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Your #Career : This Is How To Conquer Even The Most Hardcore #Networking Anxiety…Having #SocialAnxiety isn’t the Same as just Being a Natural #Introvert, which Means there are Steps you can Take to Mitigate It.

As an anxious person, there are few things I dread more than large, unstructured networking events. Hell is nothing if not balancing a plate of hors d’oeuvres while desperately scanning the room for a kindly looking duo or trio who might welcome me into their conversation.

Despite fearing these situations, I know they’re an important part of growing a career. Yet when I force myself to network, I often find myself spiraling through escalating negativity that usually goes something like this:

Oh, there’s that woman I met before. I should go say hi to her. Wait, what if she doesn’t remember me? She probably doesn’t want to talk to me anyway. Oh God, I’m just standing here now. Everyone can see how awkward I am! GO TALK TO SOMEONE! TALK TO ANYONE, YOU CRAZY WEIRDO!

Then I sweat through another 15 minutes of psychological distress before treating myself to a nice break of hiding in the bathroom.

The truth is, almost everybody experiences some level of anxiety in different social situations, and you can absolutely be anxious and still make positive connections at networking events. It just might take a bit more focus and patience than it does for the naturally extroverted schmoozers and hand-shakers out there.


Related: How I Learned To Stop Hating Networking Events (Mostly)


GET TO KNOW YOUR ANXIETY

While many introverts are also socially anxious, having social anxiety isn’t the same as just being being introverted or shy–it’s not a personality thing. “It’s a specific fear about being negatively evaluated by other people,” psychotherapist Noah Clyman, director of NYC Cognitive Therapy, explains.

This fear is usually linked to negative beliefs that the sufferer has about himself or herself, like, “I’m a failure,” or “I’m incompetent,” or “I’m stupid.” It’s totally human to think self-deprecating thoughts occasionally, but for folks with social anxiety, these aren’t rare instances of self-criticism but deeply ingrained thought patterns. As a result, social interactions foment the concern that others will see them in the same negative way they perceive themselves–often leading social anxiety sufferers to avoid those encounters or approach them with fear and trembling.

Ironically, since a key trait of social anxiety is being hyper-conscious about others’ experiences, anxious folks tend to have little to worry about in reality. Clyman says that people with social anxiety typically “have pretty good skills socially, and they just get in their own way because they’re thinking too much.”

Still, I know firsthand that it’s pretty much useless to tell someone with anxiety not to worry. (Do birds not fly? Do fish not swim?) Thankfully, there are several evidence-based techniques for reducing the power of self-critical thoughts. I explored many of them in a recent episode of Group, the podcast I host about mental health and mental illness, but here are a handful to get you started.


Related: How I Realized My Social Anxiety Was A Hidden Career Asset


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

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FACE YOUR FEARS BIT BY BIT (IN A CONTROLLED SETTING)

Claire Eastham, author of We’re All Mad Here: The No-Nonsense Guide to Living with Social Anxiety, credits so-called “exposure therapy” as one of the treatment forms that “really, really works” for her. It’s exactly what it sounds like. “You kind of expose yourself to something that makes you uncomfortable a little bit at a time, which is difficult, because it’s the last thing that you want to do,” Eastham explains. “It seems absurd to put yourself in a situation that makes you feel afraid, but it kind of gave me back that ground, that control, that territory.”

In his practice, Clyman’s method of exposure therapy often involves filming a patient (with their consent) doing whatever it is that makes them anxious. For someone with my neuroses, he might record us simulating small talk together at a pretend networking event. Before watching the video, Clyman will ask his patients to rate how they believe they presented themselves.

Then, he says, “we’ll watch it back, and what people see is that they come across much better than they think they actually do.” Acknowledging this contrast between a self-critical perception and the much milder reality makes it easier for anxious folks to challenge their negative thinking–including in interactions outsideof the safety of their therapists’ offices.

Eastham admits she often obsesses over the idea that she’s “ruined her life” after certain social encounters. “When in reality,” she says, “when you have a look at what you did, and how you behaved to an outsider, I mean, those people, they won’t remember it!”


Related: This Silicon Valley Therapist’s Tips For Coping With Startup Stress


CATCH YOURSELF COMMITTING A “THOUGHT ERROR”

When that negative inner monologue starts rolling, self-critical thoughts and ideas pop into your head. Therapists call these “automatic thoughts” and tend to pair exposure therapy with “cognitive behavioral therapy,” a series of habits for identifying and challenging those automatic thoughts with more balanced appraisals.

“Often these thoughts are really exaggerated in a negative direction,” Clyman says, “so that the person is making some kind of error or errors in their thinking.” One common “thought error” that socially anxious folks fall tend to make is “catastrophizing,” or imagining the worst-case scenario when other scenarios are actually more likely. A therapist like Clyman might work with a patient to think through many possible scenarios, maybe even writing them out.

One automatic thought I often have at networking events is a version of “everyone thinks I’m awkward.” If I catch myself thinking that, then use it as a cue to step back and mentally examine other possible scenarios, I’m usually forced to admit that it’s unlikely everyone is thinking about how weird I am. Chances are they’re just as fixated on their own experiences, and probably aren’t observing me critically at all.

PRACTICE MINDFULNESS

When I’m feeling anxious during a networking event, I’m hyper-conscious of how I’m standing, the way I’m speaking, and the general way I’m presenting myself. The problem, says Clyman, is that “when people are focused on themselves, they don’t have the opportunity to observe whether others are actually looking at them in a judgmental way.” Mindfulness exercises can break this self-focus just enough to gain a more objective sense of the situation.

Personally, I’ve found that meditation apps like Headspace useful for training myself how to get out of my own head and be more present. When I practice mindfulness regularly in situations that feel “safe” (when I’m spending time alone, or with close friends), I’m better able to remain calm and present in nervier environments, too–like when I speak with industry professionals at networking events.

NOW ABOUT THOSE SWEATY PALMS . . .

Social anxiety can also bring physical symptoms: a pounding heart, blushing, shaking, breathlessness. Eastham, for example, has a hand tremor that becomes evident when her anxiety is especially intense. Eastham has found that beta blockers, which are typically used to treat high blood pressure and migraines “help take the edge off” if those physical symptoms become unbearable. They can only be prescribed by a doctor and won’t treat the psychological experience of anxiety, but it maybe worth asking your healthcare provider if it’s an option you should consider.

The technique of “scripting” can also help you get through a networking event: “Spend some time planning how you would like it to go,” says Clyman. “Write down: What are three things that I could say about myself, or what are three things I could ask the person about themselves?” However, he cautions, once you finish that activity, make sure to move on. It’s easy to obsess or ruminate over how you want a situation to go, and spending hours mapping a hypothetical conversation isn’t going to be beneficial for your mental health–or your career.


Rebecca Lee Douglas is a multimedia producer and the host of Group, a lighthearted podcast about mental health and mental illness. You can follow her on Twitter at @RebeccaLDouglas and subscribe to Group on Apple PodcastsStitcher, or wherever you download your podcasts.

