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Your #Career: Passed Over for a Promotion? Your Next Steps…Turn a Rejection into Bigger & Better Future Jobs With these Strategies to Make Yourself a Stronger Candidate

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.

Free- Door to Building

​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. , Pfizer Inc., Procter & Gamble Co. andAbercrombie & Fitch Co., have walked away after failing to win a top executive role. Tom Staggs, Walt Disney Co.’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.

A promotion turndown initially feels like the end of your career, but could propel you further if you take time to reflect,’’ saidHeather Vough, an assistant management professor at University of Cincinnati’s business school. She recommends using the rejection to​ review career goals and decide whether you still yearn to fill the position.

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​Ms. Vough​ co-authored a recent paper about finding success after denied promotions. One tip for explaining a rejection to others: come up with a “growth-based” narrative that attributes the setback to internal and controllable causes, such as inexperience, organizational politics or budgetary issues.

Employers are often willing to help. Amid a stronger economy, more companies are giving frank feedback to runners-up because they “realize they need to do a better job of retaining their top performers,’’ says John Beeson, author of “The Unwritten Rules: The Six Skills You Need to Get Promoted to the Executive Level.”

In turn, those denied a promotion should “show a mature desire to learn from the experience,’’ advises Mr. Beeson, who has an executive-development consultancy. Don’t ask why you didn’t get the job. Instead, ask what specific things you could do to be a strong candidate for a similar job in the future, he says.

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.

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.’ —John Beeson, author of “The Unwritten Rules: The Six Skills You Need to Get Promoted to the Executive Level.”

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

 

WSJ.com | April 19, 2016 | Joann S. Lublin

 

#BestofFSCBlog : #YourCareer -So, What Have You Done for Me Lately? (Applying the SAR). Typically, you are going to be called in for an annual or semiannual review. The company may be on the verge of a massive downsizing: Who can we cut? Where is the fat in our organization?

I’ve received many a puzzled look. Jar of moonshine? Jar of marmalade? What is this “jar” you speak of? It’s quite simple: you never stop recording your achievements. You have to maintain a journal of actions and results. This is the ongoing history of your SARs (Situation / Action / Result) within the organization, and trust me, no one other than you will document this valuable information.

business woman with her staff, people group in background at modern bright office indoors

                                                                        Do you have your Jar?

Typically, you are going to be called in for an annual or semiannual review. The company may be on the verge of a massive downsizing: Who can we cut? Where is the fat in our organization?

“I was blindsided. I never saw it coming!  Just last month they were praising my performance!” “I can’t believe this, after all I have done for them!”

In your review, you may not be discussing a raise or a promotion. Whether you know it or not, a good review may determine whether you will keep your job. You should be prepared both offensively and defensively. If you’ve been in the corporate world for any length of time, you’ve likely witnessed a top performer walking into a review with all the confidence in the world, only to exit the meeting with an empty box and a security escort. Our outplacement company has seen this happen repeatedly.  The client comes to us in a state of shock:

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This is a common tale, and the employer’s decision to let you go cannot be reversed once the meeting is over. If your employer is aware of your accomplishments and the fact that they are better off keeping you, it may not save your job, but as my Grandma Rose used to say, “It couldn’t hurt.”

In other words, be prepared to highlight your valuable contributions.  Now, you need not live your life worrying that the ax is going to drop every six months, but you need to understand that this can happen at any time. No employee is irreplaceable or indispensable. If being let go is the worst-case scenario, how do you walk into a review for the best-case scenario?  The same way, prepared.

 

Excerpt from the book “RESUME DNA – Succeeding In Spite Of Yourself” by John Singer (amazon.com / barnesandnoble.com)

Resume DNA Cover

Notes of Author:  John Singer is President/CEO of PDS, Tuscon, AZ   pdscareers.com[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

Your #Career : 3 Skills You Need To Rock Your Interviews & Your Career…I’d Like to Share My Take on What Interviewing Really Is, & Why you Need to Be Interviewing & Out there Consistently & Regularly Talking to Other Employers, Leaders & Managers.

If you can’t answer these questions, you can’t present a compelling story of who you are and what you have to offer. Secondly, you’ll not be able to guide your career to the level you want it.  Amazing careers require a great deal of planning, vision and management, as well as a big dose of clarity, courage, and connection.

Two serious business partners listening attentively to young man at meeting in office

As a career coach, I work with hundreds of professional women each year who are in various states and stages of growth, leadership, and ascension.  In our work together, there are key steps we walk through over a period of weeks and months to help them achieve what they’re hoping for (and everyone’s desires are different and special, of course).

One of the steps that corporate professionals are most resistant to, and intimidated by, is interviewing. And they don’t understand that they need to be interviewing regularly – every three to four months – regardless of how happy or unhappy they are in the current role.

Interviewing is essential for your growth, expanding your network, understanding your value in the marketplace, and crafting a career that will meet your highest goals. Interviewing is connecting in a powerful way, and articulating your highest visions of who you want to be in the working world, and finding people who are excited by that vision.

