If you are studying to get a law degree, you probably want to become a lawyer. However, if being an attorney doesnât interest you, there is a lot more you can do with your degree. Depending on the type of degree you get, you can start a career in tax law, politics, mediation, or estate […]
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In the ever-evolving landscape of job searching, Artificial Intelligence (AI) has emerged as a transformative force, reshaping the way recruitment processes function. For career service professionals, […]
The post The Impact of Artificial Intelligence on Job Search: A Quick Guide for Career Advisors appeared first on Blog Job Hunting Career Management Solutions | CareerShift.
Making a career change can be both exhilarating and challenging. Transitioning into a new field often involves showcasing transferrable skills and experiences effectively during interviews. Letâs […]
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If you want to get a job in 2024, you need to be ready to share three stories with every hiring manager and recruiter you meet. These three stories will help recruiters and hiring managers fall in love with you, and this is also how you make a stronger first impression.
Storytelling in general is important, but it can be particularly powerful in the hiring process. When you go into an interview, you need to be able to tell concise stories so that they can validate your knowledge and expertise.
These three stories help them learn more about the complete you...
This story needs to be based on your connection to the employer. They don't want to hear that you love their benefits package or that you heard they pay well. They want to hear why you love their product or service and why you're a huge fan of the customers they serve.
Somehow you need to tell a connection story that gets them to understand your intrinsic motivation, which is just a fancy term for what will get you out of bed every day and want to work for this company. What do you believe in? They can't teach you intrinsic motivation. There are so many candidates out there who look the same that you need to have this really great connection story because that's what gets them to choose you.
Now, the second story you need to have on the ready is why you nerd out on the work that you do and why you love to create the value that you do on the job. Your unique value add (UVA) is how you save a company money, make a company money, solve problems, and alleviate pain. They don't pay you just for the heck of it. You need to create value.
When you can talk about why you love doing the work that you do and how you nerd out on it, you're showing them once again what's going to get you out of bed every day. You're self-motivated to create that value, exceed expectations, be resourceful, and think outside the box. Again, they have all these candidates to choose from. They want the employee who is going to be like that. So, this second story is very powerful.
The third story is the one I love the most right now, which is what's the most exciting or positive thing that happened in your career in the last year? You want to share this story with recruiters and hiring managers because they need to know that you are constantly looking at your career and assessing what's happened to you so that you can learn and grow from it.
When you can recognize that the things that happened to you were very powerful and positive, they know that you're a powerful and positive person who is always striving to learn and grow. And it's also just a great feel-good story that can articulate a lot about you.
So, let's recap.
The three stories you need to share are...
You could type these up right now and have them ready for an interview. Or you could even go so far as to put them in a cover letter. But the one that will go much farther is video.
There is a way for you to record these three stories and rerecord them until their perfect. Then, you can take these three stories, put them in what's called a reel, and send them off as a URL to recruiters and hiring managers. That's when they'll fall in love with you. That's when they will see that you are the kind of person that is more than just the experience. You are the full package, and it will elevate your first impression because video is the new first interview. Video is the new phone screen. So why not take full control, record these three stories, put them in a reel, and send them off?
You can do this by using a new phone app that I love called the McCoy app. This lets you do all of the above so that you can elevate first impressions, make better connections, and get those recruiters and hiring managers responding to you before everybody else.
Job search is a game. To be competitive right now, you need to do things differently. And using video to tell these three stories is a game changer. So I hope you'll check out the McCoy app. But more importantly, please get your three stories ready to go. They are what will differentiate you in this very competitive job market so that you can get the job you want and deserve.
Good luck, and go get 'em!
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Whether you go for a job or pursue higher education, like a PhD, can significantly impact your future. While you sacrifice short-term salary when you opt for post-doctorate education, your long-term learning potential increases by a large margin. Here are some guidelines to assist you in making the most of your PhD degree. A virtual […]
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AI has made its way through several industries in the past few years, revolutionizing how jobs work. The field of statistics is no exception. Not only has the statistics-related job market changed, but its relevant education is also leveraging technology and AI to its advantage. Online statistics programs are gaining popularity rapidly, and you can […]
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In the diverse field of healthcare, a Family Nurse Practitioner (FNP) qualification, especially a post master’s FNP certification, opens the door to a variety of rewarding and impactful job roles. This article will explore the various career paths available to those who have achieved this advanced level of nursing practice. From traditional clinical roles to […]
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In today’s competitive job market, having an edge can make all the difference in advancing your career. Pursuing a master’s degree, particularly online graduate master degrees, offers a strategic advantage for those aiming to land better job opportunities. In this guide, we shall closely look at the top ways in which obtaining a master’s degree […]
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If you are looking to gain more autonomy, respect, and professional responsibility as a nursing professional, you should consider becoming a family nurse practitioner. As an FNP, you can provide preventative and advanced primary care for patients from infancy to old age. You will also perform many of the same tasks as a doctor, enabling […]
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In the dynamic realm of career service professionals, where the line between work and personal life can often blur, finding balance is not just a luxury […]
The post Balancing Work and Life: Strategies for Career Service Professionals appeared first on Blog Job Hunting Career Management Solutions | CareerShift.