FastCompany.com | January 11, 2018 | BY REBECCA LEE DOUGLAS

 

#BestofFSCBlog : These Methods Will Finally Help You Organize Your Job Search Better.

When you’re actively looking for a new job, you can’t afford to wing it on the organizational front. Whether you apply for five jobs or 100, you’ll soon find yourself buried in an extraordinary number of resumes, cover letters, job descriptions, and interview invitations. If you don’t keep them carefully organized, you may not identify the right opportunity–or worse, you’ll flounder when the right opportunity comes along.

If you want to stay on top of all of the applications, LinkedIn requests, and other digital paraphernalia that go along with your job search, it’s time to break up with your bad organization habits. Here are seven techniques that will help you overcome the most common job hunt organization issues so that you know the where, what, who, and how for your next interview:

1. IF YOU AREN’T GOOD AT ORGANIZING . . . FIGURE OUT WHY

Organizational skills aren’t one-size-fits-all. There are just as many ways to be disorganized as there are to be organized. Instead of haphazardly applying “organization tactics” to your job search, try to identify specific ways that you tend to be disorganized and troubleshoot those issues directly.

For example, do you tend to lose hard copies? Digital apps will be where it’s at for you. But if you forget anything that isn’t written with pen and paper, a paper calendar or sticky note wall will be a better solution. And if you aren’t sure how you like to stay organized, try something new. If you’re usually an Apple Calendar kind of person, start using a paper planner, or vice versa.


2. IF YOU HAVE A HARD TIME FOLLOWING UP . . . USE A SPREADSHEET

When your job search is in full swing, it’s way too easy to send an email and forget it. Not only can this cost you when you aren’t following up at appropriate intervals, but it can also make you feel like you’re constantly treading water without getting anywhere. Your job hunt becomes an overwhelming, never-ending headache instead of a systematic, purposeful journey.

Combat this by starting a detailed spreadsheet that tracks all the pertinent details of your job search, such as the company, job listing, and contact details. As you move through the job hunt process (and the interview process), highlight the steps you’ve “completed” so you can show yourself just how much work you’ve done along the way.

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3. IF YOU NEED REMINDERS . . . GO HIGH TECH

There’s nothing wrong with manual spreadsheets that lists all of the job search details you need to know if it’s working for you. But if it’s not working for you– if you frequently forget to update the spreadsheet, and you’re never quite sure about what your next step should be–you need to take your job search into the 21st century with a free online project management tool like Trello or Wrike.

Using a project management tool as a job seeker allows you to organize all of the job search details and automate when and to whom you should send a follow-up note. You can also adjust your settings to automatically receive reminders when it’s time to update the individual jobs or check in on the progress of the hiring manager.

4. IF YOU’RE A VISUAL PERSON . . . TRY STICKY NOTES

The sticky note wall is a tried-and-true organizational method that works for writing a book, setting goals, and yes, getting a new job. First, pick a large wall you can divide into three or four columns. At the top of each column, mark out a different stage of the job process or your job search to-do list (e.g., “Draft Resume,” “Apply,” “Interview”). Then, write each job on a sticky note and set it in its appropriate column. As you work through your job hunt and make progress, move the sticky note to the next step.

Not only can it be very motivating to see your progress in such a visual way, but it is easy to get a quick snapshot of where you are in the process by simply glancing at your sticky note wall. Pro tip: You can also use the “Sticky Notes App” on your phone or computer if a digital version of the sticky notes would save you the wall space.


Related: Job Searching? Skip The Job Boards And Take These Five Steps Instead


5. IF YOU FORGET THE DETAILS . . . KEEP THOROUGH NOTES

If you’re speaking to one or two prospective employers each week, it can be tough to remember who’s who and what you talked about. If you don’t take careful notes, you may unwittingly repeat yourself or send a thank-you note to the wrong person and reference the wrong conversation. Talk about awkward!

If that sounds like something that could happen to you, use a free tool like Microsoft OneNote or Evernote to keep track of the meetings you have. For extra memory help, pull the LinkedIn photo of the person you’re speaking with into the note sheet and capture notes like the person’s company, job title, and location. Not only can you look at a picture of a real person when you’re in the midst of a phone screen interview, but you can also easily go back and remember who you spoke with when you’re considering job offers or writing thank-you notes.

6. IF YOU’RE LOSING MOTIVATION . . . MAKE A LIST OF REASONS YOU’RE SEARCHING

If you find yourself putting off your job search or simply not looking forward to any part of the process, you’re letting the discomfort of a job hunt distract you from the reason you’re looking for a new job. Get back in the right headspace by bringing the focus back to what motivates you.

Make a list of the reasons you’re looking for a new job–toxic workplaceskipped over for a promotionlow salary, etc.–and keep it in a prominent place. Not only will this motivate you to stick to your plan and find a new job, but it will also prepare you for the interviews ahead by keeping your deeper purpose of your job search front and center.

7. IF YOU’RE FEELING BURNED OUT . . . SCHEDULE SOME DOWNTIME

Little tasks can pile up, especially if you’re managing a full-time job during your job search. Instead of spending a whole day on your job hunt once a month and getting frustrated with your lack of progress, set short but regular periods of time to check in and make consistent progress. A half-hour two or three times a week will ensure that you’re responding to hiring managers at appropriate intervals and staying on top of new opportunities as they come out.


Related:This Is What It’s Like To Search For A Job As A Black Woman


A job search is a job of its own: You’re practicing time management, patience, and even customer service as you balance your search with your current job. But you don’t have to let the complexity of all the resumes, cover letters, applications, and interviews throw you off. Just find an organizational method that works for you so that the energy you put into the job search pays off with a new job–not a new headache!

 

FastCompany.com | January 10, 2018 | BY SARAH GREESONBACH—GLASSDOOR 6 MINUTE READ

 

Your #Career : Here’s What To Do When Common #CareerAdvice Doesn’t Work For You.. When working with your Former Company’s Sponsored ‘highly processing’ #OutplacementServices & Programs. Here is What you Can Do on your Own.

“After Cattle Call Meeting to Simply Sign Up on their Website. Now What??”

You’re  smart enough to spot bad career advice, but what about when you get good advice that you know works for a lot of people, but doesn’t work for you?

It can be tempting to throw your hands in the air and say “I give up.” But this isn’t your only option. Here are some ideas on what you can do when following common career advice isn’t bringing you much success.


Related: The Most Common Career Advice That Graduates Should Ignore (And What To Do Instead)


INSTEAD OF: BE SPECIFIC ABOUT WHAT YOU WANT

TRY: BROADENING YOUR HORIZONS AND LOOKING FOR WHERE THE DEMANDS ARE

We’re often advised to be specific and strategic about what we’re after. While this might be great advice for some, others might find that this approach yields little results for them–particularly when they’re trying to land their first entry-level job.

These days, it’s no longer enough to have a college degree, candidates need to have work experience, whether it be through internships or part-time gigs. But sometimes, even that isn’t enough. Marketing professional and freelance writer Brittney Oliver witnessed this when she embarked on her post-college job search. Despite five internships under her belt, it took her eight months and over 100 interviews before she landed her first job.


