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#CareerAdvice :#CareerAdvancement -Four Things To Do This Summer To Advance #YourCareer .

June 23, 2019/in First Sun Blog/by First Sun Team

Summer is the perfect time to focus some attention on your career success. Why? Because work inevitably slows down a little then; people take vacation and leave early on Fridays. In most industries, it’s a time for relieving some of the pressure.

You too need to use your vacation time to recharge and get some perspective, so don’t miss the beach and backyard barbecues. But while you’re at it, make time for some career-focused action that will give your personal brand a boost when the workplace is back to its bustling buzz in the fall.

Here are four things that will help you and your brand blast into September.

1. Prepare For Your Annual Review

For most companies, the (often dreaded) annual review process happens some time in the last four months of the calendar year. Don’t wait for the email from your boss scheduling your review meeting. Prepare now so you can ace it. Here’s how:

Do an inventory of your wins to date. Think back over the first half of the year and document your biggest contributions. Focus on the ones that are really important to your manager and help you showcase the value you deliver to the team and company. Document them using this formula: C-A-R.
C is for challenge. Describe the challenge you sought the resolve.
A is for action. Describe what you did to solve the problem or meet/exceed the need.
R is for result. Record the specific, measurable results of your action. How can you measure the value of your contribution? If you can quantify it, all the better.
Get input and feedback from others to help you make your case. Collect your fan mail and accolades, especially from senior leaders or people respected in your field.
Think about what you would like for the coming year. More responsibility? A leadership role? An international assignment? Put together the pitch that will convince your boss to help you make it happen.
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2. Mentor, Lead And Support The Intern
If you want to demonstrate that you’re leadership material, take on the role (official or not) of managing the summer intern(s). You’ll feel great about helping a junior-level colleague build skills that will be helpful to their career success. In many companies, the intern is not given a lot of direction, support, feedback or mentoring. That creates an opportunity for you to become known as someone who leads the way.
3. Put Your Q4 Social Media Calendar Together
You know how you always say, “I wish I could be more regular with my social media. If only I had more time.” Well, with the summer here, you have a little more time. But instead of just upping your social media contributions in the summer, prepare a plan for the fall that will ensure that you’ll be visible, valuable and available to the people you seek to influence. Then:
- Identify the most important social media platform for increasing your visibility with stakeholders.
- Determine what you’d like to say. What’s your message and point of view and how can you best express it?
- Create evergreen content for the platform you selected. If you chose LinkedIn, for example, write articles for your LinkedIn Blog. Commit to writing four so you can publish one each month—September through December. They need not be long, just make sure they deliver value to the community you seek to influence.
4. Update Your Digital Brand
Egosurf. That’s what it’s called when you google yourself. Then check out what shows up on page 1. Ask yourself what people would think about you if they hadn’t met you and were just forming a first impression of you from your Google results. Then determine what changes you’d like to make to align that first impression with your real-world personal brand.
Pay close attention to your LinkedIn profile. It will likely show up toward the top of your page-one results. If your headshot is out-of-date, update it. If your About section is missing some of your latest wins, edit it. Make sure that your LinkedIn profile conveys your authentic credibility and likability, and make sure the answer to this questions is yes: Would someone want to get to know me after reading my LinkedIn profile?
How’s that for a list of Summer Camp activities? When you complete it, you’ll feel accomplished, and you and your personal brand will be prepared to make the final quarter fruitful.
Author: William Arruda is the cofounder of CareerBlast and creator of the complete LinkedIn quiz that helps you evaluate your LinkedIn profile and networking strategy.
I’m a personal branding pioneer, motivational speaker, founder of Reach Personal Branding and cofounder of CareerBlast.TV. I’m also the bestselling author of the definit…

Forbes.com | July 18, 2019

#Leadership : #MangingPeople – Why Companies Should Stop Trying So Hard to Make their Employees Happy. A Must REad for Every #Manger !

June 22, 2019/in First Sun Blog/by First Sun Team

Companies often promise their employees happiness to attract and retain the brightest talent—but in reality, if you want happy employees, you need to hire happy people.

The thing is, happiness isn’t a one-size-fits-all solution and is extremelydifficult to deliver. Offering perks like free yoga in the office, catered lunches, or gym reimbursements could theoretically make some employees happy. However, it may not mean anything at all to those who value flexible work programs or better learning opportunities.

Guaranteeing your employees happiness will result in an ongoing uphill battle. There will always be individuals in the organization who are unhappy, no matter what the company provides in terms of perks and benefits. To create a great workplace environment, you need to make a simple paradigm shift. Stop trying so hard to make your employees happy, and focus on their satisfaction instead. Here are three ways that you can do that:

1. GIVE YOUR EMPLOYEES OPPORTUNITIES TO GROW AND DEVELOP

Employees won’t be engaged unless they’re doing meaningful, challenging work. That goes beyond leveraging their skills and knowledge in the current role.

You might argue that just like happiness, “meaning” is a subjective thing that differs from employee to employee, and you would be right. However, there is a way for you to cultivate this kind of environment. As Stephanie Vozza previously wrote for Fast Company, you can remind your team why their work matters in the context of bigger organizational goals. As Bill Donoghue, CEO of the training provider solutions Skillsoft, told Vozza, “Every individual needs to feel a sense of ‘I matter,’ that showing up every day makes a difference.”

