#CareerAdvice : #JobSearch -Why And How To Send A #ThankYouLetter After A #JobInterview …A Must REad!

Let me start with this, a thank you letter won’t necessarily compensate if in your job interview an employer isn’t convinced that you’re the best person for the role, but it does leave a good impression that speaks to your work ethic and courtesy.

Research shows that the most important quality in a new hire is a solid work ethic, followed by being a good culture fit and then integrity and resourcefulness.

According to a study done by Accounttemps, 80% of HR Managers found a thank-you note helpful, yet only 24% of applicants send them.

 

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Here is how you send yours, but before I show you how, let’s start with what you don’t want to do or leave out.

 A few thank-you note tips that tend to get missed

1. Respect their time by keeping the thank-you letter concise (around 200 words is fine).

2. Talk about something specific from the interview, so it’s personalized and meaningful. For example, something about the corporate culture – this will re-emphasize why you’re a good fit or a response to a question you asked about the interviewer.

3. Mention the job position.

4. Proofread your thank-you letter – Grammarly is a free resource that corrects errors.

5. Send your thank-you letter on the first business day after your interview.

6. Use a simple, short subject-line, such as “Thank you for your time, (insert the name of the person you met with,)” “It was great speaking with you, (insert the name of the person you met with.)”

7. Make sure your use of words convey enthusiasm.

What some of these tips look like in action?

Hello (Interviewer’s Name),

Meeting with you (yesterday/the day you met them) was definitely a career highlight, and it was exciting to see how you are (insert something from your conversation that showcases them as a market/industry leader) in our industry.

I wanted to take a second to thank you for your time. I enjoyed our conversation about (a specific challenge you discussed that is also one of your strongest selling points) and how you would benefit from my background in the role of (insert job title.)

It sounds like an incredible opportunity to have a positive impact on (their greatest challenge). Please, do not hesitate to contact me if you have any questions or need anything else from me.

Thanks again, (insert the interviewer’s name), and I hope to hear from you soon.

Best Regards,

(Your Name) – your branding statement

A few other points about this letter

  • The person’s name is mentioned twice. In the classic book, “How To Win Friends and Influence People,” Dale Carnegie shares “a person’s name is to that person the sweetest and most important sound in any language. Remembering and using one’s name in your communication is a good social skill to practice.
  • The letter has a good balance of what they are doing well and what they need to improve on as a company.
  • A branding statement is included. You’ll want your branding statement to include two components:

1. Your key job function in the role or the title of the role you’re applying to.

2. Your most impressive quantifiable accomplishment from the past 12-months.

Here’s what that looks like:

Sarah Jane – Top 0.01% facilitator transforming 1000 + learning experiences

Bill Smith – Project manager, pioneering company-wide efficiency gains by 27%

Other great thank you letter phrases

  • It was a pleasure meeting you, and I thoroughly enjoyed learning more about the opportunity as well as (insert a response to a question you asked about them).
  • During our conversation, you mentioned that (name of company) has been struggling with (describe a problem the company is having). Please find the plan on how I’d address (insert their biggest challenge) in the first 30-days attached.

This is a good phrase to use if you feel there may be some concerns around the relevancy of your experience and your ability to hit the ground running.

According to research by MRINetwork, 77% of job openings are created because of new positions. Employers won’t hire you if you don’t understand their need. Don’t forget to reiterate that you understand why the role exists (what the challenges are), briefly remind the interviewer why you’d be the best candidate and further illustrate your commitment to the role. You’ve worked hard to get to this point, and I wish you all the best.

Author: Rachel Montanez is a career coach and career development speaker. Her new interview manual to increase your chances of interview success is available here.

I fell in love with the training and coaching industry at age 23 after working in Japan and South Korea. I help individuals achieve career goals by drawing on my award-w…

Forbes.com | June 9, 2019

#CareerAdvice : #JobInterview – 5 Things You Need For A Successful Second Interview . Bonus: How to Answer the 50 Most Common #InterviewQuestions 

Congratulations! Earning a second interview invitation is no small feat. You’ve surpassed ample and stiff competition to get this far. So bask in your success for a moment. You deserve that infusion of confidence, and you’ll need it to propel you through the next round.  

Before you can nail this meeting, it’s important to know your purpose. How is this meeting different than your first? Nancy Range Anderson, author, career coach and founder of Blackbird Learning Associates, LLC explains:

“During the first interview, the interviewer asked questions to determine three areas; can you do the job, do you fit into the company culture and do you really want this job. It’s pretty certain that in the second interview more senior level staff will be conducting the interviews and while they may ask similar or the same questions that were asked in the first interview, the purpose of this interview is to compare you and your skill set with the other candidates.”

The second interview presents a chance to have a deeper conversation about the job with some of the key players.

Here’s what you need to nail it:

A go-to ice-breaker

Enthusiasm is a core component of emotional intelligence because it fosters connection. If you’re excited about this job and this institution, share that. Point out what you observed during your first interview that got your excited.

Sharing your genuine enthusiasm enables you to tap into that of your interviewer; which can lead to a two-way conversation about professional passions.

So think about what appeals to you about this environment and the people you’ve met so far. Do you sense that they all seem to really love their jobs? Do they seem excited about their work, or about the population they serve?  

Consider an ice breaker like: “I met two team members when I was here last week. Both raved about the students here, which made me feel really excited about this prospect. That kind of enthusiasm can’t be faked, and it’s such a strong endorsement.”