Related: These Are The Mistakes That Even Experienced Job Seekers Keep Making


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As Oliver previously wrote in Fast Company, being a woman of color presented her with additional challenges that her white peers might not have had to face. But considering that the interviewers’ unconscious bias wasn’t something she had much control over, she focused on what she could control. When she started her job search, Oliver had her sights only on PR jobs in New York City. But after struggling to secure a position, she saw her peers turn their degrees into “transferable skills that helped them land jobs outside of their fields.” She began to do the same.

This was also a strategy that Sydney Brunson, a diversity programs specialist at Pinterest, employed. Brunson told Oliver, “had I solely focused on jobs and careers in public relations or communications, my story might be different. I would encourage students to broaden their horizons and scope when searching for jobs.”

Another practical tip could be to look for roles that companies have difficulty filling. Ify Walker, founder of talent matchmaking firm Offor Walker Group, suggested that candidates who are having trouble landing jobs should try to put themselves “in places where others might say, ‘I don’t want to do that, or that’s too hard.’”

INSTEAD OF: EXPAND YOUR NETWORK

TRY: FIGURE OUT HOW YOU CAN HELP OTHERS IN YOUR EXISTING NETWORK

It’s true that having a large professional network never hurts, and you never know what opportunities could come out of new interactions. But if, like most people, your time is limited, making yourself attend three to four networking events a week in attempts to “widen your network” might not be the best use of your time.

Chances are, you probably have a few people in your current network that can help you get ahead. Alexandra Cavoulacos and Kathryn Minshew, cofounders of career site The Muselisted these types of people in their book, The New Rules Of Work: The Modern Playbook For Navigating Your CareerFrom those who hold similar positions to you, people related to your industry or role but with different responsibilities, the person one or two levels ahead of you and even the newbie who just started their careers–these are all valuable relationships to cultivate.

Of course, it goes without saying that in order to reap the benefits, you have to be willing to give. For example, you might recommend a candidate to your senior coworker when you hear that they’re hiring. When it comes to those who have a similar job to you, you might share your learnings and lessons and act as each other’s “buddies” when you do attend a big event.

INSTEAD OF: FIND A MENTOR

TRY: FOCUS ON MAKING YOURSELF MORE VALUABLE

No one really “makes it” on their own, so it’s no surprise that many successful people attribute their success to the help of others. Unfortunately, this has resulted in the idea that for our careers to have any chance of flourishing, we need to have a go-to mentor–a leader in our field  who we can turn to for advice in times of trouble. Oh and they need to be as equally invested in our careers as we are.

Of course, finding a person like this is definitely great for your career, but busy and important people don’t always have time to be unpaid career coaches. And plenty of successful people have had thriving careers without one consistent mentor (WeWork’s CEO and cofounder Adam Neumann is a great example). Having a mentor is not the be all and end all to your career.

Instead of focusing on what you can get, focus on what you can give. You can start with doing this at work, by making sure that you’re fulfilling every aspect of your job description, and going above and beyond when possible. Then you can also position yourself to “get in on what the higher ups” are saying, as Fast Company‘s Rich Bellis wrote in a previous article.

There are several ways to do this if you’re a junior employee–you can ask your boss directly to see if they can fill you in on what they discussed at the leadership meeting, or you can muster the courage to introduce yourself to the company’s leaders when you see them around the office. You’ll not only gain valuable insights about how your company works, but you might develop a relationship with someone who literally has control over your career.

INSTEAD OF: BUILD AND CULTIVATE A PERSONAL BRAND

TRY: FOCUS ON DEEPENING YOUR EXPERTISE IN YOUR FIELD

In the age of social media influencers, it’s easy to get fixated on making our online presence as polished (and popular) as possible. But unless your job title is social media marketer, at some point, you’ll probably see diminishing returns to all this self-promotion–particularly when the time you spend trying to gain followers on Instagram is cutting into the time you’re spending on your actual work.

In his book Perennial Seller: The Art Of Making And Marketing Work That Lasts, marketer and writer Ryan Holiday stressed that if you want to create a product that will stand the test of time, you have to create a great product. He wrote, “even the best admen will admit that, over the long term, all the marketing in the world won’t matter if the product hasn’t been made right.”

The same logic can apply to our careers. If we’re not good at what we do, no amount of retweets and likes will hide that fact. As entrepreneur John Rampton wrote in a previous Fast Company article, “It’s one thing to tout your best qualities and another to push them so hard that you fall into false marketing.”

INSTEAD OF: PUT YOURSELF OUT THERE

TRY: PUT YOURSELF IN SITUATIONS THAT LET YOU BE YOUR BEST

Many of us have a conventional idea of what success looks like. Go for the biggest job and opportunity, have lots of powerful friends, make a lot of money.

For some people, this “overachieving” mind-set is a surefire recipe for disaster and exhaustion, as Morra Aarons-Mele wrote in her book, Hiding in the Bathroom: An Introvert’s Roadmap to Getting Out There (When You’d Rather Stay Home)She wrote, “If you need more control over your space, pace, and place of work than others, the traditional career-ladder approach to success is all the more daunting–and possibly futile.”

Aarons-Mele went on to write, “But let me be clear: When introverts like me realize that the success they’re chasing isn’t making them happy, it’s not because they’re lazy or unambitious.” Rather, it’s about understanding what environments make you perform at your best, and what environments make you struggle–and embracing it. After all, life doesn’t require you to conform to society’s perceived idea of career success. What that looks like to you is wholly up to you to decide.

ABOUT THE AUTHOR

Anisa is the Editorial Assistant for Fast Company’s Leadership section. She covers everything from personal development, entrepreneurship and the future of work.

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FastCompany.com | January 8, 2018 | BY ANISA PURBASARI HORTON 6 MINUTE READ

Your #Career : How You’ll Look For A Job In 2018…Here are Three(3) Things to Pay Careful Attention to If you’re Among those Who Plan to Look for Work in 2018.

Plenty of New Year’s resolutions include searching for a new job. And people don’t just add it to their lists because they hate their current job. Overall, ZipRecruiter found that nearly half (49%) of Americans who are actively looking for a new job said they love, or at least like, their current job. But 68% of employed job seekers believe that the types of jobs available today are better than what was available before.

For those looking at greener pastures, there’s good news. The ManpowerGroup Employment Outlook Survey found that 21% of the over 11,000 employers across all industries in the U.S. they surveyed are planning to hire in the coming quarter. And no need to fear that AI or automation is eliminating jobs. Deloitte’s Global Human Capital Trends report of more than 10,000 HR and business leaders found that 77% said they will either retrain people to use new technology, or will redesign jobs to better take advantage of human skills.

So if you’re actively looking for a new position or planning to hunt in 2018, here are some things to keep in mind that will impact the way you search and land that new job.