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2. CREATE A CULTURE OF CONSISTENT FEEDBACK

Of course, you can’t help an employee grow without understanding their goals, as well as their strengths and weaknesses. That’s why you need to ensure that there is a culture of continuous feedback.

Don’t create the expectation and practice that feedback only happens within the confines of an annual review. This kind of structure makes it drastically less effective and creates more anxiety than improvement. According to a 2016 survey by data firm Clutch, 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs.

Creating this kind of culture goes beyond instructing your managers to do so. You need to establish transparent processes and guidelines, and train managers so that they’re aligned and consistent in how they approach the employee experience.

Feedback shouldn’t be a one-way street either. Employees need to be able to provide feedback up, down, and across the company, and they need to have the opportunity to share their ideas for improvement with the company. Employees that feel their voices are heard are nearly five times more likely to feel empowered to perform their best work, according to a 2018 Gallup survey. When companies encourage employees to take an active role in their own growth and development—as well as contribute to the development of their manager, peers, and company culture via feedback, they will naturally feel more invested and engaged.

3. FOSTER A SENSE OF COMMUNITY AND BELONGING

The third pillar of employee engagement centers on creating a strong sense of community, belonging, and support within the workplace. Companies should make it easy for employees to connect with those who have similar interests or experiences—like creating affinity groups for women in tech or new parents. While the company can’t possibly form and manage all of the employee interest groups that people want, you can provide a platform for employees to do so organically.

Many companies spend time and effort trying to bring happiness in the workplace—but they’re putting their focus on the wrong thing. Companies should strive to maximize employee satisfaction. When you create an environment where employees feel engaged, you’ll probably find that happiness comes naturally.

Author: Deena Fox is the CEO and Founder of Brightfox.

FastCompany.com | July 21, 2019

#CareerAdvice : #ResumeMistakes -4 #Resume ‘Tricks’ that are Actually Traps. Great One(1) Min Read!

June 21, 2019/in First Sun Blog/by First Sun Team

There is a lot of content out there that will claim to solve your résumé woes. The truth is, there is no quick fix for a résumé in need, and you should steer clear of anyone who claims otherwise. With an average of 250 applications received per open role, hiring managers have seen countless résumés and have a keen eye for the sneaky secrets applicants may use to try to slide through.

If you’re thinking of trying one of these résumé tricks, you may want to think again.

VISUAL DISTRACTIONS

While a strong template can definitely grab attention and help you stand out, be very discerning when it comes to visual elements that “pop.” This goes for loud colors, graphics, and charts. Unless you are in a field like graphic design, subtlety will be the name of the game. And remember, elaborate formatting can often render your résumé unreadable by applicant tracking systems.

It should also be noted that including a headshot on your résumé is a practice of the past. Doing so can open the door to many types of discrimination, and employers may reject your CV immediately just to prevent potential accusations.

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KEYWORD OVERLOAD

Adding a keyword section to highlight your specific skill set is a great way to ensure that your résumé will make it past an ATS; it can also make sure that a hiring manager can easily locate the required skills for the role on your CV. A bad idea, however, is adding a keyword section so expansive that it attempts to veil a thin work history. Hiring managers can see through this easily. After all, it doesn’t matter how many keywords and proficiencies you include in your résumé if you don’t have the accomplishments (with evidence) to back them up.

LENGTH

This failed résumé trick is especially relevant for mid- and senior-level professionals. If your strategy is to wow hiring managers with your full career history, you may want to rethink your approach. One of the most common résumé mistakes job seekers make is believing that length denotes ability. However, while you may have over 20 years of experience, a hiring manager is not going to be interested in the day-to-day responsibilities of your entry-level role.

The appropriate length of your résumé is dependent on where you are in your career, but the standard is two pages. Overall, being brief and selective about the experience you include will ensure readability and demonstrate that you know what accomplishments are most important for the role you’re applying to.

PERSONAL INFORMATION

Any personal information aside from your contact information (read: email, phone number, LinkedIn URL, and city and state of residence) has no place on a modern résumé. Details about interests and hobbies, family life, or colorful jokes will not entertain or delight a hiring manager, nor will these elements provide a better understanding of your personality in a way that is valuable to the hiring process. Venturing into the area of creative writing can be risky and, if at all, should be contained to a cover letter.

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

#Leadership : #Work -Here’s How you Should Prep Before Leaving for Summer Vacation. Great Two(2) Min Read!

June 20, 2019/in First Sun Blog/by First Sun Team

Many Americans won’t get to take vacations this summer, and some don’t get or use vacation days at all. If you’re lucky enough to both have and take a vacation during the warmer months (or really any time at all), there are some things you should do to prepare.

Prepping for a vacation at work makes it easier to actually enjoy your time off. If you do the right things ahead of leaving, you can make sure you have a mostly, if not entirely, work-free break.

1. TIE UP LOOSE ENDS

Just because you’re not going to be there doesn’t mean that work stops. If the work you do involves or impacts others, it’s important to make sure any people involved have whatever they need to move forward.

To make that happen, meet with anyone you work with a few weeks ahead of your trip. Ask what they might need from you to not hit a dead end on any joint projects and complete that work.

