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#CareerAdvice : #JobInterview -#Recruiter -Approved Answers to “Where Do You See Yourself in 5 Years?” … Great Read!

February 27, 2019/in First Sun Blog/by First Sun Team

When I was job hunting and in the process of interviewing, one of the scariest questions I came across was this one — “So, Caroline, where do you see yourself in five years?”

At the time, I was a month out of graduation. I barely had an inkling of an idea what I wanted to do in six months, never mind five years.

I struggled to find the line between honesty, genuine confusion and fantasy.

I wondered if I should say, “I hope to be at your company, perhaps leading the marketing team!” to suggest my steadfast loyalty to the company for which I was interviewing.

Alternatively, perhaps I should let them know my biggest fantasy: “In five years, I hope to be traveling and writing a book.”

Sometimes, I simply settled for the truth: “In five years … huh. I have no idea.”

However, none of these responses are answers you’ll want to copy for yourself. Here, we’re going to explore what interviewers actually want to know when they ask you that question, and how you can answer it to demonstrate your value as a candidate.

Why Interviewers Want to Know “Where You See Yourself in Five Years”

When an interviewer asks you, “Where do you see yourself in five years?”, they want to know one thing: whether your goals align well with the potential career path of the role for which you’re applying.

Ultimately, they want to hire a candidate who they can hire and train for the long-haul. They’re asking this question to gauge whether you’ll likely want to stay with the company for a long time, and whether the company can fulfill some of your long-term needs.

You might be thinking — “Okay, but so what if I quit after a year or two? I still put in my hard work during that time.”

Unfortunately, it’s more expensive to replace an employee, and bring a new hire up-to-speed, than you might think. In fact, the average company loses anywhere between 1% and 2.5% of their total revenue on the time and effort it takes to train a new hire.

Additionally, companies don’t want high turnover rates, which can decrease team morale and productivity.

For instance, let’s say you’re applying for a customer service position but tell the interviewer, “In a few years, I’d like to get more involved in SEO and marketing analytics.”

This can be a great answer, if the company has a department for that.

But if the company outsources their SEO tasks, then the recruiter just learned you’ll likely become frustrated by the lack of opportunities internally, and leave the company within the next few years.

Of course, if this is the case, they’ll choose to hire a candidate whose long-term growth plan aligns well with the opportunities their company can offer.

Now that we’ve clarified that, let’s take a look at how you should answer, “Where do you see yourself in five years?”

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How to Answer, “Where do you see yourself in five years?”

To ensure accuracy, I spoke with internal HubSpot recruiters to find out what type of answer they deem most appropriate for this question.

Holly Peterson, a Senior Recruiter at HubSpot, told me, “A good answer to this question is an honest one. If you don’t know where you see yourself in five years, that’s okay, but you should have something prepared, to at least share your thoughts surrounding the question.”

Peterson further noted, “Responding ‘I have no idea’, isn’t ideal, but saying something like ‘I’m not sure the exact role I want to be in, but I want to continue on a growth trajectory in X field — whether that develops into a people management role, or functional expert, it’s hard to say at this point in time. Overall, I want to make sure no matter what position I’m in, I’m constantly seeking growth opportunities in and outside my role.’ That way, whether you have a concrete goal or not, you set yourself up as someone who has a growth mindset, i.e. you’re a continual learner. All employers want to hire this type of person.”

HubSpot Recruiter Rich Lapham also advises candidates to avoid making a statement if they can’t back it up. He told me, “Whatever your answer, think through the follow-up question, ‘Why?’. When candidates can’t articulate their why, it often feels as though they aren’t presenting their authentic self, and to me, that’s a red flag. For instance, if I ask a candidate and they respond with ‘I want to be a manager’ and I ask ‘Why?’, you can usually tell the difference between people who are really interested in management versus people who say it because they think it is the right thing to say.”

Additionally, Olivia Chin, a Technology Recruiter at HubSpot, said, “I like to hear tangible, measurable answers that show candidates have done their research and also have personal drive, i.e. ‘I noticed a lot of Tech Leads at HubSpot started as Software Engineers. I am interested in people management and it’d be great to develop those skills on the job.’”

Chin, who recruits for both entry-level and senior positions, also mentioned, “I always appreciate honesty. If a candidate doesn’t have a set plan or timeline, a good answer might be, ‘As a junior-level candidate, I want to learn as much as I can, and in a year or two I’ll have a better idea of what I want next’.”

Finally, Glory Montes, a HubSpot Associate Campus Recruiter, told me, “Before answering this question, think about the size and culture of the company you’re interviewing for. Are they a fast-paced startup? If so, make sure your answer aims high! If they are slower-paced, make sure you are staying realistic about what kind of progress you can make in that organization. Also, the focus doesn’t always have to be on job titles. You can also focus on hard or soft skills you want to develop, relationships you want to make or even personal goals to give the recruiter a better idea of your priorities.”

Sample Answers to “Where do you see yourself in five years?”

1. “As a social media manager, I’d like to focus short-term on developing my skill set to become incredibly proficient on the job. Then, in five years’ time, I’d like to have become adept at design and know how to use programs like Photoshop — ideally, I’d take online or evening courses to help with this. I have an interest in video marketing, and I think there’s a compelling alignment between social media and video, and it could be interesting to figure out how to intersect those passions long-term to help grow your social media audience.”

2. “In five years, I’d like to have completed your leadership training course. I read about it on your website and think it’s a phenomenal program. Once I’ve completed that course, I’d like to develop my skill set to eventually become a project manager for my team.”

3. “My goal is to find a company where I can grow my career and develop new professional skills. In five years, I imagine I’d like to be in a leadership position — additionally, I’m interested in learning more about the content strategy side of the business. However, I find it most important to find a company that encourages continuous learning, as yours does.”

4. “Right now I’d like to continue to develop my writing skills, which is why I’m excited about the opportunity to be a blogger at your company. In five years, I would be delighted to see this role turn into a bit more of an editorial position, where I also help edit other writers’ work, and offer ideas for the editorial strategy of the team.”

5. “In five years I’d like to have developed a deep expertise of video strategy and how to use video to promote brands, which is why I’m excited about this position. I know my role will require me to become a master at video, which aligns well with my long-term goals. Additionally, in a few years, I could see myself enjoying the project management aspect of video strategy, as well.”

GlassDoor.com | February 27, 2019 | Posted by Caroline Forsey, HubSpot

#CareerAdvice : #PregnantJobSearch – Here’s What Happened When I Interviewed for a New Job while Heavily Pregnant. Great Read!

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

I don’t know how else to start this story except with the punchline: I started interviewing for a senior position at an ad agency while six and a half months pregnant.

I got a job offer at eight months and received a formal contract two weeks after giving birth to my second daughter. I didn’t start my new, big, full-time gig until I’d enjoyed five months off with my delicious baby girl.

I do not share this to boast. I share it because every woman who’s found this out has looked at me, wide-eyed, asked to hear every detail, and then implored me to tell every woman I know.

Because it’s a sadly uncommon tale, right?

Our societal norm looks more like this: a professional woman finds out she’s pregnant and stays in her current position whether she likes it or not. She stays because of maternity leave and health care. Because she fears rejection. Because she feels ill and exhausted and can’t deal.