TOP SKILLS AND HOW TO SHOWCASE THEM

Dan Shapero, vice president of careers, talent solutions, and learning at LinkedIn says, “The skills employers are looking for are changing rapidly, so it’s important for professionals to constantly learn the emerging skills in their field as well as new skills that open up entirely new career options.” LinkedIn recently added a feature that notifies members what skills are trending among people with the same job title. But Shapero suggests, “By switching their thinking from “what is my title” to “what are my skills,” professionals can broaden their job options.”

Joachim Horn, CEO of SAM Labs, says current job seekers can better position themselves for 2018 career opportunities by making it a personal goal to become more proficient in STEM. “Whether it’s taking on a specific subject like computer programming or psychology, learning how to analyze data more effectively, instructing others to use technology,” he says, “signing up for a course like statistics or basic fundamentals of coding, watching an online tutorial on argumentation, or even working on an independent project at home like a DIY kit, are all great examples of ways to build STEM abilities.”

SurveyMonkey CEO Zander Lurie contends that the soft skill that will get more play in the coming year is curiosity, especially as AI gets smarter. But it’s still flying under most people’s radar, given that only 5% of more than 13,000 workers polled by SurveyMonkey and INSEAD say curiosity “should be in the top two most rewarded employee characteristics to help your company change and adapt for the future.” Communication (36%), self-motivation (29%), commitment (28%), and professionalism (27%) were the top three soft skills listed by workers. Yet, as Lurie points out, “You know who’s really good at commitment and professionalism? Freakin’ robots.”

 

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

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WORKING WITH AI

Get really prepared to work through artificially intelligent means of searching for jobs. The 2018 Entelo Recruiting Trends Report that surveyed 1,143 talent acquisition professionals found that 62% of companies plan to spend on AI-powered recruiting software. Of those, 86% plan to spend on intelligent sourcing software.

That starts with Google. Susan Vitale, the CMO of iCIMS, notes that earlier this year, Google announced Google for Jobs. As part of that program, recruitment software providers such as iCIMS have partnered with Google to improve the job search experience through machine learning capabilities. “What this means for job seekers is that it will be much easier to quickly search and apply for a job with a simple Google search,” she says. Google’s partnership with Paysa means that it’s also easier to search for a salary range for those open positions.

But it also means there are a plethora of platforms designed to match you with jobs that you might never have considered otherwise. For example, with Leap.ai, you have to do a self-assessment that focuses on sussing out your strengths (i.e., collaboration, leadership), skills (UX design, sales, marketing), and personal values, as well as job preferences (working in teams, independent, remote). TalentWorks also uses AI to optimize your resume and application and also provides human coaching (for a fee), while Talify’s college student users take personality assessments, and SquarePeg’s users take psychometric testsdesigned to make better matches to jobs where you’d actually perform your best.

ADAPTING TO DIFFERENT KINDS OF INTERVIEWS

Elaine Varelas, managing partner of Keystone Partners, insists that video interview expertise will be a must. “Every level of candidate will participate in AI video-screening interviews,” she states. “And they will need to be skilled at answering questions with no visual cues, feedback, or encouragement.”

Lindsay Grenawalt, head of People for Cockroach Labs, says that exercise-based interviews are becoming more common for non-technical workers. “Rather than guess if a candidate can do the job based on their answers to behavioral questions,” she says, “exercise-based interviews ask for candidates to show [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”][what they can do].”

That means job-based simulations in the form of case studies, individual exercises, and presentations. “Since each interview focuses on different areas, collectively, says Grenawalt, the interviews are mini snapshots of the candidate’s capabilities.

“Candidates get a clear understanding of what it would be like to work at the company and in that role on a day-to-day basis,” she says. Fear not, she says. Because they require a high degree of engagement, they are more collaborative and a better experience overall than traditional interviews in which candidates have to sweat through a series of stress-inducing questions. Grenawalt recommends taking advantage of all of the information companies are making available on their hiring and interview process to shine in this kind of interview.

Matt Glotzbach, CEO of Quizlet, says it will be important for candidates to be able to articulate and emphasize skills that allow them to work side by side with new technologies. “Showing to future employers not only that you understand the technologies of today, but also that you’re actively learning new skills, topics, and subjects will be key,” says Glotzbach. Be prepared to discuss microcredentials, boot camps, self-driven learning projects, or side hustles, he says. “Learning doesn’t stop when you receive a diploma.”

ABOUT THE AUTHOR

Lydia Dishman is a reporter writing about the intersection of tech, leadership, and innovation. She is a regular contributor to Fast Company and has written for CBS Moneywatch, Fortune, The Guardian, Popular Science, and the New York Times, among others.

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FastCompany.com | January 1, 2018

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Your #Career : 5 Components of an Attention-Grabbing Resume…You Only Get a Few Seconds for your Resume to Make the Cut, but That’s All you Need When you Know What Hiring Managers are Looking For.

A resume is one of the most important documents you attach your name to. The content on these few pages can drastically change your life, presenting you with new opportunities or taking you down a new career path altogether.

ResumeInHole

With 2017 right around the corner, many “career change” New Year’s resolutions will be made. If you are seeking new opportunities or testing the job market, make sure your resume isn’t missing any of these components.

1. Flowing story.

Your resume tells your story, so make sure it is easily understood and has a great flow to it. Hiring managers have hundreds and sometimes several thousand resumes to scan, so if they are confused at any point while reading yours, it will quickly end up in the trash.

Your story should be very clear. The person reading your resume should be able to quickly understand who you are, what you currently do, what you have done in the past, when and where you have done it and how good you were at doing it.

If you need guidance, consider using a free resume builder to help tell your story using a pre-made template.

Related: Here’s How to Determine If College Is Worth the Cost

 

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2. Strong top-third.

The top third of your resume needs to quickly grab the attention of its reader enough that you get placed in the “review for consideration” pile. It’s important that you sell yourself strongly in the beginning, as nobody is going to read every word of your resume on the first round.

The average resume receives only six seconds of review time, so take that into consideration when you are putting it together. Determine how much of your resume can be read in six seconds, and make sure you are building a strong argument for yourself in that small window of time.

3. Formatted for easy reading and skimming.

Your resume will receive more attention if it’s broken down into bite size bullets and sections, rather than long drawn-out paragraphs of information. If you have a lot to say, that’s fine, just break it up into an easy to digest format.

Nobody wants to sit there and read massive blocks of text. Highlight your key points through creative formatting that allows a reader to skim through it and still retain the important parts. Nobody has time to read a resume top to bottom — use formatting to your advantage — selling yourself without writing a novel.

Related: What New York City’s New Freelancer Law Means for All Small Businesses

4. Use descriptive keywords especially in the beginning.

Regardless if an actual human or software is reading your resume, the right keywords will make yours stand out. Many human resource departments use an applicant tracking system, or ATS, which allows them to filter applications based on keywords, skills, former employers, length of experience and education. Using descriptive keywords in the beginning of your resume will help you get the attention of this software, or catch the eye of a human, if the company has someone manually scanning applicants.

