yourself at the company and your career goal).

Keep your summary concise and focused on the skills and qualities that make you a strong candidate.

 

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Article continued …

2. Why Do You Want To Work Here?

To effectively answer this question, conduct research into the company’s mission, values, and recent achievements. Look at their annual company reports and any LinkedIn updates they may have posted, as well as employee reviews, to give you a well-balanced idea of what would motivate you to work there. Align your response with how your personal and professional goals and values match the company’s culture and objectives.

3. What Are Your Strengths?

Select strengths, skills, and competencies that are relevant to the job—based on keywords you have extracted from the job advert and provide examples of how you’ve demonstrated these skills in past roles. Remember to be honest about your strengths and make your examples specific.

4. What Are Your Weaknesses?

For this question, be sure to relate a genuine area of improvement but frame it in a way that demonstrates you are being proactive in addressing the weakness. Highlight the steps you’ve taken to overcome this weakness, and ensure the one you select is not a dealbreaker for the hiring manager.

5. Can You Describe A Challenging Situation And How You Handled It?

For questions that commence with “tell me about a time,” or “can you describe,” the interviewer is looking for you to tell a story—a practical, tangible example of you in action, demonstrating a particular competency.

In these cases, it is best to use the STARR method (Situation, Task, Action, Result, Reflect) to structure your answer. Choose a situation relevant to the job, emphasizing your problem-solving and decision-making abilities, and ending with a reflection on what you could have done better or would do better next time.

6. Why Should We Hire You?

Ask yourself first, Why would I hire me if I was the hiring manager?

Then, closely study the job description, and summarize your key skills, relevant career accomplishments to date, and education, and how they align with the job requirements. Use these to effectively highlight your unique value proposition and what sets you apart from other candidates in terms of what you bring to the table to drive their business forward and improve results.

7. Where Do You See Yourself In Five Years?

Employers want to be sure that you have a strong vision and that you are committed for the long-haul. You can demonstrate this through showing ambition and a desire for growth, and ideally, align your goals with a potential career path within the company.

8. How Do You Prioritize Your Tasks?

There is a plethora of time management tools, apps and advice available, and you can pull from any of these resources for your answer. However, they must truly reflect what you do in everyday practice.

Discuss your approach to prioritization and time management, such as using task management tools or prioritizing according to deadlines and importance. You should also have an example handy of how you’ve effectively managed multiple priorities.

9. How Do You Handle Constructive Criticism?

Being able to handle constructive criticism is a sign of emotional intelligence, leadership, confidence, and maturity, qualities that employers desire in their new hires—and which many have admitted are lacking in Gen Z graduate workers.

Since this is so essential, think back to when you have viewed constructive criticism as an opportunity to grow, whether in your career or in your studies. Provide an example, using the STARR method, of how you applied this feedback to improve your performance, and what the positive outcome was.

10. Why Are You Leaving Your Current Job?

When discussing your current or most recent job, be careful to not sound bitter or unprofessional, or appear to cast the blame on your employer. Be honest, but remember to be diplomatic. It could be as simple as “I was laid off,” or it might be more complicated.

If it’s more complicated than a mere layoff, you could say that you are seeking a new professional challenge, growth opportunities, better alignment with your career goals and working preferences, or that you both realized that wasn’t the job for you.

Whatever your answer, keep it positive rather than talking about the negative aspects of your role.

There are many other common interview questions, but these 10 are a good starting point to help you prepare and feel more confident ahead of your upcoming interview. When you answer these questions following the tips provided, you will be sure to impress the hiring team, stand out from the competition, and be more closely aligned to secure the role you’ve been praying for.

 

Forbes.com | August 12, 2024 | Rachel Wells 

 

#JobSearch : 5 Simple Networking Tips For Senior-Level Job Seekers. Securing & Leveraging a Senior-Level Position in Today’s Competitive Job Market. GReat Read for All!

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Securing a senior-level position in today’s competitive job market can be a daunting task, and sometimes simply firing off a few resumes to online job adverts doesn’t bring results.

As a seasoned professional, you’ve probably built a valuable professional network for your career, and leveraging that network is a great way to sidestep the crowded job sites and get yourself directly in front of hiring managers.

Here are five simple networking tips to fast-track you into your next exciting role.

Leverage existing contacts

Your existing network is a goldmine of opportunities and insights. Start by reaching out to former colleagues, mentors, and industry contacts. Inform them of your job search and the type of role you are seeking.

Personal connections can often provide leads on unadvertised positions and insider information about potential openings.

Consider organizing informal catch-ups, whether it’s a coffee meeting or a virtual chat, to reconnect and discuss your career aspirations. These interactions not only strengthen your relationships but also keep you top of your mind when opportunities arise.

Being specific about what you’re looking for enables your contacts to provide more relevant leads and referrals.

 

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Engage in executive circles or industry events

You should also consider joining associations or clubs relevant to your industry. Membership in these organisations often provides access to exclusive networking events, webinars, and forums where you can interact with other like-minded professionals.

Volunteering to speak at or organize events can also further enhance your visibility and credibility within your field.

When attending these events, prepare an elevator pitch that succinctly describes your expertise and the value you bring to ensure you make a memorable impression on potential employers or collaborators.