For many reasons, women’s professional mobility can be largely limited during pregnancy. Pregnancy alone is 10 months, and combine that with any amount of time trying to get pregnant plus the postpartum period, and suddenly two years go by. Given that the average 25 to 34-year-old female stays with a job for only 2.8 years, this period of time with limited job movement is significant. And that’s just for one child.

I did not consciously decide to fight against this current. What initially happened to me was in line with the standard tale. I found myself at three months pregnant ready to make a professional move but realized my timing was lousy. Impossible even. I’d loved my latest experience and coworkers, but felt I’d grown as much as I could within my role and the company at large. I was ready to start looking for my next challenge. But job searching takes time, and I’d be lucky to find an opportunity by the time I was six months pregnant, and who would hire me then?

Like many pregnant women, I internally shrugged my shoulders and accepted my fate. I would stay put, I told myself. Use this time to figure out my next move, take my maternity leave, and start interviewing when I became hirable again (i.e. after the baby was born).

But impatience nagged at me. I started responding to recruiter messages, just out of curiosity. Or so I told myself. These calls often went well, but when I eventually shared that I was pregnant–because I’m honest like that–the script cut to a quick and common finale. “Oh, congrats! You’re like the third woman I’ve spoken with this month who’s pregnant. There must be something in the air. Okay, let’s talk after the baby is born.”

These recruiters were other women. And I wasn’t even offended at the time. All it did was reinforce my own assumption that I was indeed stuck for now. I once again shrugged my shoulders and told myself that it was all for the best. It’d force me to relax, take my time and make a really thoughtful decision about my next move.

As part of this exploration, I reached out to past colleagues I’d always liked and admired, and asked them to reconnect over coffee. After one such meeting, with a man I used to work with but hadn’t connected with in over a decade, I became particularly interested and excited. He was now president of Heat, an ad agency, and I found myself thinking the agency was potentially the fit I’d been looking for. I could tell he was interested in my experience as well. We parted ways by agreeing to reconnect after the baby was born when I was ready to make a move.

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In all fairness to him, I had learned to open any and all networking coffees by pointing to the obvious baby bump in my belly and clarifying that I was just using this time to explore my next step. Of course, I wasn’t looking to make a move right now. I certainly contributed to setting my own limitations, but no one I met with encouraged me to consider otherwise.

After this fruitful networking coffee, I came home and excitedly told my husband about it. But I soon found myself expressing disappointment that I couldn’t just jump at the opportunity now. I tried to shrug my shoulders yet again, but my disappointment quickly shifted into annoyance. This sucks. My husband wouldn’t have to wait for months to pursue an opportunity because we’re having a baby. Why should I?

It’s at this moment my story takes an uncommon turn.

Instead of quieting that voice, I decided to challenge the status quo for acceptable pregnant lady behavior. I did something the next day that everyone in my life thought was crazy, including me. I reached back out to the man I’d had coffee with to say, “I’m actually ready to talk seriously now if you are.”

This was a scary thing to do. It opened me up to being judged or rejected by someone whom I wanted to maintain a good rapport. Exhibiting professional ambition while also being thrilled to have a child on the way can be a really delicate tightrope for women to walk. Pregnancy is a giant visual reminder of the dichotomy between work and family, stamped across a woman’s body. I knew full well that I wasn’t as desirable as a candidate at that moment as I’d typically be. I was terrified to send that email.

The moment I pressed send, I knew I’d feel better about the outcome than if I’d just kept quiet, no matter what his response was. If he said, “Awesome, let’s have you meet some people,” I’d feel confident pursuing the opportunity completely as myself, baby and all. If he said, “Nah, we’re not interested in talking to you until this baby thing is over and done with,” I’d learn upfront they weren’t likely people I’d want to work with as a new mom anyway.

His response was immediate and positive. He set me up to interview with my current boss at Heat, with whom I had another interesting and exciting conversation. He then moved me forward to meet with more people, all of whom didn’t blink that I was pregnant. It was amazing.

This isn’t to say it was a breeze interviewing while six, seven, and eight months pregnant. I felt exposed and insecure in such a maternal state. My interview shtick had a look to it, and that absolutely did not include a giant basketball in my stomach or waddling into conference rooms. Pregnancy didn’t allow me to don my typical armor, one that most of us wear in some form or another.

Again though, what initially felt terrifyingly vulnerable took a positive turn. It was the first time I’d ever come from a place of, “Take me or leave me as I am,” in a professional setting. There was no hiding the fact that I’d come with some baggage. That I’d have other priorities outside of work. That they’d be hiring a mom of little ones and all the inconveniences that can bring.

It ended up being the most empowering experience of my professional life to date. Interviewing while pregnant challenged me to lower my guard and be fully myself from Day One. As a woman in advertising, I had learned to brand myself according to what’s appealing to my industry–as most women in most industries do. Motherhood is definitely not included in that picture. Not having had any working moms to look to as examples in my early career was part of what drove me away from the industry. Most of the ad-women I worked with left after having children because they too felt they didn’t have a place in it, for a multitude of reasons. If I was going to come back to an agency after years of applying my skills elsewhere, doing so while enormously pregnant seemed almost absurd. It forced me to put forward the very thing I was most insecure about in this field: my femininity.

Funny how life works sometimes.

At eight months pregnant, after a process that was nothing but positive, I received a formal job offer for a position I hadn’t dreamed of pursuing months prior.

What about maternity leave? Given my unique timing and the fact that I didn’t receive a contract and negotiate final details until after my baby was born, I couldn’t take advantage of my new employer’s maternity leave. Instead, I took the three and a half months of maternity leave I received from my former employer and the state of California.

My new employer initially hoped I’d start after three months off with the baby, but I told them I’d be a better employee if I could start after five months. They supported this request. And the six weeks of unpaid leave I was planning to take all along was essentially paid for with the salary increase I received.

I realize I was very fortunate. Not every woman has any maternity leave to begin with, nor is every new employer so inclined to be flexible with family leave time. However, I believe this is all the more reason for women to be their own best advocates during this time of life.

What about starting a new job with a new baby? I won’t lie: it wasn’t easy. It brought up a whole new set of vulnerabilities. I can see why some women choose to stick with something comfortable and known during that phase of life. Most of my new co-workers didn’t know I had a tiny baby and a four-year-old at home, and it’s not exactly something you bring up in early conversations. Because they also didn’t yet know me or my work, I worried about coming off as less sharp than I’d normally be.

Between having to pump twice a day, kids getting sick, me getting sick, and juggling the life logistics of a dual-working home in a big city with little children whom I insist upon seeing every morning and night when not traveling, I literally couldn’t give 100% of myself to the new gig. Nine months into the job, I still can’t. But again, this forced me to be true to myself and my life values more than I’d ever been at work before. I had to establish stronger boundaries around my time and was then able to learn that my work and reputation didn’t suffer by doing so.

I also felt an immediate sense of respect and loyalty to my new organization. It says a lot about an organization and its leadership when they extend a senior position to a woman at that late stage of pregnancy and then happily wait a half year for her to start. This illustrated a level of value for women and moms and was a great indication of Heat’s culture and values. Not surprisingly, this agency is the best organization I’ve ever worked for when it comes to caring for its employees and actively pursuing excellence in diversity and inclusion in the workplace.