So you want to step down from a leadership role to become an individual contributor. A lot of people see leadership at the top and individual contributors at the bottom. And so the natural question is, "Why the step back?" And, unfortunately, over many years recruiters and hiring managers get cynical, so they assume something is going on unless you can successfully explain why you want to step down from your leadership position.
The key to explaining why you want to step down from a leadership position and be an individual contributor again is to follow the "Experience + Learn = Grow" model that I teach at Work It DAILY. You need to keep your explanation as factual and objective as possible.
When you're an individual contributor, one of the bonuses or upsides is that you get to build your skill sets. You get to hone your craft. You get to get to the next level in the kind of value that you can create.
When you become a leader or a manager, you step away from the majority of that. Now you're coaching or mentoring others. It's a different thing. It's servant leadership.
As a leader, what can happen over time is your ability to stay on the cutting edge of your industry and keep up to date with your skills and abilities can dull a bit because you're not doing it every single day.
Here's a great example of how to explain why you're stepping down from a leadership position:
"I was an individual contributor, and in that time I was learning a lot of skills and it positioned me to become a leader. And as a leader, I was able to coach and develop X number of people. But what I miss is my ability to continue learning, growing, and becoming cutting-edge in that skill set. That's why I want to go back to being an individual contributor. I think there's a lot for me to learn and benefit from, and I think there are other people out there that right now it's their turn to lead. But for me, it's about being able to do that workâthe thing that I love and growing my skill set."
That's an honest and valid answer.
It's important to share an explanation like the one above, especially if you're a seasoned professional because age discrimination exists. I can't change your age, but a large part of that discrimination is actually experience discrimination and how you explain your experience. One of the techniques that I teach at Work It DAILY talks about this from a more balanced perspective. You pay a wisdom tax, and so you need to be able to articulate these kinds of career moves or transitions in a way that makes sense.
By following the "Experience + Learn = Grow" model and focusing on skill development opportunities, you'll successfully explain why you want to step down from a leadership position and be an individual contributor again. Find your voice, tell them your story, and let them see the complete you.
Good luck, and go get 'em!
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In the dynamic world of business, real challenges demand decisive actions and a willingness to drive change. My experience in reviving a business serves as a vivid example of this.
When I took the helm of a company that was losing $20,000 a month, the situation was critical. The previous owner was on the verge of not making payroll, a crisis averted by my owners' timely intervention and investment. From there, I focused on transforming five key operational areas, turning a dire situation into a thriving success story. This effort catapulted our profits to nearly $100,000 a month, culminating in the successful sale of the business.
This article is a journey through that transformation. It's about sharing the strategies and insights that helped navigate and reshape a struggling business into a profitable venture. For business leaders facing challenges or looking to preempt them, these lessons are about fostering resilience and guiding your business toward a path of prosperity. Here, I combine practical advice with the wisdom gained from experience, aiming to empower others in their quest for business success.
The Team Evaluation: When I took over the struggling business, the first step was a critical evaluation of our existing team. Understanding each member's strengths and weaknesses was key to our turnaround strategy. In this process, I found that many talented team members were simply in roles that didn't suit them; and, regrettably, there were a few who didn't fit with the upcoming changes, leading us to make the tough decision to part ways.
Strategically Expanding the Team: Following our team evaluation, our hiring strategy centered on finding individuals who were not just right for the roles but would also elevate our team's overall dynamics. We sought people characterized by their passion, determination, and a consistent track record of excelling in almost everything they undertook.
Solution: Begin by thoroughly assessing your existing team. Identify not just the strengths and weaknesses of each member, but also consider if they are in the right roles where their talents can be best utilized. This evaluation can reveal hidden potential and opportunities for internal role adjustments. When expanding your team, look for candidates who not only have the necessary skills but also demonstrate desire, drive, and a history of excellence in their endeavors. This approach ensures that new hires not only fill the required roles but also contribute positively to the team's dynamics, driving collective success. The goal is to create a team environment where collaboration, passion, and high performance are the norms, fostering a dynamic and effective work culture.