Related: Making Tons of Money Means Nothing If You Don’t Have a Passion for Your Startup

5. Be specific when describing your success.

Saying you were “good” at something isn’t enough — you need to be specific. Why were you good at something? What did you specifically accomplish? Include measurable success to back up your claim of being good.

What is going to draw more attention?

  • Increased sales and production while managing a large sales team.
  • Increased sales by 218 percent while managing a team of 32 in-house sales representatives.

“Providing specific examples to what you have accomplished makes your resume much stronger and adds the supporting evidence that employers want to see,” advises Hannon Legal Group founder, James Hannon. Don’t be afraid to include impressive accomplishments — these are your selling points, so don’t think of this as boasting and bragging.

Entrepreneur.com | December 15, 2016 | Jonathan Long 

Your #Career : Should You Apply For Your Dream Job If You’re Not Qualified?…Recruiters Weigh in with some Surprising Advice on the Importance of Being Qualified to Get the Job you Want.

If your résumé is hard to read, no one will.

It’s a conundrum. Should you channel your inner life coach and go for it? Or should you follow the rules and wait until you have the right experience or credentials? If you sit it out, you may miss a great opportunity. On the other hand, you don’t want to waste your time or, worse, alienate hiring managers by wasting theirs.

It’s a tough question, but you should almost always err on the side of “go for it,” says career expert Cynthia Shapiro author of What Does Somebody Have to Do to Get a Job Around Here? 44 Insider Secrets That Will Get You Hired. After all, everyone has to take a job that stretches skills if they want to move ahead. Before you do, these career coaches and recruiters recommend asking yourself these six questions.

AM I 51% QUALIFIED?

Shapiro’s rule of thumb is that you should meet 51% of the listed qualifications. That’s an arbitrary estimate, but her point is that a job listing is like a house-hunter’s wish list: You ask for everything you want and understand that you’ll likely have to compromise.

“What they’re really looking for is an intangible that they can’t put in a job posting. If you’ve got 51% of what they’re looking for, you should proudly send your resume in,” she says.

 

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AM I MISSING REQUIREMENTS THAT ARE NECESSARY TO DO THE JOB?

Obviously, if you lack a specific degree, license, or specialized training necessary or legally required to do the job, you need to earn that before you apply. But what if you’re lacking the years of experience or some other less objective credential? Still go for it, says Maddie Stough, HR recruiting practice team leader at LaSalle Network.

For example, if the job description requires five to seven years of experience, she says, “You should be looking at it if you have three to 10 years of experience.” Use your resume and cover letter to highlight the responsibilities held and achievements within your job that align with what your stretch job will require.

CAN I EXPLAIN MY JOB PROGRESSION?

A spotty background with a year here and two years there is usually only problematic if it’s not strategic, says James Philip, managing director of executive search firm JMJ Phillip. You should be able to show that you didn’t just change jobs for the next title bump or pay bump, but that you were strategically increasing your experience and developing your skills, Phillip says.

“If they’ve just jumped jobs, there’s going to come a time when they haven’t really honed in on a craft,” he says. Be sure to highlight the career-focused reasons for making the moves you did.

IS MY RESUME A STRETCH?

First, make sure that you’re not stretching the truth on your resume to get your stretch job, Shapiro says. It’s very easy to find out if you actually held a title or hold the degree you have, and employers are increasingly likely to check references or even conduct a background check. So don’t include anything that isn’t true. But you can also show your best side without being deceitful.

When you’re writing your resume and cover letter, think of them as marketing tools, Shapiro says. Companies can usually teach job skills. Many are looking for intangible qualities like emotional intelligence, which is considered to be one of the fastest growing job skills. They also look for enthusiasm, corporate fit, attitude, and approach, which often can’t be taught, she says. Use your documents to convey how you approach challenges, look for ways to improve situations, and achieve success, she says.

HOW BIG IS THE COMPANY?

Phillips says it’s usually easier to stretch into a smaller company than a larger one. Big companies may have preliminary screening that matches resumes with job qualifications. If you’re in the applicant “slush pile,” you could be taken out of the running before you have a chance to shine in person. But that doesn’t mean you shouldn’t try to land that big-company job, he says. However, smaller firms may be more willing to take a chance on someone who is a little inexperienced.

DO I HAVE A CHAMPION?

A champion can change the equation, Stough says. If you have a contact, friend, or colleague who is giving you a warm introduction or recommendation for a stretch job, you’ve got a real advantage, she says. So before you apply, scour your network and LinkedIn contacts to see if you know someone (or know someone who knows someone, an otherwise “weak” connection) who can put your resume in play with a “thumbs up,” she says. That can go a long way toward getting you in front of hiring managers so you can sell yourself.

 

FastCompany.com | GWEN MORAN |  11.23.16 5:00 AM

#BestofFSCBlog : 34 Things you Should Remove from your Résumé Immediately. A MUst Read!

If you want to pass that test, you need to have some solid qualifications — and the perfect résumé to highlight them.

0218_land-interview-resume_650x4551-300x210 (1)

Here are 34 things you should strike from your résumé right now.

1. An objective

If you applied, it’s already obvious you want the job.

The exception: If you’re in a unique situation, such as changing industries completely, it may be useful to include a brief summary.

2. Irrelevant work experiences

Yes, you might have been the “king of making milkshakes” at the restaurant you worked for in high school. But unless you are planning on redeeming that title, it is time to get rid of all that clutter.

But as Alyssa Gelbard, career expert and founder of career-consulting firm Résumé Strategists, points out: Past work experience that might not appear to be directly relevant to the job at hand might show another dimension, depth, ability, or skill that actually is relevant or applicable.

Only include this experience if it really showcases additional skills that can translate to the position you’re applying for.

3. Personal details

Don’t include your marital status, religious preference, or Social Security number.

This might have been the standard in the past, but all of this information could lead to discrimination, which is illegal, so there’s no need to include it.

 

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4. Your full mailing address

A full street address is the first thing Amanda Augustine, a career-advice expert for TopResume, looks for to immediately cut from a résumé.

“Nobody needs to have that on their résumé anymore, and, to be quite honest, it’s a security concern,” she tells Business Insider.

5. More than one phone number

Augustine suggests only including one phone number on your résumé, and that number should really be your cell phone, so you can control who answers your incoming phone calls, when, and what the voicemail sounds like.

“Also, you don’t want employers trying to contact you in five different places, because then you have to keep track of that,” she says.

6. Your hobbies

In many cases, nobody cares.

If it’s not relevant to the job you’re applying for, it’s a waste of space and a waste of the company’s time.

Free- Man on Skateboard with Sign on Ground

7. Blatant lies

A CareerBuilder survey asked 2,000 hiring managers for memorable résumé mistakes, and blatant lies were a popular choice. One candidate claimed to be the former CEO of the company to which he was applying, another claimed to be a Nobel Prize winner, and one more claimed he attended a college that didn’t exist.

Rosemary Haefner, chief human-resources officer at CareerBuilder, says these lies may be “misguided attempts to compensate for lacking 10o% of the qualifications specified in the job posting.”