Be considerate of others. Make sure that your absence does not impact them, or that everyone at least understands the impact before it happens.

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2. TELL EVERYONE

It sounds silly, but it’s important to let your coworkers, clients, and bosses know that you will be off. This becomes even more important if you’re going away and won’t be easy to reach.

Ideally, send an email telling people when you will be back and who to contact in case of an emergency. You will also want to set your email auto-reply with that information and mark yourself absent on any communication tools you use.

3. PREPARE YOURSELF

It’s not easy for some people to fully disconnect. If you’re one of those people, do whatever you can in advance to make yourself comfortable being away from work.

That may mean closing out certain projects or meeting with people to make doubly sure you’ve covered every base. Do as much as you can to be ahead of the game so you can avoid people needing you for anything during your time off.

It’s also a good idea to talk with your boss about where people can be directed in your absence. That may mean having a colleague as a point person, or directing people to different coworkers for different issues.

MAKE IT A REAL VACATION

Your office probably won’t fall apart just because you’re not there for a week, and vacations are important—everyone needs to spend time relaxing and recharging. If you spend your whole vacation on your laptop or with your phone in your hand, you’re not really taking a break.

Allow yourself to relax. Accept that you deserve the time off—you’ve earned it—and try to put work away for whatever period you’re off.

It’s fine to take a quick look at email and even answer important ones, but try to keep that to a minimum. You want to come back to work having truly taken time off. For that to happen, you actually need to put work aside and make having a good time (or just relaxing) your number-one priority.

This article originally appeared in The Motley Fool and is reprinted with permission.

FastCompany.com | June 20, 2019 | BY DANIEL B. KLINE—THE MOTLEY FOOL

#CareerAdvice : #JobInterview -How to Survive (and Succeed In) An #Interview with a #CEO .

June 20, 2019/in First Sun Blog/by First Sun Team

CEOs are just regular people. Regular people who run billion dollar companiesand accomplish amazing things, that is.

Considering the polish and professionalism of your average CEO, we think it’s perfectly natural that most of us will feel a glimmer of something like nervousness or fear when we find ourselves in a position to interact with someone at this level, whether we’re being introduced for the first time, passing in the elevator, or giving a presentation.

Do you find yourself with a light case of the jitters when you think about interacting with your CEO? In honor of our Top CEOs award, read on for tips on holding your own in a handful of common office scenarios, like…

…Interviewing With a CEO

You don’t need to read through the Glassdoor Interview Questions & Answers to know that a standard interview with a recruiter or hiring manager can be intense. But interviewing with the CEO adds a whole other level of intimidation: you’re speaking with the most experienced, invested, and authoritative person in the company, and her opinion of you can have a strong influence on whether or not you get the job. So, how can you keep your cool?

First and most obvious, respect the CEO’s time by preparing for your interview. Your answers should come from an informed and authentic place, not a memorized and rehearsed one. And remember, you’re there to interview her just as much as she’s there to interview you. Ask as candid and analytical questions as you can and CEOs and founders like Eventbrite’s Julia Hartz will appreciate your moxie.

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…Presenting to a CEO

One of the biggest stereotypes attached to CEOs and higher ups is that they’re busy – they’re often the ones showing up late to your meeting or staring at their phone as you talk through an important topic. Which brings us to your first task for holding your own when presenting to a CEO during a meeting: not taking his behavior personally. It doesn’t feel good, but sometimes what’s happening before your meeting is genuinely a higher priority than the meeting itself – and the same goes for the email, text, or call that comes in right when you flash to the most important PowerPoint slide you’ve got.

Speaking of PowerPoint slides, we know they’re unavoidable sometimes. But if you really want to impress your CEO (and follow in the footsteps of Jeff Bezos, who banned PowerPoints in executive meetings), you’ll skip the slides in favor of an in-depth conversation that digs into the story of the topic at hand. Providing your CEO with the narrative context he needs to make a decision is the most effective use of his time.

…Having a Casual Conversation With a CEO

You’ve heard the standard advice about talking to Important People: Be yourself. Don’t talk politics. Know when to exit the conversation. But if you really want to impress a CEO – or just walk away from the conversation without feeling like your foot is in your mouth – we recommend heading into work with a few go-to conversation starters in your pocket, like the following:

Ask about a recent business trip
Compliment a recent initiative, keynote, or product release
Ask for recommendations for work-appropriate things like where to take a client for lunch or what local attractions you should recommend to a prospective employee visiting the city for the weekend
Compliment a piece of clothing or accessory he’s wearing and explain why you like it (but only if you can be genuine!)
Inquire about her past or future weekend plans (depending on which end of the week is closer)

As with most interactions, how you say something is just as important as what you say. With just a little preparation, you can be prepared for a warm, casual conversation with your CEO.

…Recovering From an Embarrassing Incident in Front of a CEO

Are you worried you’re so nervous around your CEO that you might accidentally hug him or sputter a mouthful of jibberish when he asks you what you’re working on? These extraordinary but true examples show us that no one is immune to awkwardness around the highest employee on the totem pole. But you can recover from almost any awkward moment if you practice a fool-proof social situation process.