For anyone inspired by my fortunate tale, I’ll end this story with a bit of advice as anyone who experiences good luck suddenly feels qualified to do.

Companies, consider the motivation, loyalty, and progress you can cultivate by pursuing women who are pregnant. Be open to working with them to get creative about maternity leave options, signing bonuses, access to health care or other workarounds. I know this is particularly challenging for small businesses or smaller teams, but hiring the right person is also valuable in the long run.

Recruiters, don’t assume pregnancy is a pause button for women or companies. You could be hurting both parties by doing so. If women say they aren’t interested in making a move because of pregnancy, politely ask if that’s actually true or if they’re just assuming the company won’t want them. Be a champion for your female clients during this phase of their lives.

Women, dare to actively pursue professional growth while pregnant. If you feel the pull to do so, that is. We can work to unstick ourselves. You never know what kinds of opportunities might arise, and how you might be able to make them fit within your pregnancy, maternity leave, and future family lives.

Author: At work, Jen Watts Welsh is a Group Strategy Director with Heat. At home, she is the head of strategy for two tiny girl bosses. At play, she avoids all things strategic and can be found in child’s pose or drinking strong coffee.

FastCompany.com | February 19, 2019

#CareerAdvice : #JobSearch -These 8 Mistakes on your #LinkedInProfile are Killing your Job Search…Must REad!

February 15, 2019/in First Sun Blog/by First Sun Team

The team at digital selling firm Vengreso was ready to hire an instructional designer. They found someone on LinkedIn who seemed perfect for the job, and he likely would have gotten an offer after a cursory interview. But there was just one problem, says co-founder and Chief Visibility Officer Viveka von Rosen: He had no contact information listed.

That was the “final straw” from an already weak profile, says von Rosen, author of LinkedIn Marketing: An Hour a Day. Sure, she could have messaged him through the platform, but they didn’t know how long it would take him to check for messages and the fact that his profile made it more difficult than necessary to contact him was a deal-breaker. The team moved on to look for someone else. “Update your contact information and consider including it in your summary, too,” she says. “Make it easy for them to find you.”

You may have built your LinkedIn profile and network over the course of years–or you may pay little attention to it at all. Either way, your profile may have red flags to recruiters or hiring managers, undermining your job search. But refreshing it doesn’t have to take long. In addition to keeping your contact information up-to-date, here are seven more red flags to keep in mind.

MISTAKE #1: A MISLEADING HEADLINE

The headline next to your photo is one of the most valuable pieces of LinkedIn real estate you have. Use it wisely, says executive recruiter and career advancement coach Suzanne O’Brien. If you have aspirations of moving up, don’t use your current title in your headline. Instead, opt for something that reflects the job you want without being misleading. “Try using something that encompasses your current role and where you want to go, along with your unique value,” she suggests. For example, “Leadership in Product Management with Mobile and Healthcare Expertise” or “Marketing Professional for High-Growth Companies.”

“For the company that’s looking for someone with that expertise, they’ll know right away that you’re a ‘bull’s-eye’ candidate and they want to speak with you,” she says. Avoid very broad descriptions like “Consultant” or “Tech Explorer with a Systematic Approach.” Also, it’s not the best place for a quote from your favorite author, she says.

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MISTAKE #2: INCOMPLETE DEGREE INFORMATION

Another issue that can get you easily dismissed is incomplete degree information, says Debra Boggs, LinkedIn profile strategist and co-founder of D&S Professional Coaching, a career coaching firm in Scarborough, Maine. “Clients will be really vague about the type of degree they got,” she says. Instead of specifying that they have a bachelors or master’s degree they’ll say they studied biology, for example. “That’s a big red flag to recruiters that they don’t actually have a degree,” she says, which can be a deal-breaker to some prospective employers.

MISTAKE #3: IMPRECISE INDUSTRY

“From the recruiter’s lens, when we’re scouring LinkedIn for prospective candidates, we use filters,” O’Brien says. If you haven’t updated your industry information, recruiters may not see you as appropriate for the job or may think that you lack attention to detail. “If you were in biotech and now you’re in tech, and a recruiter’s looking for someone in tech, so they might not see you,” she says.

MISTAKE #4: RESUME MISMATCH

If you do nothing else before your next job hunt, do this: Pull up your resume and compare it side-by-side with your LinkedIn profile, Boggs says. Make sure the dates, positions, and job titles match. When resumes and LinkedIn profiles aren’t aligned, recruiters don’t know what to believe, she adds.

MISTAKE #5: INAPPROPRIATE PHOTO

You don’t need to shell out big bucks for a professional photo shoot. But don’t use that wedding or vacation photo just because you like the way you look in it, Boggs says. Your photo tells a story about your professionalism. For a quick, budget friendly option, dress appropriately, find a place with decent natural light, and have a friend take your photo, she suggests. (No selfies.)

MISTAKE #6: DESPERATION

Job-hunting is difficult, especially if you’re unemployed or hate your current job. But, the minute that desperation creeps into your job search activities, it’s a turnoff, says von Rosen. While you want to make it clear that you’re looking for a new role, you still need to play a little hard to get. Von Rosen says that including phrases like “will work with anyone” or similarly broad statements can backfire.

“In your summary and in your headline section, position yourself as leader in your industry–a subject matter expert. Someone people trip over to work with or to hire,” she says.

MISTAKE #7: BRANDING YOURSELF WITH YOUR CURRENT JOB

You may be a shining star at your company, but if you’re too closely identified with the brand, hiring managers may be concerned that you’re not interested in new opportunities or that you’ll remind customers of the competition, von Rosen says. When you start thinking about a new job search, put a little distance between you and your current brand. For example, if your LinkedIn background photo is includes your company brand, swap it out for a neutral landscape or sunset photo. Begin producing your own thought leadership instead of only posting your company’s content. Use the platform to present your expertise and show your independence.

Watch out for these common missteps and you’ll eliminate some areas that might cause a recruiter or hiring manager to pass by your profile.

FastCompany.com | February 15, 2019 | BY GWEN MORAN 4 MINUTE READ

#CareerAdvice : #CompaniesHiring – The Coolest Companies for Freelancers

February 12, 2019/in First Sun Blog/by First Sun Team

Soon, plopping yourself in a desk chair from 9 to 5, for 5 days a week, will become a thing of the past. Companies are recognizing that by allowing employees to sleep in – or even better, to work from bed! – their workforce is happier and more productive. These options are particularly attractive to freelancers, who take on occasional or remote work across a variety of industries.

Whether you are looking for temporary work, looking to work remotely or to find a gig with flexible hours, these companies have job openings for you.

Amazon

Where Hiring: Denver, CO; Seattle, WA; Remote; & more,

Open Roles: AWS Solutions Architect – Public Sector – Remote, Senior Technical Recruiter, Bilingual Japanese Technical Support Associate – Work From Home, Part Time Software Development Manager III, & more.