I’d like to share my take on what interviewing really is, and why you need to be interviewing and out there consistently and regularly talking to other employers, leaders and managers.

 

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What is the best kind of interviewing?

Interviewing at its best is an open, honest dialogue – a conversation between two interested people sharing their needs, preferences, and visions, and determining if there’s a match.  So many corporate professionals don’t understand how critical it is to get out of your own company’s mindset, and explore and “try on” other avenues and approaches. In a recent talk I gave for the University of Connecticut and the National Association of Women MBAs, one senior-level executive shared with me that her mentor (at her company) advised strongly not to interview or find a job elsewhere, but to stay where she was. In my opinion, that’s bad advice. Always interview, so you can fully understand (and expand) your options and make the right choice based on as many opportunities as possible.

Interviewing for other jobs with other companies helps you see more clearly what you have and what you want next.  Once you begin to embrace and enjoyinterviewing on a regular basis, you’ll find these positive outcomes will naturally occur:

  1. You’ll understand your perceived value in the marketplace, and how well you’re faring against the competition.
  2. You’ll see other ways of operating – other types of work, cultures, politics, policies and procedures, new exciting outcomes that other organizations are striving for, and other “ecosystems” that will inform your personal and professional desires and preferences.
  3. You’ll make great connections (including powerful mentors and sponsors), who will open thrilling doors for you.
  4. You’ll begin to see more clearly and refine exactly what you want to do with your talents and gifts.
  5. You won’t feel so stuck and limited when it comes to the job you have.
  6. Finally, you’ll be able to discern more clearly if what you have today at your current job and employer is really want you want.

What needs to happen before you can interview successfully? There are three essential skills you need to master before you can rock at your interviews and make the most of meeting new hiring managers and leaders at new companies:

Know and communicate precisely what you have to offer and what makes you, you

Again, in working with thousands of professionals, I’ve seen that that vast majority or working people simply can’t answer these fundamental questions:

    • What are you especially great at?
    • What stands you apart from the competition?
    • What do you adore about your current work, and what would you like to let go of?
    • What are visions for how you’d like to contribute professionally, in an ideal world and workplace?
  • Why should we be interested in you over others with your same training and experience?
  • What’s the ideal next role for you?
  • Why are you interested in us?
  • What types of people motivate and inspire you best?
  • What kinds of work outcomes are you most excited by?

If you can’t answer these questions, you can’t present a compelling story of who you are and what you have to offer. Secondly, you’ll not be able to guide your career to the level you want it.  Amazing careers require a great deal of planning, vision and management, as well as a big dose of clarity, courage, and connection.

Network socially

After reviewing so many LinkedIn LNKD -0.93% profiles (and hearing from lots of my followers – now over 170,000), I can read your LinkedIn profile and in three minutes, identify a great deal about you that you didn’t realize you were communicating.

After all,

How you “do” LinkedIn is how you do your career.

I’m always stunned to see how many people just aren’t utilizing LinkedIn or other social networking tools to the fullest (or at all). They haven’t uploaded a photo. They use only their job title as their tagline. They don’t fill out their summaries or list in a compelling way the amazing accomplishments they’ve achieved.  They don’t tell a story about who they really are and want to be in the workforce.

The harsh reality is that how you approach developing your digital profile and footprint is how you approach your professional identity. If you’re lazy, shy, uninspired, scared or reluctant to do the work to build a profile and connect with others in a committed, excited way, this is a strong indicator of how you’re operating at work as well.

In addition, you can’t just rely on digital networking to move you forward. You have to meet new people in person as well. Get out of the doldrums by “bringing yourself to market.” Attend industry association meetings, conferences, meetups, build a new networking group, etc. In other words, bring yourself forward in all ways possible to show the world who you really are. The people you meet with inspire, uplift and support you.

Envision and articulate what you want next

Because the majority of professionals I see come to me when they’re stuck, I’ve observed that human beings see only what’s at the tip of their noses. They forgot who they’ve been at their best or who they can be. If they’re unhappy in their careers, they experience only limitation, confusion, paralysis, exhaustion, toxicity, crushing politics, disillusionment, fear, malaise, and reluctance to change.

The problem with all that is that if limitation is all that you see regarding your own abilities and your past – then limitation is all you’ll get coming back at you in your future.

What to do instead?  You need to think bigger and higher than what you see in front of you, and what you have been. Find new ways to be inspired by what’s possible for you, and talk in those terms – what you’re looking for, what lights you up, what compels you, what you’re capable of — rather than only what you’ve done and focused on to date.

If you need new sources of inspiration, go out and get them. For instance, watch one TED talk a day, or connect via social media with people who are 100 steps ahead of you doing what you long to do, and share their tweets and posts.  Write an article on LinkedIn, or take a class that will inspire you. The more you connect with others who are making the impact you dream of, and with work that lights you up from the inside, the more you’ll see that what you dream of is not as far out of reach as you imagined.