But Haefner says candidates should concentrate on the skills they can offer, rather than the skills they can’t offer.

“Hiring managers are more forgiving than job seekers may think,” Haefner explains. “About 42% of employers surveyed said they would consider a candidate who met only three out of five key qualifications for a specific role.”

8. Too much text

When you use a 0.5-inch margin and eight-point font in an effort to get everything to fit on one page, this is an “epic fail,” says J.T. O’Donnell, a career and workplace expert, founder of career-advice site Careerealism.com, and author of “Careerealism: The Smart Approach to a Satisfying Career.”

She recommends lots of white space and no more than a 0.8 margin.

Augustine agrees, warning particularly against dense blocks of text.

“Let’s be honest: You’re looking this over quickly, you’re glancing through it, your eyes glaze over when you get to a big, long paragraph,” she says.

9. Too many bullets

In the same vein, you can also overload your résumé with too many bullet points, which Augustine calls “death by bullets.”

“If absolutely everything is bulleted, it has the same effect as big dense blocks of text — your eyes just glaze over it,” she says.

Augustine explains that bullets are only to be used to draw attention to the most important information. “If you bullet everything, everything is important, which means really nothing stands out,” she says.

Free- Time Mans Watch

10. Time off

If you took time off to travel or raise a family, Gelbard doesn’t recommend including that information on your résumé. “In some countries, it is acceptable to include this information, especially travel, but it is not appropriate to include that in the body of a résumé in the US.”

11. Details that give away your age

If you don’t want to be discriminated against for a position because of your age, it’s time to remove your graduation date, says Catherine Jewell, author of “New Résumé, New Career.

Another surprising way your résumé could give away your age: double spaces after a period.

12. References

If your employers want to speak to your references, they’ll ask you. Also, it’s better if you have a chance to tell your references ahead of time that a future employer might be calling.

If you write “references upon request” at the bottom of your résumé, you’re merely wasting a valuable line, career coach Eli Amdur says.

13. Inconsistent formatting

The format of your résumé is just as important as its content, Augustine says.

She says the best format is the format that will make it easiest for the hiring manager to scan your résumé and still be able to pick out your key qualifications and career goals.

Once you pick a format, stick with it. If you write the day, month, and year for one date, then use that same format throughout the rest of the résumé.

14. Personal pronouns

Your résumé shouldn’t include the words “I,” “me,” “she,” or “my,” says Tina Nicolai, executive career coach and founder of Resume Writers’ Ink.

“Don’t write your résumé in the third or first person. It’s understood that everything on your résumé is about you and your experiences.”

15. Present tense for a past job

Never describe past work experience using the present tense. Only your current job should be written in the present tense, Gelbard says.

16. A less-than-professional email address

If you still use an old email address, like BeerLover123@gmail.com or CuteChick4life@yahoo.com, it’s time to pick a new one.

It only takes a minute or two, and it’s free.

17. Any unnecessary, obvious words

Amdur says there is no reason to put the word “phone” in front of the actual number.

“It’s pretty silly. They know it’s your phone number.” The same rule applies to email.

18. Your current business-contact info

Amdur writes at NorthJersey.com:

This is not only dangerous; it’s stupid. Do you really want employers calling you at work? How are you going to handle that? Oh, and by the way, your current employer can monitor your emails and phone calls. So if you’re not in the mood to get fired, or potentially charged with theft of services (really), then leave the business info off.

19. Headers, footers, tables, images, or charts

These fancy embeddings will have hiring managers thinking, “Could you not?”

While a well-formatted header and footer may look professional, and some cool tables, images, or charts may boost your credibility, they also confuse the applicant-tracking systems that companies use nowadays, Augustine tells Business Insider.

The system will react by scrambling up your résumé and spitting out a poorly formatted one that may no longer include your header or charts. Even if you were an ideal candidate for the position, now the hiring manager has no way to contact you for an interview.

Free- Business Desk

20. Your boss’ name

Don’t include your boss’ name on your résumé unless you’re OK with your potential employer contacting him or her. Even then, Gelbard says the only reason your boss’ name should be on your résumé is if the person is someone noteworthy, and if it would be really impressive.

21. Company-specific jargon

“Companies often have their own internal names for things like customized software, technologies, and processes that are only known within that organization and not by those who work outside of it,” Gelbard says. “Be sure to exclude terms on your résumé that are known only to one specific organization.”

22. Social-media URLs that are not related to the targeted position

Links to your opinionated blogs, Pinterest page, or Instagram account have no business taking up prime résumé real estate. “Candidates who tend to think their personal social media sites are valuable are putting themselves at risk of landing in the ‘no’ pile,” Nicolai says.

“But you should list relevant URLs, such as your LinkedIn page or any others that are professional and directly related to the position you are trying to acquire,” she says.

23. More than 15 years of experience

When you start including jobs from before 2000, you start to lose the hiring manager’s interest.

Your most relevant experience should be from the past 15 years, so hiring managers only need to see that, Augustine says.

On the same note, never include dates on education and certifications that are older than 15 years.

24. Salary information

“Some people include past hourly rates for jobs they held in college,” Nicolai says. This information is completely unnecessary and may send the wrong message.

Amy Hoover, president of Talent Zoo, says you also shouldn’t address your desired salary in a résumé. “This document is intended to showcase your professional experience and skills. Salary comes later in the interview process.”

25. Outdated fonts

“Don’t use Times New Roman and serif fonts, as they’re outdated and old-fashioned,” Hoover says. “Use a standard, sans-serif font like Arial.”

Also, be aware of the font size, she says. Your goal should be to make it look nice and sleek — but also easy to read.

26. Fancy fonts

Curly tailed fonts are also a turn-off, according to O’Donnell. “People try to make their résumé look classier with a fancy font, but studies show they are harder to read and the recruiter absorbs less about you.”

27. Annoying buzzwords

CareerBuilder asked 2,201 US hiring managers: “What résumé terms are the biggest turnoffs?” They cited words and phrases such as, “best of breed,” “go-getter,” “think outside the box,” “synergy,” and “people pleaser.”

Terms employers do like to see on résumés include: “achieved,” “managed,” “resolved,” and “launched” — but only if they’re used in moderation.

Close-up of businessman preparing bomb in office

28. Reasons you left a company or position

Candidates often think, “If I explain why I left the position on my résumé, maybe my chances will improve.”

“Wrong,” Nicolai says. “Listing why you left is irrelevant on your résumé. It’s not the time or place to bring up transitions from one company to the next.”

Use your interview to address this.

29. Your GPA

Once you’re out of school, your grades aren’t so relevant.

If you’re a new college graduate and your GPA was a 3.8 or higher — it’s OK to leave it. But, if you’re more than three years out of school, or if your GPA was lower than a 3.8, ditch it.

30. A photo of yourself

This may become the norm at some point in the future, but it’s just weird — and tacky and distracting — to include a photo with your résumé for now.

31. An explanation of why you want the job

That’s what the cover letter and interviews are for!