What Employees Say: “I work at AWS in NYC and was hired while in my 2nd trimester. There are great facilities for nursing mothers and they make it easy to pump at the office. There is a real commitment to diversity and inclusion which is felt from the highest levels of management. My team has a flexible policy where employees can work from home. You are held accountable for meeting your goals but you have flexibility in deciding how you make that happen.” – Current Senior Business Development Manager

See Open Jobs

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Kelly Services

Where Hiring: Nederland, TX; Denver, CO; Naperville, IL; Austin, TX; Remote; & more.

Open Roles: Temporary Logistics Coordinator, Contract Media Producer, BI Developer, Temporary Contract Support Specialist, Contract Recruiting Coordinator, & more.

What Employees Say: “Virtual, work from home position. The pay was great, the hours were great, they work with you and are very flexible, can always pick up shifts if you have under 40 hours, (you’re scheduled 40 hours but if you miss a day that week) you can pick up another shift from the board” – Current Employee

See Open Jobs

Appen

Where Hiring: New York, NY; San Francisco, CA; Remote; & more.

Open Roles: Work From Home Search Engine Evaluator, Social Media Evaluator, US English Transcriber, Work From Home Taiwanese Transcriber

What Employees Say: “You work from home at your own pace. There is a wide variety of projects to apply to. Entry level to degreed positions are available. The work is challenging and keeps you engaged. Every project is different but I have worked several and I truly enjoyed the work. Most days I can’t wait to get started. There are lots of “work from home” opportunities out there but Appen is by far the best of them all! The guidelines are strict, so you need to be serious and invested in the work but Appen operates with integrity and with mine and the client’s best interest as their first priority. Apply today!” – Current Freelancer

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Dell

Where Hiring: Nashville, TN; Buffalo, NY; Tampa, FL; Round Rock, TX; Remote; & more.

Open Roles: Systems Consultant, Account Executive – Commercial Direct Sales, OEM Inside Product Specialist, Merchandising & CPFR (Distribution Planning) – Senior Advisor, & more.

What Employees Say: “Work from home is a great perk! Additionally, they are very flexible with vacation time. Its a nice environment overall and a great one to take the lead on a lot of projects” – Current Demand Planner

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Hilton

Where Hiring: Como, Italy; Memphis, TN; McLean, VA; Remote, & more.

Open Roles: Massage Therapist/Masseur – Freelance, Beauty Therapist – Part Time & Freelance, Lead Software Engineer, Local Market Support Senior Manager, & more.

What Employees Say: “Hilton was my first job out of college and I have now been with the company for over 4 years. The company offers great PTO, work from home options, and flexible work schedule vs every other company that I have looked at. They continue to add more benefits (such as adoption assistance, and paid paternity leave). The people in the company are very knowledgeable and really want to help you succeed and advance your career.” – Current Revenue Management

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Aetna

Where Hiring: Phoenix, AZ; Somerset, NJ; Remote, & more.

Open Roles: Case Manager, Consulting Case Manager, Application Support Analyst, & more.

What Employees Say: “Culture is phenomenal. I’m given a lot of independence, encouragement to come up with unique solutions and senior management regularly supports their direct reports. Get to deal with a lot of unique and difficult problems. Work-life balance is excellent with opportunities to work from home and reasonable PTO allotment.”– Current Employee

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Kaplan

Where Hiring: New York, NY; Hong Kong; Remote, & more.

Open Roles: Admissions Consultant (Freelance), Accessibility Manager, Help Desk Agent, School and Library Marketing Associate, Amazon Merchandising Specialist, & more.

What Employees Say: “This is the kind of place you like to come to work every day because you like the people you spend your time with. Kaplan has a value statement and tries hard to stick to it. Professional development over the years has been great- virtual and in-person trainings occur on a variety of topics to help employees improve their skill sets. Plenty of work from home opportunities and family flexibility as well.” – Current Manager

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SAP

Where Hiring: Bellevue, WA; La Crosse, WI; Vienna, VA; Remote, & more.

Open Roles: SAP Concur – Reporting Specialist, Customer Data Cloud Services Senior Technical Consultant, SAP Concur – Senior Travel Delivery Specialist, Customer Data Cloud Service Senior Functional Consultant, & more.

What Employees Say: “SAP gives us, employees, the necessary tools to work from home. This is great as it allows you to better balance your work life balance” – Current Consultant

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Enterprise Holdings

Where Hiring: Brooklyn Park, MN; Asheville, NC; Allentown, PA; Fort Myers, FL; & more.

Open Roles: Part Time Driver, Part Time Service Agent Car Cleaner, Part Time Lot Attendant, Seasonal Return Agent, & more.

What Employees Say: “Set hours, shift bids each month if you want to participate and change your schedule. Work from home.” – Current Reservations Agent

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Thermo Fisher Scientific

Where Hiring: Boston, MA; Phoenix, AZ; Branford, CT; Franklin, MA; Remote; & more.

Open Roles: Sales Representative, Senior Project Manager – Operations, Field Service Engineer II, Synthetic Biology Technical Sales Specialist, Field Application Scientist, & more.

What Employees Say: “Flexible, great compensation and benefits, smart and hardworking leadership.”– Current Employee

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Amgen

Where Hiring: Portland, ME; Thousand Oaks, CA; Baltimore, MD; Remote; & more.

Open Roles: Observational Research Manager, Regulatory Affairs Manager, Value & Access Director, Regulatory Writing Manager, & more.

What Employees Say: “Great pay and benefits, great professionals to work with, beautiful campus, learning opportunities available. Hard work within reasonable hours, allowing for work/life balance.” – Former Employee

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ADP

Where Hiring: Alpharetta, GA; Milpitas, CA; London, England; Remote; & more.

Open Roles: Senior Applications Developer, District Manager – Major Accounts, Life Cycle Consultant, & more.

What Employees Say: “Good benefits, flexibility to work from home, potential to gain a lifetime of experience in a short time.” – Current Payroll Specialist

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VIPKID

Where Hiring: Remote

Open Roles: Flexible ESL Teacher, Part-Time Online English Instructor, Weekend Online Teacher, & more.

What Employees Say: “Easy to do from home. No commute, no child care, no savvy business clothes, no commuting in the snow, and the best part is every day is “bring your cat to work day!” My cat, Bootsie, loves my job as much as I do! No kidding, I’ve had parents post reviews on my cat! The kids love it! Payment is once a month. I don’t mind that because then its a big check. You know what to expect and money is in the account on time. I love the children I teach. It is amazing how close you get to the family from the other side of the world!” – Current Major Course Teacher

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GlassDoor.com | February 6, 2019 | Posted by Lillian Childress

#CareerAdvice : #CareerDirection – How to use #EmotionalIntelligence to Find a Job that’s Right for You.

February 6, 2019/in First Sun Blog/by First Sun Team

“Good job fit” is one of those overused phrases that has lost some of its meaning. What is it? What happens when the job you thought was your dream job, or the job that would catapult you to great success makes you feel anxious, out of step, scrambling to keep your balance?

When we talk about good job fit, we overlook the thing that is most important, And to get to that stage, we can’t take shortcuts–we have to deploy a kind of emotional intelligence that I call EQ Fitness.

THE THREE STEPS TO EQ FITNESS

There are three steps to EQ Fitness: (1) the willingness to become self-aware (2) the openness to build trust, and the steadiness to lead, and live, guided by inner principles. Step one is the most crucial, because it’s the foundation on which you build the next two steps.