Join me in my Amazing Career Project online course today to build a happier, more rewarding career.

 

Forbes.com | April 16, 2016 | Kathy Caprino

 

 

Your #Career : The 5 Questions Everyone Should Ask Before Accepting a Promotion…The Fatter Paycheck. The Bigger Office. The Increased Authority to Make Decisions . Note: 2015 Gallup poll, Only 35% of U.S. Managers actually Feel Engaged in their Jobs.

To most people, moving into a management role seems like a natural rite of passage when climbing the career ladder. But for all its impressive-sounding perks, joining those ranks may not necessarily upgrade your job satisfaction: According to a 2015 Gallup poll, only 35% of U.S. managers actually feel engaged in their jobs.

Group of happy young business people in a meeting at office

As the numbers attest, not everyone is cut out for management, or will actually enjoy having the increased responsibilities that come with a more impressive title. So how can you tell whether you’ll love being a manager — or want to go scrambling back down the ranks as fast as possible?

For starters, you need to decipher what your job will really entail; opportunities that sound impressive on paper may end up not being all they’re cracked up to be.

So we rounded up five big questions you should be asking your HR rep or hiring managerbefore you say yes to the new job — because a move up the corporate ladder won’t always be the step forward you want it to be.

1. Will I actually be managing people?

Many people may assume that a management title means you’ll be, well, managing others. But sometimes a role will be more about managing processes than managing actual direct reports.

“It could be thought leadership or team leadership or people management or project management,” says Leigh Steere, co-founder of human-resources research company Managing People Better. “Ask questions to understand the scope of the proposed role so that you have an accurate, comprehensive picture and realistic expectations.”

If you discover that you’ll have more responsibility but few (or no) direct reports, Steere says, you’ll need to probe further to discover how your time will be spent.

“Ask about the types of decisions you’ll be involved in as a manager, which meetings you’ll attend, if you’ll be involved in the budget,” she says. Steere even suggests asking if you’ll stay in your current work space, lest you assume being a manager means moving into a cushy office — or even one with a door.

Trivial as some of these details may seem, they can help you determine whether the management role is superior to a non-management title based on what you value professionally. If you’ve loved your job as a hands-on graphic designer for years, for example, but would now have to spend most of your time on conference calls or doing client pitches, your job satisfaction may suffer.

If the role does manage employees, Steere says to ask more specifically about how much autonomy you’ll have leading the team, and what kind of training and development you’ll be given to hone your management skills.

And if your proposed role is in a start-up with a fluid organizational chart or your company adheres to matrix management (meaning there are dual reporting structures within cross-functional teams), be clear on how the responsibility over your reports will be divided.

“I recently worked with a company where two or three different people were managing each employee. The employees didn’t know how to prioritize, and each manager assumed the other(s) took care of the management tasks. There needs to be clarity on who is responsible for pay decisions, performance coaching and setting performance expectations,” Steere says.

RELATED: Performance-Review Reboot: 3 Ways Companies Are Taking Appraisals to the Next Level

 

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2. What will my typical day look like?

Whether you’re managing budgets, presenting to the C-suite, networking or maneuvering office politics, there’s likely to be one constant across any management position: Your schedule will be a lot more packed.

That being the case, you have to know what your average day will look like. Will you be in meetings nonstop? Will you be asked to make on-the-spot decisions all day long? How many fires or urgent requests will fall into your lap each day?

“There is a premium on my time and where my attention goes in terms of real dollars and opportunity costs … and it’s fantastic for someone like me who likes formulating the big picture and directing the moving pieces,” says Chad Modad, a managing director at a Houston–based software consulting firm. “[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][But] sometimes I really miss just sitting down and building something from beginning to end.”

Indeed, Modad says, it’s often hard to block off more than an hour at a time to focus on things like presentations, strategic planning or employee development plans. If that sounds more nerve-racking than exciting, you may want to reconsider that future management role, suggests Steere.

“If interruptions bother you, that’s a signal you may prefer individual contributor work and may find people management stressful and/or distasteful,” adds Steere.

3. How will my performance be measured?

Speaking of individual contributors, one big change that may take some getting used to is the shift from being measured by your solo efforts to being measured by your team’s output or productivity.

Kathleen Steffey, CEO of Tampa, Florida–based Naviga Recruiting & Executive Search, says you should ask detailed questions about exactly what metrics you’ll be measured on, such as your department’s revenue or profitability.

“There isn’t a right answer, but it’s an important one. [For example,] revenue is the top-line number, which means it’s greater than the margin,” Steffey says. “If you’re only being measured on profitability, which would be a lower number, then you need to make sure your compensation program is designed to meet your needs.”

You’ll also want to be clear on departmental profit expectations as well as budget-trimming requirements before you take the job, says Modad. If expectations are too high or performance timelines too tight, you may want to pass on the promotion.

Steere says you should also ask whether employee feedback is used to assess a manager’s performance — if it is, you have to be ready to inspire your team, give them the coaching they need, provide adequate direction and be able to monitor without micromanaging.