Don’t hesitate to engage in conversations, ask insightful questions, and exchange business cards to build meaningful connections.

Build an online presence

In the digital age, a robust online presence is indispensable.

Ensure your LinkedIn profile is up-to-date and reflective of your achievements and expertise, and make sure to regularly share industry insights, participate in relevant discussions, and connect with peers and leaders in your field.

Publishing articles or thought pieces on platforms like LinkedIn Pulse can also showcase your knowledge and position you as a thought leader.

You can also increase your visibility by engaging with content posted by others in your industry, and this can attract the attention of recruiters and hiring managers.

You could also consider creating a professional website or blog where you can share your insights and showcase your portfolio or join forums and online communities related to your field where you can contribute valuable insights and engage in meaningful discussions.

Alongside LinkedIn, active participation on X (formerly Twitter), especially in industry-specific chats, can also help you connect with a broader audience.

This not only builds your reputation but also helps you stay informed about the latest trends and opportunities in your industry.

Collaborate on projects

Collaborative projects are a fantastic way to expand your network and demonstrate your capabilities.

Seek out opportunities to work on initiatives, whether they are within your current organization or in a voluntary capacity. These projects can range from industry research and whitepapers to community service and mentoring programs.

Collaboration not only broadens your network but also provides tangible examples of your skills and achievements. It’s an excellent way to demonstrate your leadership, teamwork, and project management abilities to potential employers.

Look for opportunities to partner with other professionals on projects that align with your expertise. For example, co-authoring an industry report or participating in a panel discussion can enhance your visibility and credibility.

These collaborations often lead to lasting professional relationships and open doors to future opportunities.

Follow up

Maintaining and nurturing your network is as important as building it.

Follow up with contacts after meetings or events and express your appreciation for their time and insights. A brief email or a message on LinkedIn can help keep the connection alive.

You should also regularly update your network on your progress and any new developments in your job search. This keeps your contacts informed and can prompt them to share relevant opportunities.

Showing gratitude and maintaining professional relationships can lead to long-term career benefits, with timely follow-ups demonstrating your professionalism and genuine interest. A well-crafted follow-up message can make a lasting impression and keep you top of mind.

Be persistent but polite, and always provide value in your communications, whether it’s sharing an interesting article or offering assistance.

Networking at a senior level is not just about finding a job; it’s about building and nurturing relationships that can provide support and opportunities throughout your career.

By leveraging existing networks, engaging in executive circles, building an online presence, collaborating on projects, and following up diligently, senior-level job seekers can enhance their visibility and secure their next career milestone.

 

Forbes.com | August 7, 2024 | Andrew Fennell

#JobSearch : How To Find A New Job During Difficult Times. Unemployment Rate Highest Since Oct21. Great REad!

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The latest monthly jobs report reveals that job seekers in the United States are encountering significant challenges. Those currently employed may be understandably anxious about job security, especially as major companies like Intel have announced substantial layoffs affecting thousands of workers.

The U.S. jobs report revealed a notable decline in hiring during July, with the economy only adding a disappointing 114,000 jobs last month. There was a sizable drop from the average of 215,000 jobs added monthly over the past year, and the report fell short of economists’ expectations of around 175,000 new positions.

The unemployment rate rose to 4.3%, reaching its highest point since October 2021. In response, the stock market plunged, creating a concern over a potential upcoming recession.

The big picture for Americans reflects uncertainty. The unknown surrounding the outcome of the upcoming presidential election can cause consumers to delay spending and businesses to postpone investments and hiring until the political landscape becomes clearer, as well as macro geopolitical tensions in the Middle East and Ukraine. Additionally, inflation and the high cost of living are anchors on American families.

As the job market continues to evolve, the ability to adapt and acquire new skills has become essential for career success. By embracing networking, upskilling and reskilling, individuals can enhance their employability, navigate uncertainties with confidence and position themselves as valuable assets in an increasingly competitive job market.

Cultivating A Supportive Network

Networking remains one of the best ways to find a new job. The key is to find internal employees at your target companies and have them share your résumé along with a strong recommendation.

When human resources and hiring managers face reviewing hundreds of résumés, it can be overwhelming. However, if the hiring professional is given a résumé by a known and respected employee, it makes their lives infinitely easier. Since they don’t know most of the people applying, it’s rational to first take a look at a candidate who comes highly recommended, especially if several people championed their virtues for the role.

If you haven’t already started, begin to build and nurture professional relationships that will help lead to focused job referrals and insider information about job openings that are not publicly advertised. Attend and actively participate in industry events, and join professional groups. Use and leverage social media platforms like LinkedIn, X or Threads to connect with industry professionals and potential employers.

 

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Article continued …

Adapt To The Changes

The importance of adaptability in the current job market cannot be overstated. With rapid technological advancements and shifting market demands, the ability to adapt has become an essential quality sought by employers.

Adaptable professionals are better equipped to navigate uncertainties, embrace change and capitalize on emerging opportunities. This quality not only makes individuals valuable assets to their employers but also fosters a culture of resilience within organizations.

Learn New Skills

In a fast-changing workplace, consider reskilling and upskilling to remain relevant. Upskilling involves improving existing skills, while reskilling focuses on acquiring entirely new skills, often to pivot into different career paths.