I see examples of those who get it right, and those who don’t in a lot of the keynotes and consulting I do. In many cities today, start-up accelerators and incubators offer stipends and grants to enterprising young adults, who, in turn, grow their business there. One evening, after I gave remarks at an event in Detroit, a young woman, no more than twenty-two years old, raised her hand and asked me, “I’m really good at new ideas and working to get them off the ground,” she said. “But I’m not great at process. How do I get to be a complete CEO?”

My knee-jerk reaction was to say, who’d want to be in charge of process? Get someone else to do that! After all, I was just like her–I’ve hated process my whole career. But I took a mindful moment and instead offered encouragement and praise for her self-awareness. I then explained that we generally fall into categories of builder-entrepreneur or process-systems person. Our job in developing ourselves is first to identify which one we are, then to work on improving the other skill-sets–especially if we want a leadership position, because great leaders need both.

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WHAT MAKES YOU HAPPY?

Before you identify which label best fits you, start with a simple question: What makes you smile after you’ve done it? Use that as a gauge of possibilities. It could be taking your eye for detail and becoming an architect or city planner. It could be using your curiosity about people’s lives and becoming a journalist or joining a human resources department.

Consider, too, the kind of role that you want to play in an organization. I have a talented friend Angela, who has chosen not to manage people. That decision was born from self-awareness. Another friend, Babs, works at an enormous aerospace company, and she describes how her boss will walk toward her cube with a certain look every year or so. She knows what’s coming. The boss is looking for someone to fill a newly vacant management position. Babs said she and her colleagues all put their heads down, pretending to be engrossed in some project. None of them want to manage anyone.

HOW TO TELL IF YOU’RE ON THE RIGHT PATH

My HGTV boss, Ken Lowe, and I were working side by side as CEO and COO. He got a corporate nod to take over the parent company, E.W. Scripps, and wanted to know if I wanted his job as CEO. I slept on it and surprised him by telling him no. But the answer didn’t surprise me. I knew myself well enough to know that his job wouldn’t be a good fit. Being CEO is all-consuming, with a responsibility to shareholders and employees alike. I needed some work-life balance for myself and my family, and I knew I had to stop at number two–even if it meant diminished opportunities at HGTV or another company in the future.

*Fully Human: 3 Steps to Grow Your Emotional Fitness in Work, Leadership, and Life* by Susan Packard

Some people might see this choice as limiting, but for me, it opened up other opportunities and interests that were more important to explore. By staying on as the COO, I was able to grow a variety of business areas at Scripps Networks Interactive (the home of HGTV) and had the time and bandwidth to train and prep for the New York City Marathon.

To determine whether or not you’re on the right path, you need to figure out the following: where your natural strengths lie, what interests and stimulates you, and what kind of company culture allows you to thrive. It’s also essential for you to realize that you need to make decisions that will enable you to live your ideal life, not someone else’s version of it.

Throughout our working lives, we’ll come to many crossroads, as our professional identities unfold and unpredictable opportunities arise. It takes courage and integrity to absorb the big picture when it comes to job fit. Emotionally fit people see job fit in its broadest sense because it means taking ownership and accountability over choosing wisely, and taking into account where your heart is guiding you. This means going beyond considering what you can do, to what you love to do, so that “can do” doesn’t become a life sentence.

This article is adapted from F ully Human: 3 Steps To Grow Your Emotional Fitness In Work, Leadership, and Life. It is reprinted with permission from TarcherPerigee, an imprint of Penguin Publishing Group, a division of Penguin Random House LLC. Copyright © 2019 by Susan Packard.

FastCompany.com | February 6, 2019 | BY SUSAN PACKARD

4 MINUTE READ

#CareerAdvice : #YourCareer – These are the Career Mistakes you Should Stay Away from This Year. Great & Must REad!

January 9, 2019/in First Sun Blog/by First Sun Team

The start of a new calendar year is a good time to reflect on the previous 12 months and devise a plan to improve things going forward. Whether you experienced a few career mishaps last year or progressed as expected, it never hurts to strive to do better.

With that in mind, here are a few critical mistakes you should avoid this year at all costs.

It’s not easy to step outside your comfort zone and put yourself in a position where you might fail. On the other hand, if you don’t take any risks on the job, you might quickly end up stuck in a rut. The next time a great idea pops into your head, don’t ignore it. Rather, run with it and see where it leads. Even if it doesn’t work out, your boss will likely appreciate your ingenuity.

2. NOT CONTINUING TO LEARN

It’s easy enough to coast at work when things are going smoothly. After all, why shake things up when your boss seems pleased with your performance?

But if you don’t push yourself to keep learning and growing professionally, you’re likely to stunt your career growth and miss out on key opportunities to get promoted. So figure out which areas you’re lacking knowledge in and take steps to bridge those gaps, whether it means signing up for courses, attending conferences and seminars, or enlisting the help of a mentor.

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3. GETTING EASILY FLUSTERED

It’s hard to keep your cool at work when deadlines loom and projects are dumped on you at the last minute. But if you don’t figure out a way to cope with job-related stress, you’re less likely to move forward at your company. As you ease your way into the new year, practice different stress-relief techniques until you find the one that’s most effective for you. At the same time, train your brain to better handle heated situations so that you come off as competent and collected.

4. NEGLECTING YOUR BUSINESS RELATIONSHIPS

When it comes to furthering your career, the people you know are often just as important, if not more so, than the things you know. That’s why you can’t afford to neglect your business contacts, even if making time for them is challenging in its own right. Though you may not manage to sit down for lunch with your various associates on a monthly basis, you should, at the very least, reach out to each person in your network every few months to check in–especially since you never know when those folks might have a solid job opportunity that’s perfect for you.

5. ALLOWING YOURSELF TO BE UNHAPPY AT WORK

It’s an unfortunate fact that a large chunk of workers today are unhappy at their jobs. If you’ve taken steps to make your role better and nothing seems to be doing the trick, don’t resign yourself to another 12 months (or more) of misery. Instead, dust off your resume, reach out to your contacts, and seek out a job that you’ll find more fulfilling. The longer you allow yourself to stay at a job that makes you miserable, the more your performance is likely to suffer, and that’s a good way to hurt your reputation and get yourself fired.

6. NOT ASKING FOR A RAISE

Many people shy away from negotiating their salaries at work because they don’t want to come off as greedy or anger their managers. But you know what they say: If you don’t ask, you (often) don’t get.

Furthermore, if you approach that conversation the right way, you can pull it off in a manner that doesn’t damage your relationship with your boss. That means researching salary data so you’re able to present a reasonable number to your manager and going in prepared with a list of reasons why you deserve a boost. Either way, don’t avoid that discussion just because it makes you uncomfortable. In doing so, you’ll not only potentially lose out on money that could’ve been yours, but also create a situation where you might start to resent coming to work.

Now’s the time to evaluate your on-the-job habits and strive to do better. Steer clear of these blunders and with any luck, 2019 will be your most successful one yet.

FastCompany.com | January 9, 2019 | BY MAURIE BACKMAN—THE MOTLEY FOOL 3 MINUTE READ

#CareerAdvice : #JobPromotion – Passed Over for a Promotion? Your Next Steps. The Do’s & Don’ts.