Your résumé is not the place to start explaining why you’d be a great fit or why you want the job. Your skills and qualifications should be able to do that for you — and if they don’t, then your résumé is either in bad shape, or this isn’t the right job for you.

32. Opinions, not facts

Don’t try to sell yourself by using all sorts of subjective words to describe yourself, O’Donnell says. “I’m an excellent communicator” or “highly organized and motivated” are opinions of yourself and not necessarily the truth. “Recruiters want facts only. They’ll decide if you are those things after they meet you,” she says.

33. Generic explanations of accomplishments

Don’t just say you accomplished X, Y, or Z — show it by quantifying the facts.

For instance, instead of, “Grew revenues” try, “X project resulted in an Y% increase in revenues.”

34. Short-term employment

Avoid including a job on your résumé if you only held the position for a short period of time, Gelbard says. You should especially avoid including jobs you were let go from or didn’t like.

Vivian Giang and Natalie Walters contributed to earlier versions of this article.

Businessinsider.com | November 21, 2016 | Jacquelyn Smith and Rachel Gillett

 

Your #Career : The Right Way To Discuss Your Failures In A Job Interview…Take Complete Ownership—Even If it Wasn’t All your Fault. Here’s How.

Straightforward enough, right? Yes, but I’m listening for a few key things. First, it asks an interviewee to come up with a specific moment. Rather than the standard “What are your weaknesses?” question, which more often provokes groans from jobseekers, it asks for a concrete professional incident. But this gives a candidate plenty of options: Do they focus on a lost promotion, or a failed project? Do they make it about themselves, or about their company? You can see a lot of their personality by how they interpret the question.

What’s more, by asking what caused the failure, the question doesn’t require an applicant to take responsibility for it, though they might choose to. In my experience, these are three types of answers I typically hear—with some responses earning better marks than others.

THE NON-FAILURE FAILURE

I once spent too much time on a project because I refused to hand over something that I couldn’t be proud of.

This is the answer that induces silent yawns from hiring managers. It’s a candidate’s attempt to convey a strength wrapped in the veneer of a weakness. You’ll often get this answer from people early in their careers who aren’t yet comfortable with the idea that failure and weakness are part of any job.

 

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If a candidate who’s still early in their career answers this way, I’ll often give them a second chance: “That could also be interpreted as a moment of strength and having high standards. Do you have another example?”

If the candidate is more experienced, though, this answer worries me. It implies they still haven’t learned to be comfortable with their own shortcomings. Acknowledging your weaknesses is critical to making career progress—you first need to know when you mess up and then think critically about why.

So as an interviewer, if you can only get a “non-failure failure” from a candidate, it may be time to move on.

THE BLAME-IT-ON-OTHERS DISAPPOINTMENT

I once was due for a promotion, but my manager didn’t give it to me because there was another candidate who was my boss’s favorite.

This answer upsets me the most. It shows that the candidate doesn’t focus quite enough on the things that are actually within in their control, choosing instead to rationalize their disappointments by putting responsibility on someone or something else.

This type of employee may not be looking (or ready) to grow outside their current role; they’re simply expecting to get promoted just for doing their job and nothing more.

But not necessarily. Sometimes life is really is unfair. Maybe they wereslighted! While this might be true, when you’re hiring, you want to find people who view any situation as an opportunity to assess how they might’ve done things differently to achieve a better outcome—even if they weren’t at fault. You want people who put the burden of responsibility on themselves, even if others may share in it, too. These are likely to be the hires who will surprise you by going above and beyond.

COMPLETE OWNERSHIP

I was once working on a project, and the client hated the result. I realized that I could’ve put more effort into the project and worked to better understand their needs up front. It taught me a lot about my approach to kicking off new projects going forward.

This is the ideal answer. When someone says this, I often have to stifle a grin.

Make no mistake: There are multiple people or systems at fault in pretty much any failure situation. The point isn’t to ask a jobseeker to pretend otherwise; in this example, it’s more than likely that the client didn’t do a perfect job of explaining what they wanted, or maybe they changed the scope of the project after it started. Even so, it’s still critical for a candidate to take complete ownership of a problem. That’s the starting point for finding any workable solution.

So yes, complete ownership might seem extreme, but the people who default to that tendency may have some serious advantages over those who don’t. First, they may be more likely to view situations through the lens of, “How can I improve this?” Rather than wait for others to change, they quickly take action within their span of control to improve a situation—including persuading others to act. They realize that their role in the company isn’t just their narrow job description, but includes doing whatever it takes to get a successful result.

Second, they’re the ones who are most likely to improve their own skills by choice. Rather than waiting for formal training, they spend their downtime teaching themselves the ins and outs of a new marketing technology, for instance, or how to program in a new language. They’re passionate, and they’re problem solvers. They realize their own potential and constantly pursue a better version of themselves.

Finally, taking complete ownership of your failures shows you’re someone who avoids politics. Rather then expending emotional energy complaining about other team members, these people realize their own ability to influence a situation and address interpersonal issues head-on.

So while it may seem a little reductive, try testing out this interview question as a hiring manager. It may help you build a team of people who shirk petty politics and are always striving to improve their own skills. And if you’re a job seeker and an interviewer asks you to discuss your failures, don’t hold back—own up to what went wrong and how the experience taught you to switch up your approach. That just may improve your chances that the interview itself will turn out a success.


Allen Gannett is the CEO of TrackMaven, a content and social marketing analytics company. He is based in Washington, D.C., and can be followed at @Allen.

FastCompany.com |  ALLEN GANNETT  | 10.30.16 5:00 AM

#Leadership : From Landing A Promotion To Harnessing Stress: October’s Top Leadership Stories…This Month’s Top Stories may Help you Put your Stress to Good Use, Write Better Cover Letters, or Even End the Year with a Promotion.

This month, we learned which cover letter gaffes turn hiring managers away, what kinds of work-related stress may actually be useful, and why the cybersecurity sector may want to consider recruiting musicians.

These are the stories you loved in Leadership in October 2016:

1. I REVIEW HUNDREDS OF COVER LETTERS—HERE’S WHAT I INSTANTLY REJECT

The days of the cover letter may ultimately be numbered, but they’re still widely used to screen candidates. These are some of the most common immediate disqualifiers, according to one experienced hiring manager.

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2. I’M A CEO—HERE’S HOW I DECIDE WHETHER TO GIVE YOU A RAISE OR LAY YOU OFF

Got your eye on a raise or promotion by the end of the year? To get it, you’ll need to make a case for what you’re worth to your company. This month, one CEO shared the basic math he uses to make decisions like these, saying, “For every dollar that you hope to get in increased pay, you need to bring in three to five dollars to the business for your raise to make sense.”

3. USE THIS FORMULA TO TAME YOUR HOPELESS TO-DO LIST

Chances are your to-do list is a bit of a jumble, right? You’re not alone—the very act of prioritizing your daily action items sometimes doesn’t feel like a top priority. But with this straightforward method, you can give your work tasks some much-needed structure, and all you need to know are your ABCs.