First, prepare to respond with good-natured humor. Try to shift to a perspective that everything that happens in the workplace is well-intentioned until proven otherwise and respond accordingly: a brief smile, a quick apology, and an invitation to laugh it off.

And most importantly, remember that while this moment might define your day, it’s just one of hundreds in the day of a CEO. It’s not at all that you’re not important – it’s that your few seconds of perceived embarrassment will be balanced out with hundreds of other interactions with other people. Barring any extreme circumstances, the rest of the CEO’s day will dilute your embarrassing moment enough that it’s not going to haunt you.

GlassDoor.com | June 19, 2019 | Posted by Sarah Greesonbach

#CareerAdvice : #JobOpenings -21 Companies with Rockstar CEOs #Hiring Now.

June 19, 2019/in First Sun Blog/by First Sun Team

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” This quote from John Quincy Adams perfectly defines our 2019 winners for the Top CEO award. She or he is someone who is equal parts inspiration, strategy and innovation. After all, these traits can motivate 10 or 10,000 employees through even the toughest days.

If you’re looking for your next great job, check out these 21 companies with rockstar CEOs and plenty of open roles.

VMWare

CEO: Pat Gelsinger, 99% Approval Rating
Number of Open Jobs: +1,600

Employees Say: “Great technical talent, work-life balance, good managers, transparent leadership, diversity and inclusion.” —Current Senior Product Manager

“Work

HEB

CEO: Charles C. Butt, 99% Approval Rating
Number of Open Jobs: Over 1,000

Employees Say: “Totally dominates the market they are in (strong outlook). Takes pride in themselves and the role they serve and in communities. Very flexible work environment with opportunities to grow and write your own ticket if you are good. Extremely good culture dedicated to the customer and the employee (a lot of places don’t emphasize the latter).” —Current Employee

“Work

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Health Catalyst

CEO: Dan Burton, 99% Approval Rating
Number of Open Jobs: +20

Employees Say: “If you’re looking for a home where you can make the best of your skills and surround yourself with people who are smart, humble, and hard working – come on over, because we welcome you and your talents with open arms! The compensation, benefits, and perks are top notch for the industry. The people are absolutely fantastic and always willing to help. There is a generous education allowance to use in the way that you deem fit (formal courses, online courses, professional conferences, certifications, etc.) to continue to build up your individual skill set in support of the organization. The experience as a remote employee has also been fantastic. I never feel alone.” —Current Employee

“Work

Digital Prospectors

CEO: Jessica Catino, Approval Rating: 99%
Number of Open Jobs: +230

Employees Say: “Amazing people. Excellent benefits to contractors – lots of paid holidays and good vacation time. Semi-annual luncheons are fun and a great way to see everyone. They seem to genuinely care about their employees.“ —Current Employee

“Work

In-N-Out Burger

CEO: Lynsi Snyder, Approval Rating: 99%
Number of Open Jobs: 49

Employees Say: “The company fosters a very positive environment in each store. Everyone comes in with a positive attitude and ready to work hard. They pay very well and reward you properly for the work you put in.” —Current Employee

“Work

Sprout Social

CEO: Justyn Howard, Approval Rating: 99%
Number of Open Jobs: +30

Employees Say: “The transparency from management is like nothing I’ve ever seen. They say they’ll be transparent, but you can actually see the decisions being made and the why behind it.” —Current Employee

“Work

Acceleration Partners

CEO: Robert Glazer, Approval Rating: 97%
Number of Open Jobs: 73

Employees Say: “AP leadership puts emphasis on the importance of setting and achieving not only your professional goals, but also your personal life goals.” —Current Senior Account Manager

“Work

Salesforce

CEO: Marc Benioff, Approval Rating: 96%
Number of Open Jobs: +2.2k

Employees Say: “Marc Benioff. The best CEO ever!! He is the greatest reason behind Salesforce’s success. How he behaves flows down through the chain company-wide.” —Current Architect

“Work

Smile Brands

CEO: Steven C. Bilt, Approval Rating: 95%
Number of Open Jobs: 397

Employees Say: “I love being a part of a team that not only cares about the patients but also respects and cares for all coworkers as well. The CEO of the company drills into our heart and minds that we stand for creating “Smiles For Everyone”. Amazing group to work for.” —Current Employee

“Work

Cengage

CEO: Michael Hansen, Approval Rating: 91%
Number of Open Jobs: +120

Employees Say: “Management is market-visionary, not intimidated by challenges, transparent, and trusting that the many hands and minds of its employees are the way to succeed.” —Current Senior Systems Analyst

“Work

CEOs: Randy Richardson, Approval Rating: 96%
Number of Open Jobs: +150

Employees Say: “Great people, fun environment. Very fulfilling and rewarding job. Residents and Staff are very well taken care of.” —Current Employee

“Work

23andMe

CEO: Anne Wojcicki, Approval Rating: 97%
Number of Open Jobs: +50

Employees Say: “We are surrounded by smart and humble people here. The culture is focused on being mission-based, fun, and doing work we love that makes a difference. A lot of companies talk about changing the world…but here we actually are disrupting healthcare.” —Current Employee