January 7, 2019/in First Sun Blog/by First Sun Team

Nobody likes being passed over for a promotion, but it can be a defining moment in a career. Individuals willing to stay put and strengthen their skills often find that such rejection can lead to bigger and better things, several leadership specialists say.

Few people avoid this common setback. Fred Hassan, a former chief executive of Schering-Plough Corp. and Pharmacia Corp., was rejected for a senior corporate strategy job at another pharma company early in his career.

Mr. Hassan says he kept his cool and instead accepted a less prestigious promotion that required him to relocate. It’s important “to carefully evaluate options outside that department or even outside the company,” he says.

It is tempting to quit after losing out on a plum job. Since November 2014, executives at big businesses such as Wal-Mart Stores Inc. , PfizerInc., Procter & Gamble Co. and Abercrombie & Fitch Co., have walked away after failing to win a top executive role. Tom Staggs, Walt DisneyCo.’s second in command, decided to step down this spring after learning he wasn’t likely to succeed CEO Robert Iger.

For most of us, it’s smarter to stay on, experts say.

TO RECOVER FROM A DENIED PROMOTION

Do:

1. Review your career goals.
2. Ask your boss how to become a stronger candidate in the future.
3. Expand your leadership skills and critical work experiences.
4. Find ways to showcase your talents inside and outside the workplace.

Don’t:

1. Lose your cool and act angry
2. Ask why you didn’t get the desired job.
3. Hesitate to put your hand up again for a promotion.
4. Stay with your current employer if you’ve been passed over several times.

Kenneth Miller, a vice president of the diabetes-care unit at Becton, Dickinson & Co., told his boss that he felt honored to have been a contender for world-wide president of his unit after the Franklin Lakes, N.J., medical-technology company picked another executive for that post in the fall of 2013.

The winner had stronger operational capabilities than Mr. Miller, the unit’s exiting president told him, adding that if he continued to develop, he would someday land the role. Becton arranged leadership training for Mr. Miller and retained Mr. Beeson as his executive coach.

During the yearlong training program, Mr. Miller says he discovered that “I could be tough on standards and tenderhearted with people.” Mr. Beeson taught the Becton executive how to delegate responsibility better.

Mr. Miller enhanced his operational acumen by managing his unit’s financial forecasting and budget-setting process. He soon became a vice president of a larger unit. In February 2015, he rejoined the diabetes-care business as president.

“I had grown a lot over the past year and a half,” Mr. Miller recalls. “I was much better prepared than in 2013.”

Other executives flourish after the denial of a promotion because they conceal their bruised ego and find smart ways to showcase their talents. “Make yourself mandatory for your company,’’ suggests Alexandre Wentzo, a French-born executive.

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Sharpen Your Elbows: How to Survive Office Competition

Several years ago, Mr. Wentzo was running operations in France for Casewise Ltd., a small British software vendor. When the CEO departed in late 2009, the executive chairman of the firm took command temporarily.

Mr. Wentzo expected the chairman would choose a global chief operating officer. Instead, he named Mr. Wentzo and an American new hire as regional COOs, launching a horse race for the top job. “The best guy will win,” the chairman told the two.

Mr. Wentzo says he felt somewhat offended that he wasn’t selected for a global role. “I was thinking, ‘Why? Am I not good enough?’ ” He nevertheless pretended to support his boss’s decision, while aiming to prove “I was better than the other guy.”

Mr. Wentzo thrived in his new job. Financial results for Europe, one of his regions, beat internal growth targets and overtook those for the U.S. within six months, he says. Casewise fired his American counterpart and in 2012 elevated Mr. Wentzo to chief executive, Mr. Wentzo says.

At General Electric Co., an ambitious executive used a different strategy after a promotion turndown, involving associates at a variety of levels to help improve her leadership abilities.

Show a mature desire to learn from the experience.

The GE vice president had pursued a senior vice presidency within her unit during summer 2011. “One of her identified strengths was her aggressiveness,’’ recalls Adam Holton, who then was human-resources manager for the unit. (He now is chief human resources officer at CHS Inc., the biggest U.S. farmer cooperative.)

“She drove her people too hard,’’ Mr. Holton says of the executive, who did not want her name used in this article. The promotion went to a male peer whom managers viewed as a more inclusive leader. The woman immediately asked Mr. Holton how she should change. He advised her to build more trust among her subordinates. In response, she prepared a detailed developmental plan that she regularly reviewed with Mr. Holton and her boss.

She also solicited—and acted on—feedback from colleagues above and below her about her relationship-building skills. For instance, she began to give her lieutenants “the freedom and latitude to fail on things,’’ according to Mr. Holton.

The GE executive finally became a senior vice president in July 2012. And in October 2014, she landed a fresh senior spot with even bigger responsibilities.

Write to Joann S. Lublin at joann.lublin@wsj.com

Appeared in the April 20, 2016, print edition as ‘Passed Over for a Promotion? Here Are Next Steps.’

WSJ.com | Joann S. Lublin

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#CareerAdvice : #YourCareer – The 10 Most Popular Work-Life Articles/Stories of 2018! Must Read!

December 24, 2018/in First Sun Blog/by First Sun Team

2018 was a year of both hopeful and discouraging moments in the world of work. As Fast Company‘s Lydia Dishman reported, we’ve seen many instances where employees pushed for accountability from their leaders. We saw workers strike to demand better rights and conditions, and actively protest company policies that they morally opposed. Some leaders responded to those concerns, by publicly shouldering responsibilities and taking steps to have the necessary, yet difficult conversations. Others did not.

Technology continues to raise questions around the future of work–and how humans will coexist with machines. We also learned more about the upsides and downsides of existing in the gig economy, as well as its promises and perils.

But amid all the volatility and changes in the landscape of work, Fast Company readers remain committed in their desire to succeed in work and in life. As we head into 2019, we can look to these stories to put us in the right path to do just that.

1. 7 WARNING SIGNS THAT YOU SHOULDN’T ACCEPT A JOB OFFER

It’s difficult to make an accurate assessment of a company culture in a 20 minute interview, Piyush Patel, author of Lead Your Tribe, Love Your Work, told Fast Company‘s Stephanie Vozza. However, Patel believes that there are a few things that should raise red flags. Messy bathrooms, for example, can be a signal that employees in that company lack a collaborative attitude.

2. WHAT HAPPENED WHEN I TRIED THE U.S. ARMY’S TACTIC TO FALL ASLEEP IN TWO MINUTES

Many of us have trouble falling asleep. In fact, 50 to 70 million U.S. adults have some sort of sleeping disorder, according to the American Sleep Association. If you’ve ever struggled with any sort of sleep issues, you probably know that it has a huge impact on your mood and productivity. Fast Company’s Michael Grothaus has tried everything from meditation to medication to combat his occasional sleep problems. This year, he experimented with the two-minute technique that the U.S. Army employed to help soldiers fall asleep quickly in “less than ideal conditions.”