4. SORRY, BUT SOME WORK-RELATED STRESS IS GOOD FOR YOU

Chronic stress can be a workplace killer, but researchers believe that smaller doses of “acute” stress may actually help us develop our skills and boost productivity. Here’s a look at a few ways to make limited amounts of job-related stress work in your favor.

5. GM TO TOP TECH TALENT: DITCH SILICON VALLEY FOR DETROIT

The legacy carmaker isn’t exactly known for its fast-paced, innovative culture, but CEO Mary Barra is trying to change that. With several key acquisitions under its belt, GM is picking up a few things from the tech world, hoping the best and brightest will take note.

6. 3 CRUCIAL THINGS I’VE LEARNED IN MY FIRST 30 DAYS AS A MANAGER

Becoming a new manager isn’t easy. For Buffer’s Katie Womersley, it didn’t help that she felt the people she was tasked with managing were better developers than she was. Here’s what she says it took to shake that self-doubt and settle into her new role.

7. GWYNETH PALTROW ON WHY HER MONTHLY CAPSULE COLLECTIONS SELL OUT IN HOURS

Paltrow told Fast Company this month that recent rumors she’d be leaving Goop, her lifestyle brand, are dead wrong. The company is growing fast, thanks in no small part to the “lean” startup methods that inform its new, curated product lines featuring just a handful of items at a time.

8. THREE WAYS TO WRITE SHORTER, MORE EFFECTIVE EMAILS

Email is only as effective as what it gets done, so this week we learned how to trim the inefficiencies out of our messages to make sure they accomplish more in fewer words.

9. MUSICIANS MAY BE THE KEY TO THE CYBERSECURITY TALENT SHORTAGE

Data breaches are becoming so commonplace that the cybersecurity sector can’t seem to grow fast enough to help organizations defend themselves. In fact, the sector is at 0% unemployment, and the race to find qualified talent is driving up wages. That means looking for crossover skills in unlikely places, and some believe that musical training may be one of them.

10. SCIENCE-BACKED WAYS TO BUILD CONFIDENCE WHEN YOU FEEL LIKE YOU’RE OUT OF YOUR LEAGUE

There’s plenty of advice out there for faking confidence, but the better approach may actually be to persuade yourself to actually feel the vibe you’re trying to project. Here’s a look at the latest psychological research on how to trick your brain into greater self-assurance.

FAST COMPANY STAFF 10.28.16 5:00 AM

Your #Career : Exactly How To Position Yourself As A First-Time Jobseeker…Here’s what “Personal Branding” Looks Like When you Don’t have Much Work Experience to Draw On.

If you’re kicking off an entry-level job search, standing out in a sea of qualified candidates can be tough. After all, your work experience is likely limited to internships, and your academic credentials may be a hit or miss as far as an employer’s needs are concerned.

20 yr old hired

So how do you break through? It’s all about positioning. You simply need to create an identity for yourself that not only sets you apart but that prospective employers find desirable. But what makes that challenge different from the typical advice on personal branding is that new jobseekers don’t have much of an employment record with which to build their profiles. Here’s what to do instead.

“PERSONALITY” MIGHT NOT BE ENOUGH

When I interview entry-level candidates, almost all of them who show up are capable of doing the job. That’s because I’ve screened out applicants who don’t have the basic skills required for the position. So most candidates who make it over that first bar are pretty similar to one another.

Getting from that initial pool of interviewees to actually landing a job offer takes more than just researching the company or doing some mock interviews. You also need to think about how to sell your skill set for the job you’re interviewing for. While that sounds intuitive, it’s part of the interview preparation that many candidates overlook—possibly because to them, their credentials may seem self-evident, especially for an entry-level role that may involve a good deal of grunt work.

But companies aren’t just looking for any old pair of hands to do a low-level job. They’re investing in someone with the potential to stick around and, hopefully, do higher-level work. So in order to drive home what makes you appealing and distinctive in an interview, you first need to understand what the employer considers appealing and distinctive.

 

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START ASKING QUESTIONS

The best place to start is to figure out what makes employees in that job successful. All you have to do is ask. Entry-level jobseekers may think it’s overkill to sign up for LinkedIn Premium, but it can help. This way you can search for alumni from your school who already have the type of job you’re interviewing for. (Sometimes universities’ own alumni databases aren’t all that up to date or comprehensive, whereas most people are pretty good about keeping current on LinkedIn.)

Get in touch and ask questions about what skills, qualities, and characteristics an entry-level candidate needs to possess in order to succeed in that role. You can reach out to fellow alumni or even just with connections you have in common on LinkedIn. Ask them if they remember which traits they themselves touted most on their job interviews. And be sure to ask what will get an employee promoted to the next level up from there later on.

Since most employers are hiring entry-level candidates to fill immediate positions and advance over time, it’s important to have a big-picture understanding of the type of candidates your interviewer is looking to hire.

EXPLAIN HOW YOUR SKILLS REFLECT WHO YOU ARE

Now that you’ve pinned down the role’s major success factors, it’s time to have a closer look at your skills. Remember: An interviewer doesn’t really expect you to have much experience for an entry-level job, so it all comes down to skills.

Break those down into a list of your hard and soft skills. Find the common denominators, then turn that into a coherent narrative, not just a series of qualities.

So for instance, if you’ve learned that the junior art director job you’re interviewing for requires you to be creative and a little edgy, that’s how to position yourself. Make sure your portfolio includes work you’ve done in school or during an internship that reflects that attitude and shows your technical competence, too. Let your interviewer know that your art professors and other students appreciated your ability to think ahead of the curve and find solutions to visual or design challenges on the fly. And offer an anecdote about a time that actually happened, don’t just assert that it’s true.

Whether or not your interviewer remembers all the specific details doesn’t really matter; if you’ve positioned yourself well, they’ll certainly remember what you stand for.

DON’T LET YOUR FOLLOW-UP GO TO WASTE

You can reinforce your positioning in your follow-up, too. If you just interviewed for an entry-level sales role and presented yourself as someone with great closing skills, demonstrate that. Go beyond the typical thank-you email and highlight what makes you such a strong closer.

It doesn’t hurt to expand on a point you didn’t get to touch on that much on the interview, as long as it’s relevant. You might mention that, since you’re now at the end of the interview process, you hope you’ve managed to close the deal—and that that’s a skill you’ve been working on. Maybe you picked up some closing techniques in your summer internship or during mock sales calls in a class during your senior year. Or you could simply link to an article you just read on the subject.

Whatever your approach, you’re using that last interaction with an interviewer to extend a point you’ve already built up during the interview process—and, hopefully, proving that the way you positioned yourself actually had substance. Validating that in your follow-up email can go a long way to landing you the job you want. And best of all, you don’t need a long resume with impressive experience to do it.


Don Raskin is a senior partner at MME, an advertising and marketing agency in New York City. He is also the author of The Dirty Little Secrets of Getting Your Dream Job.

 

FastCompany.com |  DON RASKIN | 10.26.16 5:00 AM

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