This can prompt your interviewers to share what they love about their work and their workplace, which can loosen up the conversation and give you valuable insights.

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

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A unique angle

A second interview presents an opportunity for you to sell you skillset and to demonstrate how your experience has well-positioned you for the open position.  

Anderson points out that at this stage, candidates should detail their accomplishments and focus on the impacts of their professional efforts. Anderson explains: “The interviewer at this stage wants to know, ‘What’s in it for me/us?’ and ‘What can this candidate do to help us accomplish our goals that the other candidates can’t do?’”.

Think about your current role. Maybe you work for an international organization and you’re well versed in the nuances of hosting international guests and colleagues. Maybe your work for a start-up and you know how to work hard and lean.

Find your angle. Then demonstrate to your potential colleagues how your unique professional experience makes you particularly well-suited for this role, and a “must have” for their team.

Examples of soft and hard skills

job description is a manager’s wish list for his/her ideal candidate. Study this document to drive your prep.

Anderson recommends: “To prepare the candidate needs to focus on the responsibilities, skills and requirements of the open position and come up with specific behavioral stories detailing his or her actions and results.”

Anderson advises a very direct approach: “I suggest that the candidate draw a two-column chart. In the left column, list the hard and soft skills, tasks and job responsibilities required of the position and in the right-hand column write out examples of work-related accomplishments that support these. Above all, the candidate should focus on his or her role in these accomplishments and use words such as “I” rather than “We”.

While you always want to emphasize that you know how to function well on a team, you also want to highlight the individual successes that set you apart.  

Salary prep at the ready

Do your research and know your worth. Anderson advises: “The candidate should be prepared to discuss salary at any time during the interview process.”

Anderson explains: “Salary discussions usually come up towards the end of the interviewing cycle and most likely will be initiated by the interviewer. This can be a positive sign.”

Meaningful questions

Anderson points out an interview is a two-way conversation. So don’t squander your opportunity to ask questions by posing queries that you think will impress the interviewers. Get the lowdown you need.

These are some questions Anderson recommends:  

  1. How would you describe the company culture?
  2. What are the challenges your team is facing right now? How can the person stepping into this role help?
  3. What kinds of people really grow here?
  4. What are the long and short term goals of the department?

Remember, getting this invitation is a huge deal. You’re a stellar pro, and you have a lot to be proud of. Good luck!

 

Glassdoor.com | |

#CareerAdvice : #JobSearch – What to Do if You Keep Hearing ‘No’ from Companies . Great REad!

When you’re on the job hunt and you get hit with “We’ll give you a call,” but the call never comes, it can become quite frustrating. Not getting any answer is sometimes more discouraging than getting a rejection. But in the job-seeking world, you will often find yourself receiving more negative answers, rather than positive ones.

The real reason behind it may be related more to the technology that supports the recruiting system, rather than to your overall job skills.

Recruiting software can often be a burden

The recruiting process has suffered many changes throughout the years, in the hopes of successfully implementing new tools that can help the HR department and streamline the entire process. And while some of these technologies have turned out to be quite helpful, such as job platforms that connect employers and job seekers, others are a constant pain for both recruiters and applicants.

Online job application questionnaires are often stiff and redundant and do not help any of the parties involved. For example, there is no real need to elaborate on your tasks and duties at your previous job, if you have already mentioned you have worked as a school teacher. Any recruiter should be able to tell what your tasks were if you taught English for high school students, but despite that, most applicant tracking systems (ATS) require an answer that is already obvious. Instead, they should be focusing more on your accomplishments and skills, in order to successfully determine the real difference between qualified and underqualified applicants.

“The recruiting process has been dehumanized and automated in a way that has become inefficient. We focus more on intimidating and discouraging candidates by using inefficient technologies and making them go through pages of questions that are not always relevant in the hiring process,” says Angela Ross, HR Manager at Flash Essay.

Take advantage of tools designed to help job seekers

What most ATS do is they screen resumes based on certain keywords that match the job description. If your resume does not include those exact same keywords, your application will most definitely not reach the hands of a recruiter. Fortunately, technology can also be used in your advantage this time, as there are multiple websites that specialize in writing resumes or intent letters, to fit the criteria of an ATS. Those tools are specially designed with recruiting technology in mind to help employees get their resumes through the screening process and on the interviewer’s desk.

“Applicant tracking systems follow a strict pattern and some resumes, although filled with relevant information, do not pass the system,” says Amy Jones, Employment Specialist at WriteLoad“Keep your resume as simple and concise as possible and include information from the job description. Avoid unnecessary information that may not be ATS-friendly.”

Spelling mistakes can be the end of your resume, as the system can’t go past them and will not understand that you meant to write “time-management” instead of “time-management”. So, make sure you perform multiple spell-checks before submitting your application. If you want to be 100% sure you don’t have any mistakes, run your resume through a spell checker after you have finished it, to avoid all possible mistakes.

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

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Don’t let rejection take a toll on you

Sometimes, the fear of getting rejected can make you lose focus before even getting to the interview. While sending resumes out to every single job offer you may have heard of is not the best way to approach the situation, neither is giving up and laying in bed all day, hoping to hear from that company you sent your resume to three months ago. You have to make sure you keep your focus and only apply to positions that are suited for you. Otherwise, you might find yourself getting a job that does not bring you any kind of fulfillment. Make a primary goal of your job-hunting process to only apply to positions that truly interest you and fit your skills.