If the thought of potentially basing your raise, your bonus or even your whole job on your team’s performance sounds scary, take heed before accepting that manager role. “To succeed as a manager, you need to care about getting great work done through others, as opposed to focusing on your own personal output,” Steere says.

4. How much say will I have in personnel decisions?

Not having control over who is on your team, or the amount of training and development you can offer them, can be a source of frustration to a manager.

So it’s important to “ask whether you have the authority to place an employee who is underperforming on a performance improvement plan, to move an employee into a role for which you think they’d be better suited, or to promote a top performer — and [be sure to understand] how those processes work,” says Steere.

For instance, forced rating systems to determine things like bonuses or compensation may limit how much you can reward someone.

Also, remember that control over hiring likely means control over firing — a difficult decision you may find yourself making as a manager. Modad says the ability to develop a hard-working employee still makes him feel elated after four years in the executive ranks, but he feels it in the pit of his stomach when he has to fire or lay off someone. In fact, he says staying positive in tough times is one of the most difficult aspects of being a manager.

Ultimately, what you want is to be able to agree with the company’s approach to leadership. “Does the organization feel that people inherently want to do a good job — or [does it believe] that they are lazy and need to be managed as such?” says Modad.

Based on what you hear, consider how confident you will feel in going to bat for your staff with other leaders, or in communicating the corporate mission to your employees — even if raises aren’t granted or jobs are eliminated.

RELATED: Got Laid Off? Here Are the First 4 Things You Should Do

5. Why did the previous manager leave?

A company is only as good as its executive leadership, so it behooves you to figure out if you’ll be supported by your higher-ups. One way to do some detective work is to inquire about why your predecessor headed for the exit, and how long it took them to do so.

If, for instance, their departure was swift, it could be a sign that the C-suite had an unrealistic timeline for results.

“Does the employer understand [you’ll need to] ramp up and learn about the business, or do they expect someone to jump right in and impact revenue immediately?” Steffey says. Asking what your 30-, 60- and 90-day goals are can also provide more insight on this.

Another telltale sign a management role isn’t all it’s cracked up to be? High turnover.

Steffey even suggests checking out the LinkedIn profile of a predecessor to see if they had a good tenure and track record previously. If they did, that raises the question of whether the company will really be supportive of you.

“[That can be] a discerning moment for the candidate to determine if the company knows what it’s doing, or if it’s just too hard on an executive,” she says. “Do they give a person the right tools to be successful?”

Read the original article on LearnVest. Copyright 1969. Follow LearnVest on Twitter.

Businessinsider.com | April 14, 2016 | LearnVestStephanie Taylor Christensen, LearnVest

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Your #Career : LinkedIn Thinks it Can Tell you How Likely You are to Get a #Job ….A New Patent Awarded to #LinkedIn on Tuesday Describes a System that Could Score your Success Chances & How your Strengths & Weaknesses.

Applying for a job can be anxiety-inducing, but LinkedIn has come up with a way to tell you what your chances of getting a job could be — and what you can do to improve them.

Linkedin Coffee

A new patent awarded to LinkedIn on Tuesday describes a system that could score your success chances and show your strengths and weaknesses.

LinkedIn

The LinkedIn system seeks to fix a problem that the company sees in today’s job hunting process: Employers often automatically reject candidates whose experience or education don’t match up exactly to a job listing. But the candidate has no idea why they were rejected.

“The user may not be informed about the basis of the rejection. Further, in the case of other users who may be competing for the same requirement, the user may not be informed about the cause,” the patent states. 

The LinkedIn system is designed to give you that feedback when you apply for a job. LinkedIn could even offer suggestions like taking a professional course or moving to Los Angeles to gain better odds.

 

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There’s also a “predicted date of achievement” for how long it would take to get the job offer, according to the patent filing.

Talent business boost

Because it’s only a patent there’s no knowing whether success scores will be coming to LinkedIn any time soon. LinkedIn confirmed that the company was awarded a patent, but a spokeswoman reiterated that “patent acquisitions do not necessarily foreshadow new product innovations.”

LinkedIn ratingsLinkedInWhat the feedback for premium subscribers looks like today.

For now, premium account holders can already see where they rank when they view a job posting based on their experience and company. That percentage only identifies where a person falls compared to other applicants, but not the likelihood of success or the weaknesses in an application.

Offering recommendations, though, could boost part of LinkedIn’s talent business.

The company bought Lynda.com, a site filled with online tutorials, and has been trying to turn it into a money maker for the company. Some things, like a move to LA to improve odds, are out of LinkedIn’s hands, but pushing its job training programs could easily fall into LinkedIn’s priorities.

 

Businessinsider.com | April 6, 2016 | Biz Carson

Your #Career : You Only have One Chance to Make a First impression…….When you Unintentionally MisUse or MisSpell a Word, you Appear to be Uneducated, & your Entire Message Loses any Sense of Credibility.