Upskilling and reskilling programs offer numerous benefits to both employees and employers. For workers, these initiatives provide opportunities for career growth, increased job satisfaction and improved job security. For businesses, investing in employee development helps build an internal talent pipeline, reduces turnover and ensures the workforce remains capable of meeting evolving market demands.

To stay competitive, job seekers should focus on developing in-demand skills. These include technical skills, such as artificial intelligence, machine learning, cloud computing, blockchain and cybersecurity. Equally important are soft skills like effective communication, leadership, project management, teamwork and adaptability. Emerging skills in areas like sustainability, user interface and user experience design and digital marketing are also desirable.

Keep An Open Mind

Be flexible and open-minded in your search. This involves considering roles in adjacent industries or positions that might not perfectly match your previous experience, but could serve as stepping stones to your desired career path. Develop in-demand skills that are relevant across various sectors to make yourself more marketable to potential employers.

Target companies that are known to be recession-resistant or those in industries that tend to thrive during economic downturns.

Brand Yourself To Stand Out

Focus on personal branding and maintaining a strong online presence. Personal branding helps workers stand out in a crowded job market. It builds credibility in your field and helps establish trust with your audience. A strong personal brand can also open doors to new opportunities.

Regularly update your LinkedIn profile, engage in industry-related discussions on professional platforms and create content that showcases your expertise in your field.

Stay positive and persistent throughout the process. Job hunting during difficult times can be challenging and discouraging, but maintaining a positive attitude and consistently putting in effort can ultimately lead to success in finding new employment.

 

Forbes.com | August 8. 2024 | Jack Kelly 

#JobSearch : How To Conduct A Productive And Positive Job Interview. Insider Secret of the Hiring Manager. MUst REad!

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Interviewing for a job is a stress-inducing event. Job interviewees nervously anticipate and expect the interview process to be a form of interrogation. There’s an uncomfortable feeling of being scrutinized and evaluated on everything they say and do. Bracing for tough questions, it’s hard for job applicants to maintain their composure. They worry that they’ll inadvertently say something that will knock them out of the running.

Here’s an insider’s secret: the interviewer, who could be the hiring manager, human resources professional or recruiter, may be more worried than the candidate.

A job seeker can always walk away from an interview, whereas the hiring manager is under pressure to hire the right person. If they offer the job to someone who epically flames out, they will be forced to contend with the fallout and subsequent political ramifications. Top executives will question why they hired this disastrous person, and harshly judge any decisions this person makes in the future.

Misconceptions About The Job Interview

One of the main purposes of an interview is to assess a candidate’s fit for the role. Interviewers typically ask about an applicant’s current and prior jobs, responsibilities, experiences and to share some success stories where they have made a positive impact. The interviewer also wants to delve into why a candidate wants this specific job at this specific company. Additionally, there is a bit of probing to discern if they would be a good cultural fit within the organization.

 

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

You might be surprised to know that the HR person or hiring manager wants candidates to do well in the interview. When an applicant succeeds in the interview process, it makes the supervisor’s job easier. They won’t have to spend weeks or months sifting through résumés and continually interviewing people, taking precious time away from their main job and responsibilities.

Unfortunately, too many interviewers feel that they need to come across as superior, tough, aggressive and combative. That may work if you’re interrogating someone, but it’s not necessary to bully, pull rank or act and speak in an arrogant, judgemental manner. That approach will usually backfire.

Instead, the hiring professional should come across warm, caring, friendly, easy to talk to and excited to be in the room.

Over the last 25-plus years as an executive recruiter and business owner, I have conducted several thousands of interviews. The majority of the interviews were conducted with high-level Wall Street executives. In light of this cohort, you’d think that the interview would be cold and clinical. It would be reasonable to surmise that the meetings would consist of asking and answering questions as if they were a tennis match.

However, the reality of interviewing is to be gracious and act as if the person is a guest in your home. Rather than grilling the interviewee, which only makes things uncomfortable and contentious, hold an informal, low-key conversation. The goal is to make the job seeker open up and feel more relaxed to talk honestly and freely.

Do Your Homework

Before meeting with a candidate, the interviewer should collect data and intelligence about the person they’re interviewing. This includes checking out the person’s LinkedIn profile and social media posts on X, Instagram, Facebook and more.

This isn’t considered stalking; it’s a convenient way to get a picture of the person. The more information you glean, the better the conversation will flow. From your due diligence, you’ll gain a sense of their personality, know where they attended college, what sports teams they root for and other tidbits. Once you’re in possession of this information, you are ready to start a conversation.

I purposely say “conversation” in the context of the interview because it makes people more comfortable. When someone feels safe, they’re more apt to be honest and transparent. Rather than diving right in, start with an ice breaker such as asking about a sports game from the other night, the weather or some trending topic.

Make The Interviewee Comfortable

To conduct an effective job interview that makes the candidate feel at ease, it’s important to create a welcoming atmosphere and establish rapport from the outset. To create a comfortable mood, an interviewer should start by engaging in small talk to put the applicant at ease. If you create a nurturing environment, the candidate will engage more, which will allow you to learn much more about the person as they become relaxed, comfortable and confident.