Another mistake that most candidates make after a few rejections is to start overanalyzing the entire process. While recognizing your mistakes and correcting them is part of growing up, constantly going over certain situations and focusing on what went wrong can only work in your detriment. Remind yourself that this is part of the process, learn from it and move on to the next one.

“Try reaching out to the hiring manager and ask how you can improve. You may get the exact answers you were looking for,” said Daniel Bennet, Hiring Manager at EssaySupply“For example, if you applied for a sales position, you might be able to learn that, although your skills were perfect for the job, you might have come out as shy, which is not a good thing for a salesperson.”

Expand your job search

While nobody says you should go looking for an accountant position if you have 7 years of experience as a VP of Marketing, looking for other jobs in the same filed, such as Marketing Officer, or Marketing Manager. You might even want to consider going for a lower position at first and, with your skills, get promoted in no time. There is no point in narrowing your search, just because the job title does not include the word “manager”. Apply, go to the interview and discuss more with the recruiter when you get there. You have no reason to turn down a job that fits your salary expectations, is close to your home and offers an enjoyable working environment just because it does not have a certain title on the door.

Landing a job is not always an easy task and the process can sometimes take out the worst of you. What is important is to analyze the situation, understand that is not always your fault for not getting that callback and focus on moving forward, rather than getting stuck on the last negative response you got.

 

GlassDoor.com |  

#Leadership : #CommunicationSkills – Dealing With A Difficult Conversation. A Great Read for All!

Difficult conversations are just that — difficult. The prospect of a tough conversation can fill anyone with dread and anxiety. Everyone has probably had this feeling, and everyone probably dreads it.

But you don’t need to. We’ve found through our research that this dread, in many cases, points to a natural aversion to conflict, as well as to a fundamental desire to be well-liked and understood. No matter the reasons, however, there are some simple ways to alleviate your anxieties before a tough conversation.

The next time you face a sensitive talk, whether at work with a boss or client or at home with a loved one, you can follow a three-step process to navigate it with ease: prepare, script and role-play.

 

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Get The Basic Principles Down First

Many people hate being wrong. We hate being at fault or blamed. Whether this comes from pride or anxiety, it’s critical to look at your own behaviors and attitudes as you prepare for a difficult conversation. As you do this, remind yourself that the other person likely has similar feelings and attitudes. In the end, it’s not about who’s right — it’s about coming to an understanding.

Prepare for the conversation as you would for a pitch, client presentation or any other major moment — by owning as much as you can about yourself. Remember: prepare, script and role-play:

• Assess in your mind. Empathize with your counterpart, and try to imagine the scenario from multiple perspectives. How might their view differ from yours? How would a neutral party hear both sides? As you build empathy, try to focus on positive thoughts so you can put yourself into a constructive mindset to approach the conversation.

• Visualize the interaction. You’ve thought about both sides, so how might the conversation play out? Where might it turn negative, and how do you see yourself responding when you hear something you don’t like? At this stage, your preparation is a choice, so explore as many ups and downs as you can. This can help reduce potential surprises in the discussion.

• Practice each scenario. You’ve established a framework of possible directions and conversations; now practice them. Put them down on paper, grab a colleague or a friend and see whether they’d be willing to role-play the scenarios with you. It may sound silly, but the more familiar you are with your game plan, the more seamless your execution will be when it’s game time.

Apply The Principles To Real-World Scenarios

Let’s put this theory into practice. Imagine a client of three years has just emailed you expressing grave concerns about your working relationship. They ask for a meeting to discuss the future of your work together.

This type of situation happens, and it’s easy to let it spiral in your mind. Applying the three-step process to prepare, script and role-play may allow you to navigate the conversation and at least save the relationship, if not the contract itself.

• Focus on what you can control. As you assess everything in your mind, try to find that place of empathy to understand why you might be receiving this email. Maybe you already know, or maybe you’re caught off guard. Let yourself feel the negative emotions, and then dissect the situation as objectively as possible. Taking the time to explore the different angles can help break down the defensive position you might have taken. In short, it can help you come quickly to a constructive place and approach the conversation as a partner.

• Start scripting. Once you’ve thought through the different angles, start letting scenarios play out in your mind. Maybe you’ve set a meeting time, date and location. Put yourself in that room, and begin to imagine different paths the discussion could take. Imagine the questions and statements and the attitude or tone behind them, and write it all down. This can let you conceive positive responses in advance, so you can keep as much on the table as possible when the meeting finally comes.

• Role-play. Find a co-worker, a friend or someone you to trust to practice how the conversation may go. Study your notes and the scripted scenarios you’ve created, and practice until you feel confident and comfortable in your approach and the directions the conversation can take.

Of course, almost no conversation goes as scripted. The goal of this preparation is to help you come to a constructive place of understanding in advance of your meeting and anticipate as many scenarios as possible so you can avoid being caught off guard. The more you can maintain a fair balance of yourself, the better your odds of salvaging anything at all or, in some cases, turning the dreaded conversation into a truly productive, positive outcome for all parties.

Remember This

Take a deep breath. Think about the impact this conversation may have on your life in five years. Then put yourself in their shoes and do the same. You may quickly realize that the conversation probably doesn’t have the ability to ruin your life or in fact change much at all.

Now you’re ready. Communicate bravely. You’ve done the necessary preparation, and now it’s time to trust the different scenarios you’ve practiced and maintain your positive mindset throughout. Remember that difficult conversations have better results for those who remain positive and confident throughout.