A client recently shared an email he had received from a competitor in his industry. The author of the email was attempting to position himself as an expert in their trade and belittle my client for his unique style of doing business. The email carried a negative tone and read as a stream-of-consciousness rant written in the late hours of the night with a bottle of scotch and a splash of venom.

Resume DNA Cover

It was quite obvious that the author did not proofread his document. The absence of punctuation and the six misspelled words did not compare to the closing statement: “There is no room in our industry for people like you who insist on going rouge.”

Let’s see—Dictionary.com defines rouge as: rouge n…….. A red powder, used as a cosmetic for adding redness to the cheeks.

A spellchecker will recognize rouge as a correctly spelled word—just as it will accept the spelling of the appropriate word: r-o-g-u-e.

When you unintentionally misuse or misspell a word, you appear to be uneducated, and your entire message loses any sense of credibility. As our poison-penned emailer may put it: “You’re nothing but a scoundrel with rosy-red cheeks.”

It is up to the writer to pay close attention to the content of their emails and letters. Words have many meanings. Read your messages out loud (we catch more mistakes that way), or have another person proof your work before you send your lyrical literature into the atmosphere.

 

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When a client sends a letter for me to review and tells me it was mailed yesterday, I’m wondering why they are wasting my time. I’m there to proof their work and maybe save them from embarrassment. I usually find several mistakes and will highlight their errors and send the document back for their wall of shame. Proofreading a document after it has been mailed is like closing the barn door after the horse has run away.

When your cover letter and resume are reviewed by hiring managers and they see inconsistencies, grammatical mistakes or spelling errors – what kind of impression are you making? When you express that you are “Detail Oriented” in your Profile and your resume is full of errors, do you think they will take you seriously?

If I see mistakes in a letter or resume it tells me the writer simply does not care. If I were making the decision to select this person for an interview, I would disqualify them immediately. Check the documents that you currently have online with the Job Boards, LinkedIn and all of your social media sites. There is a strong likelihood that you will find a mistake – hopefully not too embarrassing.

You only have one chance to make a first impression.

 

 

Excerpt from the book “Resume DNA – Succeeding In Spite Of Yourself” by John Singer ……. Read more:  www.johnmsinger.com

For every position that interests you there are dozens, possibly hundreds of applicants. You need to make yourself stand out — but how? Resume DNA: Succeeding in Spite of Yourself is a practical blueprint for navigating your way through a complicated, competitive job market. You’ll learn to identify the qualities that distinguish you from your competition, write cover letters and resumes that demonstrate why you’re a good fit, deliver an opening statement that enables you to control the interview, work your network and pilot a proactive search in the “unpublished” job market, and much more. With humor and warm encouragement, Resume DNA: Succeeding in Spite of Yourself reminds you of what you’ve already accomplished . . . and teaches you how to leverage those accomplishments as you make your way up the career ladder.     Available on Amazon.com

 

About the Author:  John Singer

As a certified professional resume writer (CPRW) and a dedicated career coach and advisor, John Singer has mentored and motivated professionals to identify their unique skills and talents and transition into meaningful and rewarding careers. As president and owner of Professional Development Strategies, John is committed to equipping clients with the necessary tools to communicate their strengths, build and establish professional networks, and secure positions that will allow them to soar professionally.

Earlier in his career, John was an episodic television writer and member of the Writers Guild of America. With a noted career in the broadcasting industry as a station owner/operator and radio personality, John combines his experience in business, marketing, and communication to inspire others to reach their highest levels of professional performance.

John Singer resides in Tucson, Arizona, providing outplacement services for companies internationally. He is a motivational speaker who educates and entertains his audience with practical advice on business, branding, career search, and life.

Your #Career : 5 New Jobs Skills Employers Are Looking For in 2016… So, What are Employers Looking For, and What Skills Do you Need to Make Yourself an Attractive Candidate? Read On to Find Out.

 

In a rapidly changing world economy, it’s a question that’s consistently at the top of everyone’s mind: what job skills do I need, and which will get me a job? Hunting for a job requires not only a specific set of strategies and techniques, but also a strong sense of confidence in your abilities. But it’s those abilities – which abilities, specifically – that hang up a lot of jobseekers.

Free- Man with Plans

We’ve dug into this very topic before, and provided some insight into which job skills will get you hired this year. As the economy is constantly shifting and evolving, and churning undercurrents of consumer behavior call for different types of workers creating and supplying different products and services, it can be really difficult to know what employers want. We’re here to be a compass of sorts, and outline a handful of skills that employers are really scouring the labor market for in 2016, which should give you a leg-up in your job search.

While there will always be a need (until the robot take-over, that is) for menial, low-wage work, if you’re truly looking to give your career a shot in the arm, you’re going to need to put in some time on the side. Investing in yourself by learning new skills can lead you to new, unanticipated opportunities, and ultimately put a lot more money in your pocket. If you want to get serious about improving your earnings potential, this is the place to start.

So, what are employers looking for, and what skills do you need to make yourself an attractive candidate? Read on to find out.