On the day of the interview, greet the candidate warmly with a smile and offer a glass of water, coffee or beverage. Small gestures like this can significantly ease nerves and create a bond.

When it comes to asking tough questions, introduce them gradually. Save more challenging questions for the middle or end of the interview, and give the candidate ample time to think and respond. This approach helps to avoid putting undue pressure on the candidate right from the start.

Ask open-ended questions so that the applicant can’t just say “yes” or “no.” You want the person to elaborate on their answers. As they share their responses, provide follow-up questions in a friendly, non-intimidating manner.

Actively listen to what they say. Then, reframe their answers to show that you’re paying attention. Make sure to maintain eye contact. Nod your head when the applicant is saying something so they know you are paying attention. Use their name a number of times, as it will perk them up.

Be confident in your approach, but avoid coming across as arrogant or intimidating. Throughout the interview, maintain a balance between being friendly and professional. The interview is a two-way process. You’re evaluating the candidate, but they’re also assessing whether the company and role are a good fit.

Wrap up the interview by asking if the candidate has any questions or would like to expand upon something they talked about previously. Thank them for their time. Since there are other applicants, it’s hard for the interviewer to definitely give an answer one way or another regarding their candidacy. However, subtly offer some tidbits to help the applicant get a feeling of how they performed and the likelihood of moving forward in the process. Offer your business card so that they can keep in touch with you.

Forbes.com | August 7, 2024 | Jack Kelly

#YourCareer : AI Is Taking Your Job. Here’s What To Do About It. So What’s the Solution? Lead the Charge Yourself. GReat REad!

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According to McKinsey, 15% of the global workforce, or 400 million workers, might lose their job to AI by 2030. Google’s research is more positive, finding that 31% of jobs would be insulated from AI and 61% radically transformed by it.

Employers disagree. Every week there are AI conferences, meetups and webinars designed to help entrepreneurs leverage AI in their company. Founders want to make more impact, more money, with less hassle. And hassle means people.

The writing is on the wall. Employers are excited about AI. They are excited about growing their revenue without increasing headcount, which is now very possible with clever use of technology. Headcount used to be a measure of success for a company owner. A badge of honor. Now, the entrepreneur heroes are those that make more revenue per person than all the others. Growing your company by adding people isn’t aspirational.

In 2020, Covid-19 disrupted the world in a short space of time. The AI revolution is multiples more transformative, but employees are still asleep. If your employer is looking to replace you, become irreplaceable. Here’s how.

Employee-led initiatives for AI adoption: what is happening?

Artificial intelligence is not a new concept by any means, but generative AI leapt to popularity with the launch of ChatGPT in November 2022. This friendly chat interface sparked the imagination of business owners and their teams. They were apprehensive, some terrified of being fooled (by AI-generated content) and replaced, but since then many have become resourceful and applied the technology in various ways.

Employees have been the driving force behind the transformation of some companies. Here are two examples:

One US-based investment company acquires software companies before rapidly growing them to generate inflated returns for its backers. The M&A team was booked in back-to-back meetings with potential acquisitions. Enter AI. One entrepreneurial team member analyzed the company’s most successful investments to uncover the defining factors of the companies and owners. He created a survey to screen companies and founders against those factors, then used AI to analyze the results of submissions.

The result? Fewer meetings booked, fewer M&A team members needed. Higher quality of meetings with higher chance of investment success. More impact, less time, fewer people. Now, they run ads to the survey itself, to expand their company with this effective method. The employee leading the campaign is a company hero.

Examples like this are becoming more common. One UK-based software company generates website traffic with search engine optimization tactics. Its owner hired a content writer to create articles to rank, with a specific output goal based on articles per week. But this content writer was resourceful beyond her job description. She tested the theory that by learning effective prompting, using Claude, she could multiply her article production by a factor of ten, without compromising quality.

The result? More output, less need to hire more writers. Company grows by search engine traffic alone. This employee made herself irreplaceable. This person is a founder’s dream.

 

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Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

How to lead an AI revolution within your company

If you’re employed in a company, the choice is yours. Wait for AI to take your job, wait for AI to “enhance” your job, or do something about it now. This isn’t about robots; this is about human potential. AI is a tool. See what you’re capable of and see what success you can create from your contracted hours. I promise you, it’s more than you think.

Here’s the PLEASE framework that I created to help structure how you transform your role and company with AI. It stands for: perspective, learn, experiment, ask, share and finally explore. Let’s get ambitious.

Perspective

Start by truly understanding what your company is there to do. On a fundamental level, what problem is it solving, and for which specific group of people? Write out your company’s mission statement at its most basic level in the format “We help [specific person] do [desirable outcome you create].”

Your job is to apply artificial intelligence to make that happen on a bigger scale. Not restricted by current limits. More profitably, more efficiently, in a more powerful way, with you leading the charge. Don’t take your eyes off the reason this matters. AI is your ticket to making more impact, not something to be afraid of.

Learn

The next step is to learn. Learn what’s out there. Learn how to prompt. Understand what AI can and can’t do, and grasp the benefits and limitations of relevant tools. Don’t confuse AI for automation, don’t think you need a complicated solution where a simple spreadsheet would suffice. Learning about AI is free. Newsletters, resources and courses all exist to help you out.