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
Andres LaresAndres LaresForbes Councils
Forbes.com | June 12, 2019

#CareerAdvice : #ProductivePeople – The Best Morning Routine Hacks Proven to Boost #Productivity .

Developing the perfect morning routine that maximizes your lifestyle and predilections — while squeezing the most productivity out of your days — is a trial-and-error process. You have to know yourself in order to customize the best morning routine, and one size doesn’t fit all. For example: Do you need coffee to even get into the shower? If the answer is a resounding “yes,” consider building it into your routine by preparing your coffee maker the night before. That way, you can wake up and immediately hit the “on” switch.

The good news is that some morning “best practices” have been shown to help successful business moguls and entrepreneurs make the most of their time and energy. Take a look to see which morning routine hacks you can build into your ritual to help you ramp up productivity and reach your goals.

Wake Up Early

Not all wildly successful people are early risers, but it seems a majority of them are. Richard Branson has said, “No matter where I am in the world, I try to routinely wake up at around 5 a.m. By rising early, I’m able to do some exercise and spend time with my family, which puts me in a great mind frame before getting down to business.”

Branson is joined by other celebrated early risers, such as Apple CEO Tim Cook (4 a.m.), Twitter CEO Jack Dorsey (5 a.m.) and Starbucks executive chairman Howard Schultz (4:30 a.m.).

Research suggests many successful people wake up well before the work day begins. By doing the same, you can make time to exercise, walk your dog, meditate, spend time with family and get a jump on the day before you get worn down by your duties.

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Start your morning the evening before.

It’s not until the end of one work day that you clearly understand what needs to get done the next work day. So before you log off, make a list of what you’d like to accomplish the following day, like entrepreneur and Shark Tank investor Kevin O’Leary does.

He has said, “Before I go to sleep, I write down three things that I have to get done the next morning before I take a call, write a text or an email or talk to anyone else except my family. And they can be random things, like ‘Call your daughter at school and ask about whether she’s done this or that’ or ‘Close a deal.’ What I found was once you get those three things done, the rest of your day becomes amazingly productive.”

Do the hardest thing on your to-do list first.

Author Mark Twain is cited to have said, “Eat a live frog first thing in the morning and nothing worse will happen to you the rest of the day.” The adage suggests completing your most difficult task first, and these words were embraced and demonstrated by overachievers for generations after.

Gina Trapani, founding editor of Lifehacker.com, gave her take on why: “First thing in the morning your mind is clear, the office is quiet, and you haven’t gotten pulled into six different directions — yet. It’s your one opportunity to prioritize the thing that matters to you most, before your phone starts ringing and email inbox starts dinging. By knocking out something important on your to-do list before anything else, you get both momentum and a sense of accomplishment before 10 a.m.”

Tackle the hardest thing while you still have a significant reserve of mental and physical energy.

Drink cold water.

After you wake up, hydrate; you’ve just gone for a long stretch of time without drinking any water. Water perks you up and gets your muscles and organs working, said Rania Batayneh, nutritionist and author of The One One One Diet. “One of the biggest indicators of lethargy or low energy is that you are dehydrated.”

That’s why power players like Arianna Huffington, founder of both The Huffington Post and Thrive Global, and Kat Cole, president of FOCUS Brands (parent company of Auntie Anne’s, Carvel and Cinnabon), start their mornings with a tall glass of water.

Put your phone out of arm’s reach.

2016 study from CareerBuilder suggests cell phones and texting are the biggest productivity killers at work. Constantly checking your smartphone can seriously impede your ability to focus and finish tasks, so it’s a good idea to limit your access by banishing it to a drawer except for designated times. You can also consider turning your phone off completely and turning it back on during lunch hour.

Turn on the light.

Having trouble getting out of bed? Turn on multiple lights.

Whether it’s natural or artificial, light is significant because it tells the brain that the day has begun and sends signals to the body to stop producing melatonin, the hormone that helps regular sleep, said Dr. W. Christopher Winter, medical director for the Martha Jefferson Hospital Sleep Medicine Center in Charlottesville, Va.

“If it’s dark when you want to wake up — say, 5 a.m., for example — you can fool your brain into thinking the sun is up by using bright indoor lights,” Winter said.

Exercise first thing in the morning.

Richard Branson, Sheryl Sandberg and Mark Zuckerberg all prioritize fitness upon waking. Exercise helps boost their energy, motivation, productivity and physical and mental stamina.

Branson is a dedicated runner and cyclist, and he credits exercise for his ongoing productivity. “I definitely can achieve twice as much by keeping fit,” Branson said. “It keeps the brain functioning well.”

Science suggests a correlation between mental sharpness, memory and exercise. According to Harvard Medical School’s journal, working out causes your brain to secrete a chemical called neurotrophic factor, which boosts brain function.

Eat a healthy breakfast.

Tony Robbins and Oprah Winfrey both opt for healthy, high-protein breakfasts to increase focus and productivity throughout the day. Lifestyle expert and registered dietician Lisa De Fazio explained that your first meal of the day should be a balance of high-fiber carbohydrates and lean protein. The former helps regulate blood sugar levels, while the latter can help you feel full for longer.

While Robbins opts for a high-protein breakfast and has been reported to favor unusual options like fish and salad or quinoa and hummus, Winfrey is a fruit enthusiast and typically enjoys berries and passion fruit alongside multigrain toast.

Meditate.

Many moguls meditate first thing in the morning. They’re not alone in this practice, and studies show that daily meditation can help reduce stress and anxiety.