1. Social skills

As we covered a little while back, social skills are becoming increasingly important in more and more organizations. At one time, this set of skills was overlooked – even seen as a hindrance to productivity. But as time marches on, managers and team leaders are recognizing the importance of social skills, and how they can shape a workplace. The main reason? Human interaction is hard to automate, and almost impossible for a computer to mimic. As automation kicks in, and social connections become more scarce, they’ll naturally increase in value.

 

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2. Industry-related programs

If you know what specific job or industry you’re gunning for, then you’re going to want to have a tool chest full of skills tailored for it. And in a world in which knowledge and software skills are as important as ever, figuring out which programs and skills you’ll need is paramount to getting hired. We put together a recent list of which programs are on employers’ wish lists for this year, so take a look and see which are relevant to your career track. Knowing these programs intimately will give you a big leg-up during the hiring process.

3. Development

These days, the word “developer” means so much more than someone who builds condos. And developers of all stripes are in high demand. In our case, we’re referring specifically to software and web developers, both of which possess skill sets that are highly sought-after by many big, flourishing companies. If this is a career track you’re interested in pursuing, go back to the previous item on our list, and figure out which software programs you need to be well-versed in to start getting successful interviews behind you.

4. Design

In the same way that developers are a hot commodity, so are designers. Designers possibly come in more stripes than developers, as there are graphic designers, software designers, game designers – hell, even fashion companies and automotive manufacturers need designers. Needless to say, the world needs designers. If you want to get specific, the world needs web designers, and algorithm designers. These are skills that will not only land you a job, but likely a pretty high salary.

5. Information security

We don’t often go a week or so without hearing about some giant data breach, which typically puts the personal information for millions of people at risk. It’s happened to big corporations like Target, and it’s even happened to government agencies. Because data is so valuable – and because so many people are out there trying to steal it – information security is something that every organization is quickly trying to beef up. That means there’s a need for information security professionals, leaving an opportunity to learn the skills and get hired.

There are a lot of problems to solve, so don’t hesitate to learn and start applying right away.

Follow Sam on Facebook and Twitter @SliceOfGinger

 

CheatSheet.com | April 4, 2016 | Sam Elliott

Your #Career : 10 Signs You’ve Stayed at Your Job Too Long…So How Do you Know it’s Time to Move On & Try Something New?

According to Business Insider, the average person spends 90,000 hours at work in their lifetime. Since work comprises most of our lives, it is critical that you spend time at the right company, pursuing the right opportunities. Among so-called middle-class wage earners, work is glorified. People vie to be the first in and the last out of the office or laboratory in order to prove their dedication (The Harvard Business Journal).

Free- Man at Desktop at Night

Americans don’t just spend physical hours at work. Work also composes our mental energy even when not in the office; stressing, reminiscing highlights, reflecting, or replaying exchanges with our bosses and co-workers.

So how do you know it’s time to move on and try something new?

  1. You dread getting out of bed in the morning

There are times when we simply just don’t want to go to work. But when the thought of going to work is filled with loathing, or you are constantly convincing yourself that you are just having a bad week or month, then it’s more than likely that your job isn’t the right fit.

 

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  1. You are not included in key meetings and decisions

This is a telltale sign that you are being phased out. When your expertise is no longer needed or valued, chances are you are no longer seen as an asset to your employers.

  1. Your work performance and productivity has slipped

You stop coming in early, staying late or taking on extra projects to get ahead. The work you produce is not something you are very proud of, often put off until the last minute. However, it is enough to keep you from getting reprimanded for not doing your job, and also not stand out enough to warrant being assigned additional tasks and/or projects.

  1. Technology will soon make your job obsolete

Technological advancement is occurring rapidly. Many jobs that once relied on the skills of a single person may not be the case anymore. It is important to consider training and/or retraining in your field to continue to make yourself valuable to your company. Additionally, with the rise of technology it is important to consider that your skillset may need to evolve beyond your scope and line of work and into another discipline.

  1. You frequently waste time surfing the internet and social media outlets

You spend less time working and more time surfing the internet, watching videos, or in the break room. Much of your time is spent intentionally distracting yourself from your job duties as you count down the minutes until you can leave.

  1. Your personal life is suffering

Business Insider has observed that couples in which one partner spends 12+ hours more than the usual 40 hours at work divorce at twice the average rate. So, whether it’s the physical hours you spend at work, the time at home engaged in work-related projects, or the time you invest your mental energy distracted or stressed about work—when work permeates into your personal life, it is time to consider new options.

  1. You are not learning or growing

You are not challenged by your work and your skillset is not being fully utilized. Your work should enhance your skills, ultimately adding to your value as an employee. Trainings are review, not applicable to your work, or nonsensical for one reason or another. As a result, you frequently try to concoct doctors appointments or other personal reasons as to why you cannot attend company meetings, trainings or events.

  1. You harbor resentment for your boss and colleagues

Regardless of your place in a situation, you blame your boss and/or colleagues for your lack of success, not being promoted, or your shortcomings. Often times, you find yourself bitter and jealous of others.