When you’re clued up, write down every process your role involves, from start to finish. Think about the optimal way each task could be done, and label it accordingly. Don’t delegate your superpowers. Your goal here is to identify quick wins for AI-ification, not outsource your genius and then coast.

Experiment

The next step is to conduct experiments, using this list, about which tasks could be eliminated, automated or AI-ified. Identify the bottleneck. Imagine your company had ten times the demand, which steps would soon break? Within the experiment phase, you apply AI to specific tasks and processes to free them from human constraints, including yourself.

This sounds complicated and costly, but it’s actually not. There’s more than one LLM. Most AI tools have free trials. You can book a consultation with an AI or automation expert on Fiverr, for a low relative cost. Track your time when using the tools, assess what they save, scrutinize the output and start to draw conclusions. This is your playground.

Ask

Depending on the structure of your organization, the “ask” can come at a different stage. Are you trusted enough to run experiments, or will your employer want a say from the start?

If you need permission to get started, present your case after doing your research. If you already ran the experiments, ask if you can implement them. If you already tested out the tools, ask if you can continue beyond the trial. Ideally, figure everything out for yourself before you have to get someone else involved. Ask for forgiveness, not permission. Move quickly and of your own accord, before the out-of-touch board gets a chance to slow you down.

Don’t let this stage cost your progress. You have the company’s best interests in mind, you know the priorities and your KPIs. You are simply doing your research on how AI can ensure you hit them. Your duty of care is solid. Self-learning, experimentation, ideation and commonsensical conclusions will help you present your case.

Share

When you have got perspective, learned about AI, experimented with solutions and got the required permission, present your findings and get everyone excited. Explain what you have found, share the details of what specific tools or interventions could achieve, and make recommendations for who does what going forward. Prepare well so you can deliver with confidence.

Focus on output, expansion, and impact, because that’s what your employer really cares about. The more you can be commercially aware and specific about the next steps, the more you will be credited for transforming your organization from the inside-out. Don’t underestimate the importance of this step. Aim to get buy-in from your seniors and colleagues. Aim to get momentum, then decide a future checkpoint for measuring progress. Own every part of this maneuver.

Explore

In the dream scenario, your research pays off and your experiments were worthwhile. You get team-wide buy in and everyone knows what they are here to do. You’ll have demonstrated your resourcefulness, proven yourself one of the most valuable team members, and opened up options for where you go from here.

Not only will you be getting stuck into a new challenge, you’ll be earning the company more revenue or saving costs, and have set a new standard for output that you meet with ease. The power is yours, and here’s where you explore your options.

Could you negotiate a promotion, shares, or a new area of responsibility? Could you take your learnings further than your department, your office or your country, to create bigger change within your industry? Enter the C-suite? Or could your E stand for Exit? Exit the company, become an entrepreneur? Achieve the grandiose outcome of your company with a team of just you.

The best employees are starting AI revolutions: yours begins today

Don’t get replaced by AI. Make yourself irreplaceable with this exact plan. Get inspired by what team members are doing inside their companies, then follow the PLEASE framework to deliver your mission. Understand what your employer is trying to achieve, learn the basics, and experiment with options. When you absolutely need to, ask for support, then share your findings and get your whole team onboard before exploring the options you’ll have opened up.

Most people are sleeping on the AI revolution and they’re going to have a shock. Don’t let that be you. Making yourself the most valuable person in your company starts today, and if you’ve reached the end of this article you know what to do. For no regrets, take action now.

Taking control of your role

The almost two-thirds of British jobs that could be “enhanced” with AI, from Google’s research, is a stat that hides the real truth. It’s not going to happen on its own. Your job will only be enhanced by AI if you make it so. Otherwise, it’s going to be replaced. The people within your organization who are leading the charge on AI processes will make sure of that.

So what’s the solution? Lead the charge yourself. If business owners are looking to make more money and impact with the same number or even fewer people, help them to do it. Entrepreneurs are crying out for employee-led initiatives; someone within their team being resourceful, forward-thinking, and making a plan for how the company can leverage AI. It’s those team members that will be the safest of all.

Forbes.com | August 6, 2024 | Jodie Cook

#JobSearch : 30 Remote Companies Hiring For Flexible Jobs In 2024. Dreaming About the Freedom of Working Remotely? Great REad!

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Feeling stuck in a traditional job and dreaming about the freedom of working remotely? There’s never been a better time to look for flexible and remote work. All around the world, more and more employers are adopting remote work not only for preventive measures but also to introduce flexibility in their workplace.

Many employers realize its benefits and fully embrace it to match their evolving business needs. Vox.com projected in 2019 that 70% of the workforce would be working remotely in 2025. With such flexibility, it is becoming evident that employees now prefer working in companies that offer remote setups. Pew Research Center reported that 34% of workers wanted to work from home all or most of the time.

The following companies are leading the charge in providing remote job opportunities, according to Flexjobs.com. As with every potential job, do your due diligence research online before applying to any role.

30 Remote Companies Hiring for 2024

1. 10up

10up is a full-service digital content management agency. The company offers web design and development consulting services to clients that have included ESPN, Microsoft, and AARP.

 

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What Skill Sets Do You Have to be ‘Sharpened‘?