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3. NEUROSCIENCE SAYS THAT LISTENING TO THIS SONG REDUCES ANXIETY BY UP TO 65%

People use all sorts of different tactics to manage stress, one of which is sound therapy. As Inc. columnist Melanie Curtin wrote, neuroscientists in the U.K. have now composed a playlist that has been scientifically proven to ease your anxiety. Curtin wrote, “In this age of constant bombardment, the science is clear: If you want your mind and body to last, you’ve got to prioritize giving them a rest. Music is an easy way to take some of the pressure off of all the pings, dings, apps, tags, texts, emails, appointments, meetings, and deadlines that can easily spike your stress level and leave you feeling drained and anxious.”

4. SIX VERBS THAT MAKE YOU SOUND WEAK (NO MATTER YOUR JOB TITLE)

Words have a lot of power. No matter your job title, they can either command respect or hamper your credibility. Leadership communication expert Judith Humphrey shared the six verbs that can do the latter. When you say “think,” for example, you’re conveying something less than definitive, while saying “need” can “conjure up a feeling of dependency on the part of the speaker.”

5. NEVER, EVER UTTER THESE PHRASES IN A SALARY NEGOTIATION

Salary negotiation is both an art and a science. There are certain techniques that can work no matter who you’re negotiating with. Likewise, there are strategies that will almost always backfire on you. Josh Doody, author of Fearless Salary Negotiation, shared the phrases that you should stay away from if you want to impress the hiring manager. First things first? Don’t fall for the trap of answering the “dreaded salary question.”

6. THIS 75-YEAR HARVARD STUDY FOUND THE 1 SECRET TO A FULFILLING LIFE

These days, it’s hard to prioritize what’s important in your life. But according to a study, there is one thing that trumps everything when it comes to bringing happiness–quality relationships. As Melanie Curtin wrote, “The data is clear that, in the end, you could have all the money you’ve ever wanted, a successful career, and be in good physical health, but without loving relationships, you won’t be happy.”

7. HERE ARE SIX SIGNS THAT IT’S TIME TO QUIT YOUR JOB

Jobs tend to have an expiration date. Sometimes new opportunities prompt you to move on, but other times, that end date isn’t always clear. Fast Company’s Stephanie Vozza wrote about the warning signs that signal it might be time for you to go elsewhere. Perhaps you’ve found it more and more difficult to get out of bed, or that you’re not being recognized for your hard work. If any of these signs look familiar to you, it might be time to wave your current job (or company) goodbye.

8. THESE ARE THE 5 “SUPER SKILLS” YOU NEED FOR JOBS OF THE FUTURE

The world of work is constantly changing. That means that what it takes for you to succeed in your job today will be different to what it will take for you to succeed in five years’ time. That’s why to stay relevant, you need to make sure that you’re consistently working to master these “super skills,” from being adaptable with technology to being resilient in the face of change.

9. THIS IS WHAT IT’S LIKE NOT TO OWN A SMARTPHONE IN 2018

Fastcompany.com Deputy Editor Kate Davis has never owned a smartphone, making her an oddity among U.S. adults (77% are smartphone users.) But she doesn’t plan to change that anytime soon. Becoming a parent has solidified her “low-tech commitment,” and not being tethered to digital distraction has allowed her to maintain a level of sanity in the exhausting news cycle. She wrote, “There’s a way to stay informed about and proficient in technology while setting boundaries around how much it infiltrates my life.”

10. DON’T TELL RECRUITERS THESE THINGS IF YOU WANT THE JOB

There is a lot of emphasis on what to say and what not to say during a job interview. But every interaction in the job search process matters. Glassdoor’s Amy Elisa Jackon shares what you shouldn’t say to a recruiter if you want a competitive job offer, from accepting the starting salary without negotiating, or complaining excessively about your previous job.

FastCompany.com | December 24, 2018

#CareerAdvice : #YourCareer – Follow these 5 Steps to Future-Proof your Career.

December 21, 2018/in First Sun Blog/by First Sun Team

The marketplace for talent is changing rapidly, and experts say it’s about time the way we approached our own careers caught up.

After a couple of decades defined by disruption, automation, and job displacement, many still aren’t convinced that their job could be at risk. Studies conducted by Gallup, Quartz, and the Pew Research Centre have all found that a majority of Americans believe automation and AI will displace a significant number of jobs; just not their own.

The lack of response to this new dynamic has become a key concern for career transition coach and best-selling author Ines Temple. In her book, You, Incorporated: Your Career Is Your Business, Temple explains how every employee should approach their career like a small business, with themselves as a provider of a service to a single client. She adds that any business that depended entirely on one client would be aggressively looking to diversify, and in today’s career landscape, employees should be equally as proactive when it comes to exploring their own career opportunities.

“A lot of people have allowed companies to manage their careers; they don’t take a proactive approach to them,” she says. “When companies change their plans and need to let them go, they are not ready to find a new job, they’re not employable, because their skill sets aren’t up to date. They don’t have metrics ready to demonstrate those skills, and they don’t have a strong network of contacts that will help them in a job search.”

Temple and other career experts recommend taking the following five steps to ensure your career is prepared to overcome the challenges of a rapidly evolving talent marketplace.

1. ASSESS YOUR CURRENT LEVEL OF BEING FUTURE-PROOFED

The first step in improving your career’s resiliency, according to Temple, is determining where you currently stand. She believes that those who are most prepared to evolve are those that love what they do, as they are often most willing to go the extra mile in order to continue doing it.

“Ask yourself, ‘Am I really happy here?’ ‘Is this what I want?’ ‘Is this really my passion?’” she says. “I know that’s a hard thing to worry about when you have bills to pay, but without that, it’s very hard to plan for your future career.”

Being too satisfied with your current employment, however, may also be a sign that you should be doing more to prepare for your future. “A very simple litmus test is: If you’re comfortable, you should start learning something new,” says Darren Raycroft, a partner with the Bedford Consulting Group, an executive search and talent management company.

Raycroft explains that with the rapid pace of technological advancement, the value placed on many skills today lacks the longevity that comparable skills had in previous generations. “Those periods of comfort and normalcy are getting shorter and shorter,” he says.

Raycroft recommends keeping an eye on relevant job postings—even during periods of comfortable employment—to better understand where your industry is heading, and what skills are in highest demand.

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2. COMMIT TO LIFELONG LEARNING

In today’s rapidly changing employment landscape, it’s easier than ever to fall behind, especially if you haven’t recently updated your skills.

“There’s this delineated ‘learning time’ in our lives, and then we move into a position, and if you choose to take some courses to get ahead, you may do so,” explains Raycroft. “I think that’s changing: Learning is and will continue to be an ongoing process with a degree of propensity that we haven’t yet experienced in our lifetimes.”

Raycroft believes that in order to stay ahead of the changing needs of the talent marketplace, employees need to be proactive in updating their skills. “That ability to learn and use judgment has been and will continue to be necessary for success,” he says.

3. NEVER STOP NETWORKING

The worst time to start building a network is when you desperately need one. Professional relationships are typically stronger when they’re built on mutual interest, rather than urgent need. “A lot of people only do a lot of networking when they need a new job, but on a daily basis, we don’t invest enough time in people, building a relationship based on trust,” says Temple. “It’s all about relationships with people, because people will recommend us, promote us, or let us go.”