“Work

Toyota North America

CEO: Akio Toyoda, Approval Rating: 94%
Number of Open Jobs: +40

Employees Say: “Senior Management is extremely knowledgeable and open to helping the new generation of employees grow and learn more about the automotive industry.” —Current Senior Marketing Analyst

“Work

T-Mobile

CEO: John Legere, Approval Rating: 99%
Number of Open Jobs: 2.3k

Employees Say: “Best place to work in the Seattle area. Good pay, great benefits, treats employees very well. Fun place to work.” —Current Employee

“Work

NBCUniversal

CEO: Stephen B. Burke, Approval Rating: 93%
Number of Open Jobs: 3.2k

Employees Say: “I was delighted to work with a group of individuals who were excited to go to work every day and embraced their creativity. It is a great work environment where employees managed to have fun and be productive at the same time.” —Current Employee

“Work

KnowBe4

CEO: Stu Sjouwerman, Approval Rating: 98%
Number of Open Jobs: +70

Employees Say: “Incredible perks and benefits, super fun environment, rewarding work!” —Current Employee

“Work

Life.Church

CEO: Craig Groeschel, Approval Rating: 98%
Number of Open Jobs: 45

Employees Say: “Life church is interested and invested in you the individual. Personal development through leadership, feedback, book discussions, e-trainings. You are given the tools and resources to succeed. Life church sets you up to win. You have mentors over you to help get you adjusted to your role, answer questions or concerns you may have.” —Current Employee

“Work

Deloitte

CEO: Cathy Engelbert, Approval Rating: 97%
Number of Open Jobs: +800

Employees Say: “These folks know exactly what they are doing. They set high standards, and consistently deliver. Their project expectations and planning is excellent. The top-level management folks are extremely smart and have a great sense of vision and planning.” —Current Employee

“Work

Hyatt

CEO: Mark S. Hoplamazian, Approval Rating: 93%
Number of Open Jobs: 8.8k

Employees Say: “Great family-like environment. nice to have the ability to jump between the different departments and travel from property to property. Great vacation benefits, 2 weeks PTO after a year, health insurance.” —Current Employee

“Work

Turo

CEO: Andre Haddad, Approval Rating: 98%
Number of Open Jobs: +20

Employees Say: “Incredible transparency of data and decision-making across the company. The CEO Andre is super approachable and lays out a clear vision for the future of Turo. Team is very supportive and humble, probably one of the lowest-ego work environments I’ve experienced in Silicon Valley. Cool business opportunity with lots of room for growth and ownership of big portions of the business.” —Current Employee

“Work

iCIMS

CEO: Colin Day, Approval Rating: 97%
Number of Open Jobs: +100

Employees Say: “Overall the culture at iCIMS is great. Everyone is really supportive, hardworking, and passionate about what they do. Management is great as well, leaving a lot of room for continuous development and autonomy.”—Current Employee

“Work

GlassDoor.com | June 18, 2019 | Posted by Glassdoor Team

#CareerAdvice : #JobSearch -Dream Job Or Scam? How To Know If A #JobPosting Is Legitimate.

June 18, 2019/in First Sun Blog/by First Sun Team

It feels almost too good to be true. You just stumbled across a job posting online that looks beyond perfect…You can’t pass up this opportunity and you decide to apply. The process is going quickly and they begin to ask for more personal information in order to bring you on for the next interview phase.

Suddenly it dawns on you, is this too good to be true? Could this be a scam?

Flexjobs revealed that for every one legitimate job posting online there are 60-70 job scams posted. With the odds of legitimacy not in your favor, you must be aware of the signs that something is a fake.

Here are five signs a job posting is a scam, and what to do when you come across them:

1. The job listing is vague and contains typos.

The job duties and the description seem vague; even the company name and mission is unclear when you read the job listing. On top of that, there are typos, grammar errors and a slew of incomplete sentences. If this is the case, this job posting was either computer generated or put together by a poorly educated person hoping to scam. Scam or not, these writing flaws and unclear motives are a reflection of the job and companies flaws.

Make the decision to speak directly with a hiring person to gain a more transparent understanding of the job and the company. If they are not able to explicitly outline what support the role would provide, then you should politely move on to other opportunities.

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2. The salary is crazy.

When something seems too good to be true in the job market, it likely is. When you see a salary that makes your mouth drop, proceed with caution. You want to be hired and compensated based on your skills and merit.

Aside from an astonishingly high salary, be on the lookout for keywords such as “salary potential” or “earn cash quick” as these statements scream “Scam!” They may also request that you work for free or below minimum wage for a period of time. Do not agree to this, the U.S. Department of Labor requires by law that employees be paid minimum wage.

When you go on the job hunt, do some research to better understand the specific jobs typical salary range. Have a salary goal in mind and if it is far above, or below, request to understand how the salary is set.

3. They ask you to share personal information early on.

Be immediately aware of potential scamming if the recruiter requests credit card, bank information, address or a social security number before you sign any IRS employment paperwork.

They may tell you these fees are needed for software, training platforms etc., but the company should be supporting these costs, or at the least, patiently waiting for you to purchase them after being hired.

If this happens, seriously investigate the job further and if it still seems legitimate, tell them you will wait to share this information until hired. This is a major red flag of being scammed and you need to be very cautious.