  1. Staff and budget cuts

When budgets and staffing are cut, you and your team are still expected to produce the same amount of work with significantly less manpower and financial means. Meeting deadlines will be challenging and work quality will certainly suffer; ultimately putting your job at risk.

  1. You are no longer passionate about your work

Your job and the work associated with it just doesn’t interest you anymore. The corporate culture doesn’t seem to fit your personality. Even after a vacation, or time away from your work; you come back feeling deflated, uninspired, and disconnected upon returning to the office. If recharging doesn’t reinvigorate your passion or interest for your job, it is time to investigate things that may do so.

 

Forbes.com | January 26, 2016 | Jennifer Cohen

 

 

Your #Career : What Recent College Grads Don’t Know About Getting Their First ‘Real’ Job … What Many New Graduates Don’t Fully Realize is the Amount of Competition Out There that They’re up Against. While Employers are Hungry for Talent, They have a Healthy Pool to Choose From. And Many of Those Candidates Already have Experience.

As a career coach and a mom with college-aged children readying themselves for the workforce, I hear from a lot of parents and recent grads with questions about how to best prepare for the “real world.” They want to know exactly what young adults can do today to position themselves powerfully to hit the ground running and land their first bona fide professional role right out of school.

I have my own thoughts about that, but I wanted to check in with a career expert who works extensively with recent college grads and who’s in the trenches helping young adults do what’s required to get hired quickly. I was excited to catch up this week with Ryan Kahn, a nationally-recognized career expert and star of MTV’s docu-series, Hired as well as creator of the video course How To Get Hired and founder of The Hired Group.

Here’s what Ryan shared.

Ryan Kahn (Photo Courtesy of The Hired Group)

Ryan Kahn (Photo Courtesy of The Hired Group)

Kathy Caprino: Ryan, what’s the first thing you think new grads should know about landing their first real job?

Ryan Kahn: What many new graduates don’t fully realize is the amount of competition out there that they’re up against. While employers are hungry for talent, they have a healthy pool to choose from. And many of those candidates already have experience. Many new grads have been led to believe there’s an ocean of great jobs just waiting to hire them and give them a signing bonus, but the reality is that, while new grads have a lot to offer, they’ll have to work extra hard to catch the attention of hiring managers.

Caprino: What’s the biggest mistake you see new grads making as they prepare to get their first job?

Kahn: Most often I see graduates missing the boat when it comes to planning ahead. And that’s understandable. Students are focused on classes and graduating. A lot of times preparing for the job market just doesn’t fit into their schedule. But there’s a lot students can do before they graduate to better position themselves when it’s time to start job hunting.

Get internships—as early and as often as you can.

Getting experience before you graduate is one of the biggest advantages you can create for yourself. Will it be a challenge to fit into your already packed academic schedule? Sure. Will it be worth it when you’re asked to list your qualifications and experience on a job application? Absolutely.

 

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Always be networking.

Not many people love networking, but it’s one of the most important secret weapons in your job search armory. Join clubs, attend meetups and conferences, and talk to your fellow students and faculty. Develop relationships with people that share your interests and you can learn from.

Start a portfolio.

Even if you don’t have tons of “real world” experience when you graduate, I’m willing to bet you have lots of great examples of college projects you can share.

Caprino: What are new grads missing when it comes to the interview process?

Kahn: Landing an interview is super exciting, especially if it’s for your first job. A lot of recent grads overlook some important rules of interviewing that could knock them out of the running. Here’s what they should keep in mind:

Be persistent, but not a pest.

One of the hardest things about interviewing is waiting for an update from the employer. There’s a fine line between following up and driving a hiring manager crazy with requests for updates. Establish a timeline for when you’ll be following up, and stick to it. For example, before you leave the interview, don’t be afraid to ask when you should expect to hear something. Also offer to reach out yourself in a week in the event you don’t hear anything.

Remember that you’re interviewing the employer, too.

A lot of folks new to the job market don’t realize that they’re not the only ones being interviewed. Finding the right fit is an important factor in succeeding at your first (of any future) jobs, so it’s important that candidates be prepared with a few insightful questions they plan to ask in an interview.

Study the culture.

Culture is increasingly becoming an important differentiator when it comes to attracting talent. And that means companies are really looking for candidates that fit into their existing culture. Do your research on a company before interviewing. Dig deep into the company’s hiring pages, read interviews with executives and scour social media for existing employees. Your goal is to get a sense for what the company values when it comes to culture, and make sure you’re aligned with that mission before you show up to interview.

Caprino: Any final words of advice new grads probably haven’t heard before?

Kahn: I think the biggest point most new grads miss is to remember that landing a new gig isn’t just about them—it’s about your potential employer, your mentors, and your network. Here’s what to know:

Celebrate failure.

When you’re looking for a job, it’s tempting to focus on your successes and shy away from failure. But the reality is that everyone who can help you along the way will be able to offer better advice if they know where you need the most guidance. Failure is a part of growing into your career, so embrace it and be open about it with your network.