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

2. Acceleration Partners

An award-winning digital marketing and advertising agency, Acceleration Partners offers an array of brand-aligned online marketing strategy and development solutions.

Read More: 3 Ways To Refine Your Storytelling Skills As A Director

3. Accumulus Synergy

Accumulus Synergy is a pharmaceutical manufacturing company on a mission to “accelerate the availability of safe and effective medicines.”

4. Achieve Test Prep

Achieve Test Prep is an academic support organization that provides test preparation and college-education consulting services to adults and parents of college-bound children.

 

Forbes.com | July 22, 2024 | Goldie Chan

#JobSearch : Looking To Work At A Startup? Explore These 5 Job Boards. Great REad & Access!

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Startup job boards cater to early-stage and growth-stage technology companies looking to expand their teams. These platforms often attract a wide range of tech-oriented and innovative companies, including software development firms, fintech startups, artificial intelligence and machine learning companies, digital agencies, e-commerce businesses and tech-focused divisions of larger corporations.

The most in-demand startup jobs on these platforms usually include software engineering roles (such as full-stack, front-end and back-end developers), design, user-interface and user-experience positions, product management roles, data science and analytics jobs, marketing and growth positions and sales roles. Many startup job boards also feature leadership positions, like chief technology officer, head of engineering or director-level roles, reflecting the need for experienced professionals to guide growing startups.

Startup job listings often emphasize the unique aspects of working for startups, such as fast-paced environments, opportunities for rapid growth and the chance to make a significant impact. They may also highlight the importance of cultural fit and the ability to wear multiple hats, which are crucial in startup environments.

Some platforms may offer additional resources like salary information, company culture insights and industry trends to help job seekers make informed decisions.

1. Y Combinator

Y Combinator is an eminent startup accelerator and venture capital firm that provides intensive mentorship, funding and support to early-stage startups. Its job board is particularly valuable for those interested in working in the startup ecosystem, as it exclusively features positions at YC-backed companies, which are often seen as some of the most promising and well-supported startups in the tech industry.

The platform provides features like private browsing for those already employed at YC startups. It gives founders the ability to directly contact potential candidates.

Several startups are actively hiring software engineers, reflecting the high demand for technical talent within the YC ecosystem.

While software engineering roles dominate the job board, there’s a diverse range of other popular positions sought after by YC startups. Design and UI/UX roles are in high demand, reflecting the importance of user experience in tech products. Product management positions are also prevalent, as startups seek professionals to guide product development and strategy.

Recruiting and HR roles feature prominently, indicating the focus on team growth and talent acquisition. Sales positions are another key category, highlighting the need for revenue generation in growing startups. Scientific roles are also listed as a distinct category, likely catering to deep tech or research-oriented ventures.

The job listings are highly concentrated in the major tech hubs, such as San Francisco, New York, Los Angeles, Seattle, Boston, Austin and India, as well as remote opportunities.

 

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Answer: Simply go to our FSC Career Blog below & Type (Jobsearch, Resume, Networking, etc) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You Have to be ‘Sharpened‘?

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

2. CrunchBoard

As the official job board of TechCrunch, a leading technology news and media platform, CrunchBoard caters primarily to the tech and startup ecosystem. Its job categories include engineering, business operations, computer and information technology, design, finance, marketing and more.

CrunchBoard allows employers to enhance job listings, showcasing if there is an urgent hiring need. Job postings are featured across the TechCrunch network, including its website, daily newsletters and social media channels, maintaining broad exposure.

The platform offers international reach, allowing employers to advertise jobs not only in the U.S. but also abroad.

3. Wellfound

Wellfound (formerly known as AngelList Talent) was part of the well-known venture capitalist firm, AngelList. It spun off from its parent company and established its own stand-alone brand. Wellfound is a one-stop shop that offers a wide array of job listings, resources for job hunters to learn about companies in this sector and tools for companies to search and recruit top talent.

It provides over 130,000 tech job listings for startups, ranging from early seed stages to more mature organizations, and boasts over 8 million job seekers looking for new opportunities. The businesses include job postings in SaaS, web development, healthcare, fintech, sales and marketing, AI, big data and more.

Some examples of the featured companies include DoorDash, SpaceX, Instacart, Netflix, Lyft, Pinterest, Roblox, Notion, Plaid, Stripe, Grammarly, Gusto, HubSpot, among others.

4. Built In

Built In is a tech-focused career platform and job board. While it’s not exclusively for startups, it does feature many startup job opportunities, alongside positions at established tech companies.

Additionally, non-tech corporations with substantial tech divisions or those undergoing digital transformation often turn to Built In to fill their tech-related positions.

The platform serves as a comprehensive resource for the tech community, offering job listings, company profiles, salary information, industry news and courses.

Built In operates in several major tech hubs across the U.S., including Austin, Boston, Chicago, Colorado, Los Angeles, New York, San Francisco and Seattle, providing localized content and job opportunities for each market.

Popular job categories on the site include data analytics, UX design, software engineering, finance, HR and recruiting, legal, healthcare, robotics and more, illustrating the growing importance of these sectors in the tech industry.

5. Techstars

The Techstars job board consists of employment opportunities at organizations that have gone through Techstars’ prominent startup accelerator and development programs.