Meditation provides the mind with a daily single-task workout so you can remain focused on completing one thing at a time, instead of being mentally pulled in multiple directions. It can improve your productivity by supporting your ability to stay present.

 

GlassDoor.com | |

#CareerAdvice : #InterviewQuestions – Best Answer To The #InterviewQuestion ‘Why Should I Hire You?’ … Must REad!

In today’s fast-paced world, you need a quick, concise, well-thought-out answer to capture the employer’s interest and make them decide to hire you.

The formula: creating your strategy

Examine your previous experience. Write out the major responsibilities for each job you’ve held. Note any special accomplishments. Zero in on your important work strengths—those abilities where you excel and are most productive.

Then, check with your contacts and use your network to get as much background as possible about the employer, the company, and the position’s needs. Check the hiring manager’s LinkedIn profile. Go to Glassdoor.com and read reviews of the organization. Many times, your contacts and research will point out the very aspects that must make up your 5 top selling points which I call, the 5 Point Agenda. Other times, there will be little information available and you will need to guess based on your general knowledge about performing the job.

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

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After reviewing the position’s needs, determine which of your abilities and which aspects of your experience will be most important to the employer. Then create your 5 Point Agenda, selecting each point to build a solid picture emphasizing how you can do the best job. This is an important step as the 5 Point Agenda is the basis for creating your 60 Second Sell.

Before every job interview, you will customize your 5 Point Agenda to reflect the responsibilities of the job as well as the company’s goals and objectives. These five points are your basic building blocks to answer the interviewer’s questions. You’ll want to emphasize each of these points whenever the opportunity presents itself. The message the employer will hear is that you have the ability to perform and do well in the job—and it will give your prospective boss confidence in hiring you. On top of that, they likely will remember these aspects about you.

Here is the sample that Susan, 58, created about her role as a Human Resources Director. The company wanted to find a progressive HR partner to lead its organization. They needed a strategic leader. The client had heard about the position from a friend at an HR conference and wanted to go after the job. Her 5 Point Agenda needed to stress her achievements.

Example:

Human Resources Director

  • Point 1: Award-winning human resources leader.
  • Point 2: Providing strategic direction for the organization that was recently named a national best places-to-work company.
  • Point 3: Strong entrepreneurial drive was responsible for delivering new programs, HR systems, and major policy enhancements.
  • Point 4: A strategic and operational business partner working closely with top executives.
  • Point 5: Exceeds goals and expectations.

Your Verbal Business Card

The 60 Second Sell is a tool that helps you target your skills to meet the employer’s needs. It allows you to summarize your most marketable strengths in a brief and concise manner. Successful job hunters have found that the 60 Second Sell is the most influential tool they used during the interview process. They praised the tool for several reasons:

  • It was effective in capturing the employer’s attention.
  • It provided excellent, concise answers to tricky questions.
  • It was very easy to use.
  • It was a great way to end an interview.

The 60 Second Sell is a 60-second statement that you customize for each interview and that summarizes and links together your 5 Point Agenda. You will want to put the points of your 5 Point Agenda into an order that allows you to present them in the most logical and effective manner. When you link the ideas into sentences, they should be spoken in 60 seconds or less. Once memorized, this statement will be easy for you to recall and use during the interview.

Answering that tough question

Your 60 Second Sell is the perfect answer: Why should I hire you? This question is asking you to convince the employer to hire you. The 60 Second Sell is effective because it demonstrates your strengths and illustrates how you will fill the employer’s needs. That is the key to its success, and yours.

60 Second Sell Example

To clearly understand how your 5 Point Agenda is linked and becomes your 60 Second Sell, let’s continue with our earlier example; here is how we took Susan’s  5 Point Agenda and linked the points together to summarize them and create her 60 Second Sell.

Human Resources Director

“I’ve been an award-winning human resources leader with fif­teen years of experience providing strategic direction. I’m proud to share that my current employer was recently named a national best-places-to-work company. I am a global thinker who contributed to the company’s success as a strategic and operational business partner, and we have cut attrition by 60%. I display a strong entrepreneurial drive at work. I have been responsible for delivering new programs, HR systems, and ma­jor policy enhancements. My CEO has repeatedly recognized me for my innovative leadership that often exceeds goals and expectations.”

This encapsulates exactly why the employer should hire her. She has outlined her very best skills, experience and abilities. And it worked – Susan landed her dream job amongst steep competition. By following this formula, you’ll be able to sell yourself effectively too.

Author: Robin Ryan is a Career Counselor and the bestselling author of 60 Seconds & You’re Hired and Retirement Reinvention.  Her website is http://robinryan.com/

 

Explore Robin’s Book:  60 Seconds & You’re Hired 

The 60 Second Sell is your tool to achieve this. This 60-second calling card will summarize your skills, abilities and previous experience in a well-thought-out fashion that will immediately make the employer want to listen.

The 60 Second Sell is a proven shortcut to your success when asked the tough question, “Why should I hire you?” Client upon client has reported that using my 60 Second Sell approach was the best job search technique they’d ever used. It’s easy to create and easy to implement. Once you’ve learned this technique, your interviews will be greatly improved because you will be able to do the most important thing necessary to land a job—tell the employer exactly how you can perform his or her job.

 

Forbes.com | June 4, 2019 | Contributor

#CareerAdvice : #JobInterviewing – Here’s Your #JobInterview Preparation Checklist.

So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!

Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!