Make yourself useful.

Your network will be filled with busy people. Take some time to figure out howyou can help them, and offer up your services. For example, if your mentor runs a blog, offer to write a few posts for them. Or it could even be as simple as forwarding along interesting articles you think people in your network might find helpful.

Don’t be so confident.

While a little confidence is always a good thing, too much of it can rub people the wrong way — especially those in positions to help you. Stay humble and let the folks in your network show you what they know. By giving them the opportunity to show off their skills, you’ll prove that you’re ready and willing to learn.

* *  * * * * *

My favorite tip here from Ryan is “celebrate failure.” Truly relish it. After 30 years in business, I’ve found that it’s our failures, missteps and detours that provide the most vital lessons and shape our understanding of who we really are and where we want to go. The sooner we realize that “failures” are a healthy, useful (in fact, essential) part of building a great and rewarding career (and stop beating ourselves up about them), the sooner we can get moving doing the important work of attracting and creating the most rewarding roles, projects and relationships that will support our highest goals.

For more information, visit The Hired Group.

To build a rewarding career, join my free webinar series The Quickest Path To Your Happiest Career.

 

Forbes.com |  March 24, 2016 | Kathy Caprino

Your #Career : How to Find a Job Abroad…Finding a #JobAbroad Can be Difficult. However, If you are Experiencing a Time in your life When you can Easily (or even with some effort) get Up & Move to Another Country, Applying for a Job Abroad Might be a Fun Change for You.

Perhaps you have been pondering a career or job change: Maybe you’re bored, maybe your job isn’t good for your health, or possibly you just want to try something new. While it can be difficult to find a job in America, finding a job in a different country can be difficult in other ways. You have to compete with people who already live in your desired area, and often, there are different job requirements or application directions.

Free- Lighthouse on Cloudy Weather

Simply finding a job abroad can be difficult. However, if you are experiencing a time in your life when you can easily (or even with some effort) get up and move to another country, applying for a job abroad might be a fun change for you. You won’t always be able to take a job in a different country, and you might find that doing so helps boost your career. Here are some ways to find a job overseas.

1. Do an initial search

Completing an initial search can help you determine what jobs are available, and where the jobs are.OverseasJobs.com or Idealist are great sites to use to start your job search, if you have a specific country in mind. You can also search by your profession. Consider that in order to work in some countries, you may need to know the language (which could narrow your search). Also, although the idea of working in a different country is exciting, you will want to consider all the variables such as cost of living, proximity to stores, availability of the comforts you are used to, cost to travel, and so on. Don’t get caught romanticizing a particular country that won’t meet your needs.

 

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2. Check with your company

Many companies have international offices, so your company might have opportunities available in different countries. Although a job abroad is desirable to many, it isn’t doable for everyone. If your family is willing to move, or you live by yourself, you may have an advantage over other simarly qualified individuals who can’t pack up and move right now. Because you already work for your specific company, it also might be easier for you to get a job abroad without changing employers. The advantages of working abroad include building your skills, learning to work with people from different cultural backgrounds, and getting to experience a new culture.

3. Get the word out

If your company doesn’t have any international offices, or there are currently no openings, then you might need some extra help. Although there are jobs available in other countries, you may have a difficult time competing with locals unless you have a very desirable skill set or training. In order to help you in your search, start telling people that you want to work abroad. Post on social media, share with friends and contacts, and let other people help you in your search. You never know when you might connect with a friend of a friend who can help you find the right job for you in a different country.

Social media can be very useful, but to make your specific network the most effective, be sure to contact people individually instead of en masse, be clear about what you are looking for, and send your resume to the people you think might be able to help.

4. Gain the skills you need

If you have been searching and applying for jobs and you are not having any luck, you may need to beef up your resume. You can start taking language classes if you want to work in a specific country where speaking the language might help you. You also can look at specific jobs that you might want, and take classes or get certifications that will help make your resume more appealing to the people reviewing your resume.

If you studied abroad in college, you may be able to use that experience to your advantage as well; this is especially true if you are applying to a job in the general geographical area that you studied in. Make sure you include information about your study abroad experience on your resume and in your cover letter. If you didn’t study abroad, and you can afford the time away from work (and the trip itself) you also might want to visit your ideal location for your future job abroad. Then you can include the fact that you will be visiting soon in your cover letter. Doing so may make hiring managers more comfortable since they can meet with you in person.

5. Consider the details

Be sure to consider the different tax rules, the necessity of a work visa, and other important logistics as you attempt to find a job abroad. It’s important that you individualize your resume and cover letter for the specific job you are applying for, as well as the country the job is in; doing so will make you appear more genuine, and will show that you actually looked into the country and the position.

If you make it past the initial cut and you get a phone interview, be sure to do your research and be prepared; also be energetic, be confident, and be sure to give yourself time to think of a good answer. If you have a Skype or video interview, be sure to dress the part.

 

CheatSheet.com | March 14, 2016 |