4. The means of communication is unprofessional.

Similar to poorly written content, the method of communication is not professional. If they ask you to call a premium rate phone number to have an interview, or you start receiving text messages about the job and company, these are signs of being scammed.

On top of this, they may start calling you during off-business hours. If you are being called before 7 a.m. or after 9 p.m., this is not only unprofessional but also not how legitimate companies operate.

When this starts to happen if you choose to continue exploring the opportunity, let them know your prefered method of communicate is via phone and you find great value in setting up specific times in advance to talk. This may seem controlling, but you want to set clear boundaries and not let recruiters blow up your phone all hours of the day and night.

5. The company has a slew of openings posted.

As you are searching online jobs, the company with the job posting has listed many other job openings: manager, director, graphic designer, executive, etc. The company is either a sham or they have a very high turnover rate. In either instance, this is a sign that the job is not for you. The company is likely using keywords to target certain job seekers across a wider audience range in hopes of scamming more people.

Tackle this by doing research on the company. Pull up their website and search the websites job offerings. If the company is a startup or on a hiring spree it might make sense as to why there are so many jobs posted. But chances are, if the company site looks vague or doesn’t list the job offerings, you should not apply.

Bottom line, follow your gut instinct if the immediate reaction is “Wow I can’t believe this,” you shouldn’t. Proceed with caution and do some quick google searching to save you from wasting time and potentially making a big mistake.

Don’t be that person that gets scammed!

Follow me on Twitter or LinkedIn. Check out my website.

Author: Ashley Stahl

Contributor

I’m a career coach who helps job seekers via online programs and one-on-one coaching in finding their purpose, landing more job offers and launching their dream business…

Forbes.com | June 18, 2019

#CareerAdvice : #YourCareer -7 Signs You’re #CEO Material… How Did You Score?

June 18, 2019/in First Sun Blog/by First Sun Team

You may be starting in your first entry-level position, or you maybe be an executive VP at an established company. Wherever you are in your career, if you’re ambitious and goal-driven, you may have one question in your mind: will I be the CEO someday?

Becoming a CEO often requires a certain amount of being in the right place at the right time, but having certain qualities will significantly boost the chance that you’ll be considered for the spot of CEO – or any leadership position, for that matter. To find more about what those essential qualities are, we reached out to Tiffany Franklin, executive career consultant and founder of TJF Career Coaching, who broke down what it takes to be considered as CEO material.

1. You’re not afraid to take calculated risks

CEOs are responsible for significant decisions about the strategy and future of the organizations they lead. While a CEO must maintain stability within an organization, they also must sometimes take risks that can result in both short- and long-term pay-offs for an organization. Enter the importance of being a strategic risk taker. Franklin describes this as “having that ability to consider a confluence of multiple internal and external factors, both for the organization and the global market as a whole.” She adds that strategic risk takers “see lessons from the past, but you are looking to the future, in terms of marketing, timing, and people. You’re learning from mistakes, but yet you will take a calculated risk.”

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2. You know how to communicate well

Communication is one of the foundation stones for being a leader. For CEOs, Franklin says, “you want to motivate and empower the people around you… To be able to sell your vision, and also outline a path to make it a reality.” She adds that a big part of that is relationship-building skills. Communication and relationship-building skills are also an integral part of generating employee satisfaction as a leader. As a CEO, a critical component of approval is employee satisfaction. In a 2016 Glassdoor study on the factors that predict high CEO approval, it was found that a one-star increase in employee satisfaction (measured by the overall Glassdoor rating of a company) predicts a 36.9 percent improvement in CEO approval.

3. You’re always challenging yourself

Being a CEO generally doesn’t happen in the first year of career, and often doesn’t even happen in the first decade of your career. It is a place of leadership that, more often than not, is earned through repeatedly facing professional challengesand retaining a diligent focus on self-improvement. There are multiple challenges that are good to take on throughout your career in order to boost your leadership skills and gain recognition among professional peers. On top of volunteering for leadership positions within your company and pursuing leadership credentials like an MBA, Franklin also recommends getting involved with affinity groups at your workplace, as well as getting involved in professional associations, volunteering for boards of directors, and even looking for community service projects that have leadership opportunities.

4. You’re emotionally intelligent

It’s not enough for somebody to be ambitious, says Franklin, but they also need emotional intelligence. “So much of being a CEO is being decisive and purposeful, yet thoughtful when you’re making decisions,” she adds. For thoughtful decision-making, as well as building strong, trust-filled relationships, not to mention being a good communicator, emotional intelligence is key.

5. You know how to surround yourself with the right people

While a CEO is often the face of an organization, they are supported by a team of people who are helping them maximally perform. According to Franklin, having CEO potential means being self-aware enough to know what you’re good at, but also what you may lack, and building a team that complements the areas you have deficiencies in. In turn, she says, this makes a team that can challenge each other, and also brings different things to the table.

6. You find yourself leading projects

CEOs are people who trust can be put in to get a job done. CEOs are also good managers and delegators. You may find that you’re naturally asked by people in your organization to take on big projects and to lead teams. But putting yourself in situations like that whenever the opportunity arises can also help hone your leadership skills. “I think when you volunteer to go above and beyond, not immediately expecting anything, people will start to take notice,” says Franklin.