As soon as you hang up with the recruiter:

1. Study for your interview like it’s a final exam.

  • Find as much information as you can on the company or organization, and commit as much of it to memory as possible.
  • If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.

2. Generate a list of potential interview questions (and their answers!) beforehand.

  • Base your list of questions on both what you expect them to ask and the real life experience of others
  • Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
  • Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.

36 hours before the interview:

3. Write out answers to every question you anticipate, and practice delivering them out loud.

  • Even if you don’t remember your responses word for word, you can fall back on certain key points and phrases.
  • Write your own list of questions for the interviewer, and be prepared to ask them when the time arises.
  • Make sure your questions are nuanced and well-researched. Never ask for any information that can be simply found online.

4. Compare your skills and experience to the job description.

  • For each component of the job description, brainstorm your relevant skills and experiences, and think critically about how you want to present them.
  • If there’s a preferred skill or experience you do not have, be able to demonstrate you’ll be competent without it.

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

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12-24 hours before the interview:

5. Be rested and healthy for the big day.

  • Before getting good night’s sleep, try to imagine yourself acing the interview.
  • Eat wholesome, healthy meals for the days preceding the interview.
  • If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.

3-6 hours before the interview:

6. Dress for success

  • Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
  • If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
  • Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.

7. Empower yourself

  • Practice a firm handshake, strong posture, and attentive body language in advance.
  • Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
  • Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?

8. Don’t leave any unnecessary unknowns.

  • Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.

During the interview:

9. Keep an interview journal

  • During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.

6-12 hours after the interview:

10. Follow up.

  • Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.
  • And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.

 

 

GlassDoor.com | |

#CareerAdvice : #JobSearch – Recent Grad? Here’s How to Tackle Your First Month of #JobSearching . Bonus: 25 Highest Paying #EntryLevelJobs .

Making the transition from academia to professional life is a milestone that our four-year undergraduate degrees often don’t prepare us for!

If you’re getting ready to make the jump from backpack to briefcase, here is a week by week plan to help prepare you for your first month of job searching.

Week 1: Self-Reflection

Before diving into your job search and applications, it’s time to start reflecting about what you want your first career move to be. Until this point, it’s likely that your choices and variability have been limited, as academic curriculums can be restricted to your core courses and electives. This is a unique time to explore your life, network, and take the time to learn about yourself and your interests.

To do this, ask yourself the following questions:

In the last few years, what courses, projects, internships, or part-time jobs have “sparked joy”?

In the last few years, which of those same elements have I strongly disliked?

If time, money, and resources were not a barrier, what would I want to pursue?

What professionals, professors, or classmates inspire me? If I could emulate anything about them, what would it be?

Once you have those elements figured out, you can research which jobs exist that would create alignment between your work and your areas of interest. Start by listing out 10 jobs that might include key ingredients that excite you.

Building your career roadmap and vision early on will provide a guiding light as you transition from school to work.

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

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Week 2: Informational Interviews

Once you’ve started exploring and have that list of 10 jobs, seeking out informational interviews will help you develop a better picture of what your desired profession could look like in real time.

If you want to reach beyond your network of professors, friends, family and classmates for informational interviews (which you should!), head to LinkedIn and get networking!

Speaking to people about their careers, and learning about how they got from A to Z will help you build your own roadmap, and expand your professional network. It will also give you a realistic idea of how to emulate certain careers or accomplishments.

If you find yourself getting excited about someone’s job or achievement, it might be because their values and interests align with those of your own. Listen to that inner voice when it’s excited as you start searching for your first job.

While going through this process, you should keep track of all the conversations you have. Mark down who you’ve spoken to, what the interaction was, and what the outcome was. This helps build meaningful relationships early on, fine tune your messaging, and serves as a  journal for self-reflection.

You might find that many people are too busy to take your calls. This is to be expected, so challenge yourself to reach out to at least two to three new people a day, and make sure to follow up.  

Week 3: Look Towards Your Own Network

Now that you’ve explored yourself, spoken to some professionals, and have some guidance about where you want to go, start going through your internal network.

Open up a new spreadsheet and build out a company list of 20 places you would want to work. Once you have that list, start talking to your friends, families, colleagues, alumni, professors, and anyone you’ve spoken to in step one and two, to see if you know anyone working in any of those organizations. See if any of your contacts, or any of your contact’s contacts know anyone that can put you in touch with the right people.

Get your name out there and tell your network you’re looking for a job! If people don’t know you’re looking, and don’t know what you’re looking for, they won’t know to refer you. Everyone has been where you’re starting out, and most people will be willing to help you land that first gig.

Week 4: Head to the Job Boards

Once you’ve moved through your network, it’s time to hit the Glassdoor’s job search.

Rather than sitting home hitting refresh on the job boards every five minutes, give yourself a schedule, and a routine that will help you build good habits and avoid any toxic behaviors. For example, you can say, “After 2:00 pm, I’m not applying for jobs anymore and instead I am going to spend the afternoon improving my French speaking skills”. Also, you should set up a Job Alert for the term or terms that may be contained in your ideal job. For example, if you’re on the hunt for a writing job, set up job alerts for the words “writer,” “editor,” “content,” “content creator.”

At this stage of your career, the focus should be to find a job that will give you skills, and experience to help you build your foundations. While you shouldn’t be too picky early on (ex: rejecting a good job because it’s not your dream job), you should try and only apply for jobs that you feel will help move you in the right direction professionally.