The companies span various industries, such as software, IT, health, education, finance, media, gaming, manufacturing, energy and sustainability, reflecting the broad scope of Techstars’ portfolio.

In-demand job functions at the featured startups include accounting and finance, administration, customer service, data science, design, IT, legal, marketing and communications, operations, people and HR, product, quality assurance, sales and business development and software engineering.

Techstars emphasizes its commitment to fostering startup culture beyond Silicon Valley. The platform has a global reach, with job listings from various locations worldwide, including remote positions.

Forbes.com | July 18, 2024 | Jack Kelly

#BestofFSCBlog : Over 12K Reads – 8 Remote Jobs That Pay $30+ An Hour In 2024. Interesting Read- Welcome your Thoughts??

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Looking for a work from home job but worried you won’t be paid enough? If you thought working remotely equated to less pay, you couldn’t be further from the truth.

In fact, research and analysis of popular remote jobs and industries such as technology, show that these roles and sectors are quite lucrative, which means you’re able to make more money in two ways: you’re able to save the money you would have spent on commuting to the office each week, and you also make more money according to research that suggests that as a remote worker you are able to earn as much as $8,500 more than your in-office counterparts, on average.

Here are some of the best paid remote jobs (including remote freelance jobs) that pay no less than $30 an hour in 2024:

1. IT Support Specialist

At some point or another, you’ve most likely had to call on the services of the IT support specialist at work, whenever your system came crashing down, your software needed an update, you were experiencing connection issues, or you were locked out and forgot your password. IT support specialists are the much needed backbone of work operations; they troubleshoot and resolve queries, ensure that all technology in an organization works efficiently, allowing everyone to do their jobs with minimal technical hiccups. This role is so essential to the success of other functions within a company that it is frequently made the butt of office humor and corporate jokes on social media, where TikTokers and Instagrammers post humorous but relatable clips of having to call on the IT specialist only to be reminded to restart the laptop.

However, in all seriousness, if you are looking to progress your career within the technology industry, this role, boasting an eyewatering hourly pay of $64, is a great place to start and get your foot in the door.

Average hourly pay: $64

 

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Question: Searching for ‘the Best Daily Career Search Articles/Blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & Type(Jobsearch, Resume, Networking, etc) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You Have to be ‘Sharpened‘?

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

2. Freelance Digital Marketing Manager

As increasing numbers of consumers shop and carry out everyday duties online, digital marketing has surged in demand. Freelance digital marketing managers play a crucial role in creating and implementing marketing strategies using social media, email campaigns, search engine optimization (SEO), and other forms of online ads to reach and engage customers. They also analyze data and make data-backed decisions to attract customers to their client’s business.

Average hourly pay: $59

3. Human resources (HR) consultant—$65

HR consultants can work from home for a consulting firm, or they may decide to work remotely as a freelance HR consultant. In this remote job, you would be making all the difference to ensure that employees at their place of work enjoy their work environment and employee benefits. You would also provide expert advice on labor laws, performance management, and hiring best practices.

Other remote jobs that pay more than $30 an hour include:

  1. PR specialist—$36.26 an hour
  2. Technical writer—$37. 09 an hour
  3. Video editor—$39.24 an hour
  4. Translator—$30.73
  5. Copywriter—$34.89

The hourly pay rates provided are merely an average, and therefore should serve as a benchmark, to help you better evaluate the best job offer that would work for you and your career goals. These roles show you what exactly is possible and attainable when working remotely.

Indeed, when considering the financial prospects, there has never been a better time to work from home.

 

Forbes.com | July 15, 2024 | Rachel Wells

#JobSearch : How To Get A Remote Job In A Tough Labor Market, According To A Tech-Unicorn Founder. “At Remote, we Don’t Consider Education in Hiring Decisions”

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With employers pushing for workers to return to the office, it has become increasingly challenging and competitive to land a remote job. In the aftermath of the pandemic, remote job opportunities are diminishing across nearly all states in the United States, according to a recent Forbes report, citing ZipRecruiter data. This trend reflects a broader shift among companies, as they transition from work-from-home arrangements back to traditional in-office work environments.

Although remote job listings are disappearing, employees still overwhelmingly want to work for distributed teams. Remote, a global payroll, tax, human resources and compliance solution, receives over 15,000 applications per month for its fully remote and location-independent positions.

Marcelo Lebre, cofounder and president of the HR platform, desires to tear down barriers and democratize employment by leveraging the power of a dispersed workforce.

In a Q&A with me, Lebre pulled back the curtain for anyone seeking a remote position in an historically tough job market, including at his company. He talked about the intentionality in your search, cultural awareness when seeking an international remote position, what job seekers should be mindful of and more.

Q&A With Remote’s Marcelo Lebre

Jack Kelly: What do you look for in a résumé and cover letter?

Marcelo Lebre: We prioritize clarity and relevance. Highlight your key achievements and skills in a concise manner. Keep your résumé to one or two pages. A cover letter can help personalize your application, but focus on quality over quantity. Interviews are where you really shine.