7. You’re thinking ahead

The best CEOs are visionaries for the organizations they lead. “It’s not just trying to figure out what the trends are and jumping on those, it’s being a thought leader,” says Franklin. Another critical component of being a thought leader is the ability to translate your visions into concrete actions that employees within your organization can take.

Building CEO Leadership Skills

Even if you’re not strong in some of the leadership capabilities that CEOs require, there are many routes to take to bulk up your management prowess. For one, MBA programs are always a good way to learn leadership skills and show your commitment to be a good manager. Franklin also says that If you don’t have the time or availability, there are also smaller courses and certificate programs that you can take in leadership. Reading books in MBA curricula can also both help you build your leadership skills and make for a great conversation starter at professional events, she points out. Then, she says, “keep networking, building skills, and stretching yourself to get to the visionary piece.”

GlassDoor.com | June 18, 2019 | Posted by Lillian Childress

#Leadership : #Recruiting -Companies are Still Ignoring #OlderFemaleWorkers, and it’s Hurting their Bottom Line. A Great Three(3) Min Read!

June 18, 2019/in First Sun Blog/by First Sun Team

Many companies love to tout the success of their Diversity and Inclusions programs. Glassdoor publishes an annual list of the Top 20 companies with diversity programs. Fortune partnered with A Great Place to Work to create a list of the best workplaces for diversity. There are many more lists like this, but according to PwC, only 8% of these companies include age in their D&I strategies.

The reality is, companies don’t give ageism the same attention as other forms of bias. D&I initiatives rarely address the intersectionality of ageism and sexism, and there isn’t a lot of focus in gendered ageism for women. In a survey by Forbes Insights, more than 300 senior executives from large global companies—32% who were in HR or talent management—reported on their ‘companies’ diversity and inclusion priorities. Just 28% said managing the cross-generational issues was a focus, and that gender diversity programs were the most common.

AGE DISCRIMINATION IS ALIVE AND WELL

According to AARP research, nearly two out of three workers in the United States over the age of 45 experienced or witnessed age discrimination. Fifty-five percent say discrimination starts in their 50s. And research from the EEOC shows that women over 50 experience it earlier than their male colleagues. As women show visible signs of aging in a society that emphasizes the importance of beauty and youth, they’re perceived as less competent and less valuable in the workplace. These assumptions—often unchallenged—form the basis of decision-making about hiring, firing, and promoting. As a result, older women are diminished, marginalized, and pushed out. It happens every single day, but it’s not on most people’s radar. That’s because companies often disguise these terminations as downsizing, consolidation, and other reasons to mask the unfairness and potential legal liability.

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WHY GENDERED AGEISM INITIATIVES ARE IMPORTANT

Many of the same arguments supporting the importance of gender diversity hold true for age. There’s a strong business case for a workforce that brings different experiences, skills, and ideas as well as mindsets to the table. Plenty of research illustrates the correlation between diverse teams, innovation, and profitability. McKinsey’s recent Delivering through Diversity study found that “companies in the top quartile for gender diversity on their executive teams were 21 percent more likely to experience above-average profitability.”

Gender equity provides the advantage of different perspectives, opinions, and ideas that women bring to the table. Women help companies better meet the needs of their customer base. The female point of view is critical for the design of products and services for the entire population—not just for men. And as Shelley Zalis, CEO of the Female Quotient, previously told Fast Company‘s Lydia Dishman, women influence more than 85% of all purchasing decisions.

Women over 50 are a powerful force in purchasing power. In 2016, Visa reported that consumers over 50 account for more than half of U.S. spending. The aging consumer market is emerging, according to Barron’s, as “the mother of all untapped markets.” In 2015, the world’s population over 65 was at a historical high of over 600 million people. The UN projected that this number would hit a full billion by 2030 and 1.6 billion by 2050.

The aging population is a fast-growing consumer market, and women in this demographic hold the purse strings. Who better represents this target market than the women who are in it? It doesn’t make sense only to have millennials designing your products and services for this customer base. At the same time, it doesn’t make sense to have just boomer women either. All voices and opinions at the table in a collaborative environment are essential to meet the needs of today’s consumer.

COMPANIES ARE MISSING OUT BY IGNORING OLDER WOMEN

Let’s not forget the obvious reasons why companies can benefit from hiring older women. There’s their wealth of experience and network that younger employees have yet to develop. And as Fast Company’sEillie Anzilotti previously reported, when a company’s workforce is diverse in every aspect—including age—they can collaborate “to produce innovative business solutions.” Research also shows that “higher rates of employed elderly people generally denote strong economic circumstances—which correspond with more jobs for younger workers,” Anzilotti wrote.

Companies need to acknowledge the biased assumptions they make about older women and assess how their culture supports these assumptions at all levels of the organization. When companies push older women out the door, all that wisdom and experience exits with them—and those are the wisdoms and experiences that can help organizations be successful.

Author: Bonnie Marcus, M.Ed., is an executive coach and author of The Politics of Promotion: How High Achieving Women Get Ahead and Stay Ahead. Marcus is currently writing a book about women over 50 in the workplace.

FastCompany.com | June 18, 2019

#CareerAdvice : #JobSearch – 13 Tips For Standing Out On Your Next #JobApplication .