Give yourself benchmarks, and reward yourself along the way. For example, you might say, “if I get 5 really good applications done in the next 2 days, I’ll take myself for a pedicure”. Celebrate yourself!

While academia provides a linear framework for you to work within, you’ll have to get used to the ambiguity and uncertainty that exists when job searching and building your career. Finding the right job will not happen overnight, so keep calm, and remember your career will be a journey, and not a final destination!

This article was inspired by my session in the SOS Summit for Job Seekers

Author: Stacy Pollack is a professional development specialist who helps teams and leaders grow and build new skills. She is passionate about creating opportunities for people to advance in their career while improving the development of organizations. She loves sharing insights on human resources, career building, and networking for success. Stacy also holds an MA in Educational Technology. Connect with her on LinkedIn, Twitter, or at www.stacypollack.com.

 

GlassDoor.com | June 3, 2019

 

#Leadership : #Negotiating  -These are 4 Key Signs Someone isn’t Trustworthy. Must REad!

Between the various privacy scandalssexual misconduct probes, and CEOs charged with buying college admissions for their kids, trust in the business world feels like it’s at an all-time low.

But it turns out the picture is more complicated than that. While faith in big business, media, and government is under siege, more people than ever are turning to their employers for guidance and support. Globally, 75% of people trust their employer to do what’s right, according to Edelman’s 2019 Trust Barometer report. In uncertain times, we’re leaning on some of the people closest to us–notably, our bosses and colleagues–for confidence and direction.

I get this. I’ve always felt that my professional network is far more than just a collection of business contacts. In my career as a headhunter and now as an investor, I’ve learned that relationships built around mutual trust are the only ones worth pursuing, professionally and personally.

The challenge is that in the heat of the moment, understanding the intentions and motivations of colleagues can be hard. When you’re dealing with competitive industries, shifting markets, and pressure for instant results, who can you really trust?

In conducting thousands of interviews with top leaders and working with more than 100 companies as an investor, I’ve noticed a few signs that tell me I should maybe think twice about trusting someone to make the right call in the moment.

No one’s perfect of course–myself included. But whether you’re investing in entrepreneurs, hiring leaders, or even deciding where to work, here are a few critical and not-so-obvious “tells” that I’ve encountered.

THEY PREPARE YOU FOR THE UPS, BUT NOT THE DOWNS

Acting ethically isn’t about being nice or being liked. It’s about transparency. That means being honest about the potential for losses as well as gains. Hiding hard news from employees or stakeholders is rarely a sign of solid leadership.

This goes double in times of crisis. A classic example of this good kind of transparency comes from former Starbucks CEO Howard Shultz, who opened up to employees about company mistakes in 2008 after tearfully laying off 12,000 workers at the height of the recession.

I’ve been guilty of the opposite. A couple years ago, I invested in a company that was in the process of being acquired and encouraged colleagues to do the same. But the buyer changed the terms at the 11th hour–and we were left holding the bag. Rather than share that news openly, I tried to save face by paying the others out of my personal finances. But by not telling the whole story, I set off alarm bells for a couple of investors–and in the process, I lost a good friend.

 

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

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THEY’RE LONE WOLVES

A serial entrepreneur might be a pro at pulling off seven-figure exits, but if they’re not talking to a single person who helped them get there after the fact, that’s a serious red flag. If you’re willing to burn people to make a buck, I’m willing to bet you’ll also cut corners along the way.

Just look at disgraced entrepreneur Billy McFarland. Long before he bilked customers, vendors, and investors out of millions with his disastrous Fyre Festival–and landed in prison on fraud conviction–McFarland had already racked up some serious bad will among previous customers and associates. A little research would have shown that his entourage of musicians and Instagram influencers were relatively recent acquisitions intended to build hype.

Most examples aren’t nearly as public (or as poetic) as this, but doing due diligence to see if a potential hire, partner, or boss has had relationships that have lasted from one project to the next can tell you plenty about whether they operate with integrity–or not.

THEY DON’T INCENTIVIZE HONESTY

Right now, hiring a “chief ethics officer” seems like the latest corporate trend to build public trust. But to me, it’s not enough to put a sole individual in charge of ethics and hope for the best. Instead, it has to permeate the whole organization. And it should start with the compensation model.

Companies that are largely performance- or commission-based often enable a win-at-all-costs culture, where people are inadvertently rewarded for dubious actions. From Enron to disgraced pharma CEO Martin Shkreli to Theranos, we’ve seen where this leads.

A better approach is to tie compensation to integrity as well as performance. I’ve seen some companies even put in bonus models contingent on 360-degree reviews by colleagues and peers, ensuring that interpersonal conduct matters just as much as meeting financial goals.

THEY DON’T IMMEDIATELY COURSE-CORRECT

No matter how much you try, mistakes happen. I have made many and I know I’ll make more. It’s how you address them that matters. Ethical actors own up to missteps immediately and take the necessary steps to fix the situation, like firing bad apples, apologizing to shareholders, and making systemic changes to avoid repeats. This isn’t just about giving second chances. It’s about establishing a consistent pattern of responsibility for rectifying oversights and dealing with unexpected issues.

JetBlue and its founder David Neeleman stand out in this respect. After stranding a thousand planes in a notorious reservation and logistics screw-up that turned passengers into angry captives, Neeleman promptly took to YouTube to express a very sincere apology and–just as importantly–announce the creation of JetBlue Airways Customer Bill of Rights. Neeleman was subsequently replaced as CEO by his own board but, tellingly, he has since gone on to start new successful airlines around the world. And the cultural foundation he laid at JetBlue endures–the airline is consistently ranked among the top five in the United States.