Not only do those who take a break from networking risk weakening some of their existing relationships, but they can also begin to lose their networking skills. Temple emphasizes the importance of keeping those skills sharp and those relationships strong by building them in the low-pressure periods of career stability.

4. WORK ON YOUR SOFT SKILLS

Building that network often requires strong interpersonal skills, something that Temple believes is sorely lacking in most of today’s workers. “We really need to work on our warmth, our charisma, how much energy we give to people, because those things will make a difference between those who have a chance for a better career and those who don’t,” she says.

Furthermore, if our most robotic and repetitive tasks are bound to be automated, those quintessentially human traits may soon become our greatest assets.

“Young professionals understand that soft skills will be critical to thrive in the Fourth Industrial Revolution,” says Michele Parmelee, Deloitte’s global chief talent officer. “According to Deloitte’s seventh annual Millennial Survey, young professionals identified softer skills like confidence, interpersonal skills and—particularly for gen-Z—ethics and integrity aptitude as skills they feel are important to develop in order to succeed in the future.”

5. FIND A MENTOR

Not only can mentors use their experience to help their mentees navigate a quickly changing employment landscape, but they can also help them develop some of those vital soft skills in a low-pressure environment.

“It’s a safe place, so you won’t feel embarrassed asking your mentor questions that you might be embarrassed to ask in a group setting,” says millennial and gen-Z engagement expert Ashira Prossack. “You’ll also get that practice, and they’ll give you immediate feedback and one-on-one attention, because you can’t just read about how to communicate, you need to actually do it.”

FastCompany.com | December 21, 2018

#CareerAdvice : #JobSearch – The Surprising Ways Companies Assess Job Applicants…

December 10, 2018/in First Sun Blog/by First Sun Team

For every job seeker looking for their dream job, there is also a company hoping to find its dream employee. In order to find the perfect match, companies are learning to get more creative during the hiring process to streamline the search for the perfect candidate.

But with so many applicants applying to a position, how does a company really zero in on the standout applicants? Recruiters and hiring managers are screening candidates both ahead of time and during in-person interviews looking for red flags and the right fit — and sometimes you may not even be aware of how they are screening you.

Here are a few new and unique ways that companies are testing applicants. In short, be prepared for anything!

1. Conduct a skill-based test

Companies are often looking for specific traits in potential candidates, such as being detail-oriented. Matthew Ross, co-owner and COO of RIZKNOWS and The Slumber Yard, says he presents potential video editors with a unique assessment test before hiring. During the interview, he will give the candidate raw footage and a set of pre-made graphics and ask them to create a short, one-minute video.

“We evaluate the flow and quality of the video but what most potential candidates don’t realize is that the pre-made graphics we give them are incorrect (i.e. we purposely misspell a word, use the wrong color scheme, etc.,). Basically, we want to see if they’ll actually see the mistake and fix it,” says Ross. “This gives us good insight into their attention to detail, which is a key trait we want in our video editors.”

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2 . Scope out your social media channels

Since we live in a digital, social-media heavy age, it’s not uncommon for companies to ask applicants for their Instagram or Twitter handles, as well as a link to their Facebook profile. Recruiters and hiring managers will look at your social channels to better understand your personality and to catch any red flags (i.e., foul language, risqué photos, etc.,) and anything that might not align with the company’s culture and values.

Moreover, don’t be surprised if an interviewer wants to look at your profiles with you during the interview! When you’re applying to a job, it’s always better to be safe than sorry with your social media sites: so clean up your online act because your future employer may be watching!

3. Invite you to spend a day in the role

Believe it or not, you might get to test out the job before you get hired. A “day in the life” visit also gives the company a chance to see how you’d perform, both in the role and with your potential co-workers.

Matt Dodgson, Director of Market Recruitment, says he has worked with clients who will first email a short screening test to a candidate and, if they pass, they will be invited to spend a “mini-workday” in the proposed position.

“This usually entails being given a project that can be accomplished within four hours (the candidate is given some prep materials beforehand), and then lunch with the team afterward,” explains Dodgson. “We then conduct an in-depth interview with the candidate the next week to evaluate their performance and ask focused follow-up questions. We’ve found that this puts candidates on the hot seat, but it gives us and clients better insight as to how the candidate would fit within the position and the team.”

4. Interview via text message

Since texting is the dominant form of communication for Americans under the age of 50, it’s becoming increasingly more common for interviews to take place or be schedule directly through texting.

In fact, tech company Canvas is dedicated to helping employers conduct text-based interviews. If a recruiter asks you to interview via text, don’t be shy – this may be an easy way for you to shine since, after all, you are probably used to texting! And from the employer and recruiting prospective, a text interview saves time and helps weed out anyone who can’t communicate effectively. So if you find yourself in a text interview, make sure you spell-check your text and respond in a timely manner!

5. Ask you to take personality tests

With fit in mind, some companies use personality tests like Myers-Briggs to determine if a candidate will be a good cultural fit.

“During the hiring process at finder.com, we’re focused on finding the right person for the role, not just a person who excels at the required competencies,” says Jon Brodsky, Country Manager at Finder.com. “Our personality tests provide insight into whether someone might be a good fit culturally. It’s crucial that we find the right person for the company and role, because the right fit will flourish and grow while someone who may be considered ‘the best’ will be frustrated and only deliver standard work.”

6. Video record interview answers

During the application process, an assessment might begin with video recordings of yourself answering the questions. While this usually occurs online in the application portal, it’s possible a recruiter will film your in-person interview to playback later or share with those in the interview loop who could not attend.

The more common scenario is that, during the online application, you will be asked to answer a question while being recorded. The catch here is that you usually have to record the video in their online system, meaning you may not be able to edit or reshoot the video. The aim of this exercise is to get a genuine response and answer out of you, as well as to test how well you think on your feet and to get a sense of your personality. Also, for some industries like healthcare, this is an efficient way for recruiters to evaluate a large number of applicants.

By using Montage Interview Software, nursing candidates at SSM Health are able to express interest in a job, discuss their skills and background, plus showcase their personalities in a way that phone interviews didn’t allow for. Through on-demand interviewing, candidates can complete video interviews on their own time.

The good news is that most applications like this will give you adequate support to prepare for the video interview.

7. Quiz your knowledge

Similar to a personality test, a company might ask you to take a specific data-driven test in order get specifics on your technical skills. For example, a company hiring for a sales position might ask prospects to take a 90-minute online test that will measure sales leadership competencies and client fit. It’s essentially a quiz to test your knowledge and ability and to determine if you will be the right fit for a specific client.

“I am a recruiter and recently worked with a client that used a sales assessment as the initial filter for screening candidates,” says Candie Fisher, Founder of Candie Fisher Consulting and Partner and VP of Client Engagement at Notogroup Executive Search. “It made my job a little more difficult, as it knocked out some people that had strong industry experience, but it allowed the client to have confidence that every candidate moving forward had met a data-based hurdle.”

GlassDoor.com | December 10, 2018 | Posted by Isabel Thottam

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4. WORK ON YOUR SOFT SKILLS

5. FIND A MENTOR

1. Conduct a skill-based test

2 . Scope out your social media channels

3. Invite you to spend a day in the role

4. Interview via text message

5. Ask you to take personality tests

6. Video record interview answers

7. Quiz your knowledge