The Comprehensive Overhaul: A major breakthrough in transforming the business came from addressing the inconsistencies in our customer experience. We looked at every aspect of our operations to ensure a uniform and positive experience for every customer. Addressing this required a holistic approach, streamlining processes not just in customer service, but across all operational facets of our business.
Solution: To improve customer experience, it's crucial to establish consistency in all operational processes. Review each interaction point within your business, from the initial contact to post-service or post-sale follow-up, and strive to make these experiences uniformly positive and engaging. By delivering consistently excellent service at every touchpoint, you build trust and encourage customer loyalty, which is essential for any business.
Setting the Business Compass: The first step in addressing our team's inconsistent performance was to define clear, overarching goals for the business. These goals served as our compass, guiding the direction of every strategy and decision. It was crucial that these goals were not just ambitious but also resonated with the vision we had for the company's future.
Translating Vision into Action: With the business goals in place, we then developed specific team and individual goals that aligned with these broader objectives. This alignment was key to ensuring that every effort and achievement at the team level contributed directly to the business's overall success.
Solution: Start by setting clear and inspiring goals for your business as a whole. Then, break these down into specific, measurable goals for each team and individual. This approach ensures that everyone's efforts are not only aligned but also contributing to the bigger picture. Embrace a coaching mentality in driving accountability, focusing on guiding your team toward these goals and fostering their growth. This strategy transforms accountability into a powerful tool for development, aligning team members' efforts with the company's overarching objectives. By doing so, you create a culture where each person understands and plays a vital role in the collective success of the business, leading to a more consistent and effective team performance.
The Sales Process Overhaul: A key challenge in the business's revival was the lack of a defined sales process. Developing and documenting a clear sales strategy was essential for bringing consistency and growth to our sales efforts. Each salesperson had their own approachâor no approach at allâwhich made it difficult to identify areas needing improvement.
Implementing a Structured Approach: To address this, we developed and documented a clear sales process. This became our blueprint for sales success. By retraining our existing team and using this process for training new salespeople, we achieved a level of consistency in our sales approach. This not only improved our overall sales performance but also allowed us to pinpoint specific areas where additional training was needed.
Solution: For any business struggling with sales consistency, the key is to develop a well-defined sales process. Document this process and use it as a foundation for training both new and existing sales staff. This ensures that everyone is on the same page, making it easier to deliver consistent results and identify areas for further training and improvement. A structured sales process is a powerful tool for driving sales growth and efficiency.
The Proactive Review Strategy: During this transformational business journey, I learned that overcoming negative reviews isn't just about damage control; it's about taking a proactive stance. People are quick to share their bad experiences online, and these can spread like wildfire on social media and review sites. The first step in combating this is to ensure your customer experience is top-notch, as discussed earlier. A solid customer experience naturally reduces the likelihood of negative reviews.
Engaging with Reviews: It's also crucial to actively engage with all reviews, both positive and negative. Responding to reviews shows that your business cares and is committed to resolving any issues. This visibility in handling feedback can turn a negative review into a positive impression for potential customers reading these reviews.
Encouraging Positive Reviews: Furthermore, we started encouraging our customers to leave reviews. While it's important to steer clear of offering incentives for reviews, simply asking customers to share their experiences can lead to an increase in positive feedback. Incorporating this request into our follow-up processes ensured it became a natural part of our customer interaction, subtly boosting our online reputation.
Solution: To effectively manage online reviews, ensure your customer experience is consistently excellent. Engage with all reviews in a constructive manner, showing responsiveness and a commitment to improvement. Encourage customers to leave reviews as part of your regular follow-up process. This approach not only helps mitigate negative feedback but also builds a stronger, more positive online presence for your business.
This journey of transforming a struggling business wasn't just a professional milestone; it profoundly impacted me personally. It was more than just reviving a company; it was about saving jobs, creating new opportunities, and expanding horizons. We didn't just turn the business around; we expanded it, reaching into multiple states and opening new locations. Each step of this journey didn't just contribute to our business's growth; it created countless opportunities for others, bringing jobs and prosperity to communities.
The experience taught me invaluable lessons about resilience, innovation, and the power of a well-executed strategy. It showed me firsthand how focusing on key operational areas can not only save a business but can set it on a path of expansive growth. These strategies became the cornerstone of our expansion, proving their worth time and again.
As I share these insights, I do so with the hope that they will inspire and guide you in your own business endeavors. Remember, every challenge is an opportunity in disguise. Embrace them, learn from them, and use them to fuel your journey to success. The road might be tough, but the rewards of perseverance and strategic thinking are immeasurable.