Acting ethically doesn’t mean never making mistakes; it’s about addressing them openly and promptly.

Whether it’s mass staff walkouts, bad press, or even criminal charges, the repercussions of doing business with bad actors can have real and lasting consequences. Ultimately, the key to knowing who to trust lies in distinguishing between colleagues who are purely transactional versus those invested in building long-term relationships. In challenging times, your professional network can and should be a source of trust when you need it most.


Author: Manny Padda (@mannypadda) is the founder and chief people connector at New Avenue Capital.

 

FastCompany.com | June 5, 2019

#Leadership : #Managing – The 3 Magic Questions Leaders Should Ask When #Delegating .

Too often leaders conclude their task assignment/delegation process with the most useless question on the planet , “Now, do you understand?” or the equally impotent “Any questions?” The simple truth is that both questions feel rhetorical and don’t tend to elicit any authentic feedback on the recipient’s true level of understanding or comfort with the task they’ve just been assigned.

In fact, these completely ineffective, reflexive type statements do just the opposite – they tend to create the appearance of clarity, consensus, and understanding when the employee may indeed be internally struggling with questions or concerns or worse yet may be stuck in the land of unconscious incompetence where they don’t know what they don’t know.

This false sense of security can bring grave consequences indeed. While the leader moves on mentally to another task or project completely unaware that the task they’ve just assigned is flailing at best, the employee might be riddled with anxiety, spinning their wheels doing the wrong work, or worse yet, letting the task fall through the cracks completely.

The truth is that delegation only works when both parties have a common understanding of the expected deliverable, timeframe, and scope. Without that common understanding, the “delegation conversation” can become nothing more than a massive waste of time creating an illusion of progress.

As a strategy consultant years ago, we realized the hard way that our projects couldn’t afford the significant cost associated with ineffective delegation. To minimize that risk we began using these three “magic questions” of delegation.

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

Continue of article:

The 3 Magic Questions of Delegation

Question #1 – What is your understanding of the task?

What you say and what they hear are often two different things, so asking this question is key. When they repeat the task back in their own words, you get a sense of what they actually internalized. For example, if you’ve just asked a subordinate to develop some slides for an upcoming client presentation focused on your company’s new focus on research and development, you might say something like this….

”Ann, thanks so much for taking a stab at this. I know this is a new area for all of us and some of the back and forth emails can get confusing. Just to be sure I haven’t confused you, would you mind just summarizing your understanding of the task before we finish up?”

While it may seem like overkill to conduct this additional check, it’s interesting to note that many mission-critical jobs require these types of confirmations (e.g. pilots repeating back air traffic control issued coordinates for example). In life or death situations this quick check to ensure everyone is on the same page is well worth the additional time investment, and it’s a great best practice that many leaders should adopt.

Question #2 – What does the final product actually look like?

During my strategy consulting years, we incorporated this best practice after getting burned by delivering an extensive market research focused Powerpoint deck when we later found out that the client expected detailed financial analysis/projections instead….oops! Our team and the client’s team both kept throwing around the term “business plan”, but we hadn’t actually taken the time to break down what that deliverable would actually look like, and by the time we realized there was a disconnect, it was indeed too late.

For this question you want to ask the person doing the work to give you an early view, mock up, or example of what the final product will look like. To help move away from the vague labels and toward specificity, you might ask them to clarify issues like these:

  • What application will be used to produce the deliverable (e.g. PPT, Excel, Word, MS Project, etc.)?
  • How long will the deliverable be (paragraph, 1 page, 10 pages, etc.)?
  • What format will it include (prose, bullet points, table, chart, diagram, visuals, etc.)? If it’s a table, what will be the fields? Which axes will define the chart?

Remember that you can achieve this clarity a few different ways: asking them to describe the deliverable, asking them to produce a small sample, or asking them to share a previous similar deliverable from a different project. Yes, you can absolutely take this too far and inadvertently wander into micromanager boss territory so remember that the goal is not to pin down every detail at this stage but instead to get a general sense of what the output will actually look like so that when you see the final product you’re not blindsided.

Question #3 – What will be your first three next steps?

Most leaders know the dread of that feeling like they can’t sleep at night because they’re riddled with anxiety not knowing what is happening (or not happening) with that critical task they just delegated. They can’t help but wonder whether critical next steps are being attended to. They may be mentally overwhelmed with questions like… “Did Jessie remember to carve out time on the VP’s calendar to be sure she can attend the client presentation? Has someone really vetted the new vendor to be sure they’ll deliver on time?

Did someone make sure to reserve enough conference rooms for demos so we don’t end up scrambling at the last minute to find rooms to conduct key meetings?” While it’s important to recognize that delegation absolutely requires the ability to relinquish control, asking the simple question “What are the first three next steps you’ll be working on?” can help minimize that nagging anxiety.  This feedback reassures the leader that the project is on the right track or more importantly, provides a window for them to provide additional input or course correct if things aren’t moving in the right direction.

Admittedly, you’ll want to use your own discretion to determine when and with whom to use the three magic questions. It’s not a one size fits all best practice, and for some (tasks or staff) it might be unnecessary. While the questions might seem a bit didactic, the truth is that delegation only works when expectations are crystal clear.  These three simple questions can evoke that clarity that can mean the difference between a successful delegation and an unmitigated disaster.

Forbes.com | June 5, 2019