June 17, 2019/in First Sun Blog/by First Sun Team

When applying for a job, you may be one of the hundreds or thousands that are all going for the same position. It can be a real challenge to get recognized and land that job that you are so fiercely competing for.

With a little effort, however, you can learn how to stand out from the crowd and win that employer over. Whether by using creative techniques such as creating a personal brand video and leveraging social media, or by going the more traditional route of showcasing your experience and developing strong communication skills, there are several strategies you can use.

For the best strategies, we asked 13 members of Forbes Human Resources Council to share their input on the most effective things job candidates can do to get noticed by recruiters.

1. Be Perceptive

If a candidate can show they are really perceptive to what the real need is in the job description, they can stand out. This is beyond just repeating buzzwords or listing the same skills. It’s truly ensuring the resume is reflective of how they can make a difference by demonstrating they understand what it will take to be successful in the role and can be the solution the role is designed to address. – Hafiza Gujaran, AlixPartners

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2. Have Good Communication Skills

What’s the one requirement employers list for every job? Good communication skills. Candidates who can demonstrate this in their emails, conversations, resume, cover letter and application materials are already ahead of the game. In addition, those with an interest in writing and whose communication skills extend to blogs, articles and social media posts truly set themselves apart from others. – John Feldmann, Insperity

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3. Showcase Your Point Of View

Regardless of level, companies look to hire individuals who can replicate success and bring innovative solutions to their organization and industry. Candidates should consider showcasing their ideas and thought leadership by writing an article on a relevant industry challenge or topic. This will increase your visibility and demonstrate you have a point of view. – Geline Midouin,McCann Health

4. Leverage Your Network

Do your research and see what connections in your professional or personal network may lead you to a great contact within the organization. Ask for introductions and referrals. If you don’t have a connection to someone in the organization, consider reaching out to someone on the recruiting or hiring team to establish rapport and express your genuine interest in the company and role. – Alina Shaffer, LivingHR, Inc.

5. Customize, Customize, Customize

Candidates must customize their resume for every job. The day of a single resume for all applications is outdated. For every application, the candidate must review the job description and then customize their resume to the exact specifications listed. Frontline recruiters are looking for the candidates that best fit the initial parameters. – Ben Weber, Vendor Resource Management

6. Focus On Outcomes And Impact

Most resumes are a list of responsibilities. Stand out by including what outcomes you have achieved and what impact you have made by doing the things that you have done. Don’t just say that you lead a team of 20 people. Talk about how you have taken your team from a 20th percentile engagement group to a 90th percentile engagement group. – Lotus Buckner, NCH

7. Showcase Your Skills In Relevant Ways

Showcasing achievements in unique ways can really help candidates stand out⁠—like the candidate who submitted her resume in chocolate or the engineering graduate who built his own portfolio platform to land a job out of college with NASA. A portfolio approach is relevant across industries, differentiates candidates and helps them prove their skills while demonstrating organizational fit. – Jeff Weber, Instructure

8. Quantify Accomplishments

One way to stand out from the crowd is to ensure that your accomplishments are quantifiable. They should be expressed in terms of numbers, percentages or time frames. Then be prepared to answer follow-up questions on specifically how you accomplished that feat with compelling examples that you could replicate at another company. – Sherrie Suski, Tricon American Homes

9. Voice Your Interest Directly

Standing out can be difficult, especially when competition is high. One common factor for hiring managers is time. Even with technology supporting applicant reviews and rankings, hiring managers still have functional areas to run, so a little creativity goes a long way. Candidates should consider contacting the hiring manager directly to express their interest and value they bring to the position. – Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions

10. Create A Short Personal Brand Video

Applicants should create a short personal brand video that gives an employer a sense of their skills, achievements and personality, then link to it at the top of their resume or provide it in an online application. Ensure the video is professional, clean and culturally appropriate to hiring companies. That way, employers can quickly gauge an applicant’s work and demeanor to see if they’re a fit. – Genine Wilson, Kelly Services

11. Use Social Media To Connect

Join social media groups that pertain to your career choice and follow the company (or companies) you’d like to work for. Then, interact with the company on Twitter and Instagram in a positive and professional way. This gets your name in front of them and shows the hiring manager your personality before they even meet you. – Greg Furstner, SkillPath

12. Create A Stellar LinkedIn Profile

There’s nothing more disappointing than getting inspired by an awesome resume and then visiting that candidate’s LinkedIn profile to see unprofessional pictures, date and job discrepancies with the resume and nothing else of interest. Seeing the causes they care about that may align with our company’s mission definitely (in addition to a stellar resume) elevates that candidate’s status compared to peers. – Rachel Lyubovitzky,EverythingBenefits

13. Add Colors To Your Resume

Adding different colors to your resume can make a big difference. Different behavioral styles respond to different colors⁠—notice that many large companies use colors in their logos. However, using too much color or creativity could be distracting. So use good judgement. Make sure the resume is formatted correctly and spelling is correct. Have a few different people review it for you. –Frank Molinario, Security First Insurance Company Inc

Author: Forbes Human Resources Council

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Forbes Human Resources Council is an invitation-only, fee-based organization for senior-level human resources executives across all industries. Find out if you qualify a…

Forbes.com | June 17, 2019