 

Like this Article?  Share It!    You can now easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 3.5 Million Growing Participates Worldwide in our various Social Media formats below:

Updated NEWS: #BestofFSCBlog – May24 we hit Two Milestones: #1– Hit over 1.6 million impressions on our FSC Career Blogs within 7 days on LinkedIn……. #2– Over 3.5 Million participates on our FSC Career Blog page below within three years!  Both the Team/myself want to thank you all for participating! …… Chris G. & Team,www.firstsun.com

Daily FSC Career Blogs/Articles: Articles/blogs on today’s Job Search (Over 8K Daily Readers)- Go to ‘Blog Search’ & type in updated info on resumes, job search, networking, social media job search, etc.

https://www.firstsun.com/fsc-career-blog/

New- FSC LinkedIn Newsletter– Daily articles/blogs on Today’s Job Market & Seach. Subscribe Today!

https://www.linkedin.com/newsletters/fsc-linkedin-network-7081658661743308800

Connect with us on LinkedIn (under Chris G. Laughter) : https://www.linkedin.com/in/chris-g-laughter-b46389198/

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs  @

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Question: Searching for ‘the Best Daily Career Search Articles/Blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & Type (Jobsearch, Resume, Networking, etc) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You Have to be ‘Sharpened‘?

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

Kelly: Do you hire based on one’s educational background or do you more so look for skills and growth potential?

Lebre: Skills and growth potential are our main focus. Education can be a foundation, but practical skills and a demonstrated ability to learn and adapt are what set candidates apart.

At Remote, we don’t consider education in hiring decisions unless it’s legally required for the role, such as a law degree for practicing attorneys. Additionally, we recently removed ‘years of experience‘ as a requirement for our job listings. This shift focuses on what candidates can do rather than how long they’ve been doing it, ensuring we attract highly capable individuals who might otherwise be overlooked. This strategy helps us build a dynamic team with diverse experiences and perspectives, which is crucial for our fast-moving startup culture.

Kelly: Why is it important for job seekers to be intentional when applying to jobs?

Lebre: Intentionality demonstrates that you’re genuinely interested and have done your research. It’s better to apply to fewer positions with tailored applications than to blast out 100 generic ones. Being intentional also means you’ll likely be matched with a company that shares your values and respects your specific needs.

For example, let’s say you’re one of the millions of job seekers with young kids. You most likely wouldn’t want to work for a company that doesn’t have supportive policies in place for employees juggling work and raising a family. But what exactly does that look like?

We recently surveyed 2,001 working parents raising young children in the United States to understand how different work models impact finances, career decisions and overall work-life balance. We found that 22% of hybrid workers want to work from home more frequently to better manage childcare, but find their schedules too rigid—nearly on par with the 23% of fully in-office workers who face similar constraints.

So, if you’re a working parent in the U.S., this might mean applying specifically to companies that offer flexible work schedules or remote work options. Additionally, we found that nearly one in five working parents have considered sending their young children to school earlier to manage the high costs of childcare, and one in four parents have delayed or are reconsidering having more children due to their job demands.

Therefore, you might want to apply exclusively to companies that offer benefits designed for working parents, such as childcare support, affordable insurance and generous paid parental leave. Being intentional in your job search can lead to finding an employer that truly aligns with your personal and professional needs.

Kelly: For an American who is interested in getting a remote job in other countries, which places are the most welcoming to them?

Lebre: Overall, we’re seeing more and more companies from almost every country we operate in increasingly embrace remote work. But looking at specifics, Remote recently conducted an in-depth analysis of every country and U.S. state to uncover the best 100 destinations for remote work, based on factors spanning quality of life, safety, internet infrastructure, economics, travel and more. The top 10 include Madrid, Spain; Madeira, Portugal; Toronto, Canada; Auckland, New Zealand; Tokyo, Japan; Paris, France; Portland, Maine; Taipei, Taiwan; Stockholm, Sweden and Reykjavík, Iceland.

These top cities have several commonalities that make them ideal for remote work. Many, like Taipei, Madeira and Tokyo, offer digital nomad visas, making it easier for remote workers to stay for extended periods. Cities like Toronto and Auckland are known for their high quality of life, safety and diversity, making them welcoming for international workers. Places like Madrid and Paris offer a mix of rich cultural experiences and modern amenities, ensuring there’s always something to do when you’re not working. Others, such as Reykjavik and Stockholm, stand out for their stunning natural landscapes and commitment to sustainability. These locations not only provide the necessary infrastructure for remote work, but also offer vibrant communities, excellent healthcare and a variety of recreational activities to enjoy.

Kelly: Is it important for job seekers to learn about a country’s culture and norms, as it relates to compensation and other matters, when applying to international jobs?

Lebre: Absolutely. Cultural awareness shows that you’re proactive and adaptable. It’s essential for roles in diverse, international teams. On the flip side, when assessing global opportunities, it’s equally as important to consider companies that make an effort to understand your country’s norms and culture, so keep that in mind when deciding who you want to work for.

Respecting different norms and understanding how things operate in various regions is vital when working for a global company, and showcasing your interest and effort in this area indicates you’re probably a good fit for a distributed team.

Kelly: When negotiating or discussing salaries with an employer based out of the United States, what should a job applicant be aware of?

Lebre: Understand the cost of living differences and the company’s compensation philosophy. Be clear about your expectations and be ready to discuss how your skills and experience justify your salary requirements.

 

Forbes.com | July 11, 2024 | Jack Kelly