Even at a time when itâs possible for people to book trips entirely using digital tools, thereâs still strong demand for travel agents, because plenty of tourists simply donât want to worry about arranging every last detail themselves. If youâre interested in working in this field, take a look at the following personality traits and […]
The post 5 Important Skills and Traits You’ll Need for a Career as a Travel Agent appeared first on Jobacle.com.
As the job search advances, one of the top questions becomes "what salary do I ask for?" So, let's talk about salary!
When a candidate meets a company and falls in love with their dream job, they need to have some awkward conversations before they can commit to each other. Salary is one of those conversations.
But talking about salary doesn't have to be awkward!
The important thing is to be prepared. You need to do your homework and understand what's fair. The last thing you want to do is to price yourself out of a job because you didn't know you asked for too much. Or worse, sell yourself short because you didn't ask for enough. It's business timeâ¦so, let's get down to business.
Here are some things you should know before you talk about salary:
1. Always Be Prepared
You never know when an employer will bring up the salary questionâit could be in the job application or it could be during your final job interview. That's why you want to be prepared for it. Know your numbers before you apply for the position so you're not caught off guard.
2. Don't Be The One To Bring It Up First
A common mistake people make during the hiring process is bringing up salary too soon. This can hurt your chances of getting the job offer because the employer might think you're only in it for the money. Wait until the employer brings it up, then go from there.
3. Know What's Competitive
Do your homework. Know what's competitive for that role in that industry. You can use websites like Glassdoor, Payscale, and Salary.com to research competitive salary rates for similar positions.
4. Know Your "Walk-Away" Rate
After you do your research, you'll have an idea of both the highest and lowest salaries for similar roles in your field. This is an important thing to know because it will allow you to have a range to work with during negotiations (i.e., it will give you some wiggle room). When you're thinking about your range, it's important to know your "walk-away" rate. This is the absolute lowest offer you will accept without eating Ramen noodles for the rest of your life. You don't want to take an offer that's not going to pay you enough to live comfortably. Otherwise, you'll likely be on the job search again looking for a role that pays you more money. However, you do want to understand the going salary rates for that position so you don't a) price yourself out of the job, or b) sell yourself short.
5. Don't Limit Yourself To Money
While you should aim to get a competitive salary, don't focus only on the money. You can negotiate for other things too, like work-from-home opportunities, flextime, vacation days, and other perks. It depends on what's most important to you. Again, this will give you some wiggle room during negotiations.
6. Give Them A Reason To Give You More
In order to get the salary you want, you need to prove that you'll be a valuable asset to the company and that your unique skills/experiences make you the best fit for the role. You need to show them that you're worth the investment.
7. Don't Be Afraid Of 'No'
During salary negotiations, it's okay to say "no" to a job offer if it's not in line with what you feel is appropriate based on your research and needs. Remember, saying "no" opens up negotiations. Also, if the employer says "no" to your counteroffer, it doesn't mean he or she isn't willing to work with you to find something that works for both parties (that's why they call it negotiating!). This is why you do so much prep work in the beginning. If you know your numbers, have a "walk-away" rate, and demonstrate your value to the employer, you're more likely to negotiate an offer that works for you. If not, it might not be the right opportunity for you at this point. Your dream job is still out there, you just haven't found it yet,
8. Chill!
Yes, salary negotiations can be stressful. However, it's a big part of the hiring process. If you choose to forgo the negotiation process because you're afraid, you risk selling yourself short. Don't do that to yourself! If you get nervous, try practicing your negotiating skills with a friend or a career coach. The more you practice, the more comfortable you'll get doing it.
See? You can do this whole salary dance! And it doesn't have to be awkward. As long as you apply these tips, you don't have to worry about salary negotiations, and you'll able to answer the "what salary do I ask for" question with ease.
Need more help with your job search?
Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!
This article was originally published at an earlier date.
Anyone who's ever been unemployed (or looked for a job while employed) knows how stressful and exhausting the job search process can be. So, during your job search, should you feel guilty for taking some time for yourself?
The short answer: No. Of course not.
If we're not spending every waking moment applying for jobs, sometimes it's easy to feel guiltyâlike we're not doing EVERYTHING we can to land our next job. This strategy of applying for as many jobs as possible and hoping for the best actually doesn't help anyone get a job faster. In other words, choosing quantity over quality. This is the wrong mindset to have, and it does more harm than good.
The job search process is about working smarter, not harder.
Think about a normal work day. It's pretty balanced, right? You get up, go to work, come home, and still have hours left in the day to do whatever you want. Your job isn't the only thing you have going on in your life. That's why it's called work-life balance. To sum it up...
Your job isn't your whole life. So, your job search shouldn't be either.
Here are some ways you can take time for yourself as you look for a new job (because you deserve it!):
When you're unemployed, here at Work It DAILY we like to say this is an opportunity for you to get in the best shape of your life.
Taking care of yourself is important and regular exercise is one of the best things you can do for both your physical and mental health. It's a great way to relieve stress and it may even help you sleep better.
Take advantage of the free time you have after applying for jobs and get moving! Chances are, you'll walk into your next interview with more confidence and an extra spring in your step.
Nothing helps us detach from our busy lives like reading a good book.
Quiet those racing thoughts by readingâany genre will do! Reading may help you learn something new, gain new perspectives, and help with empathy (all things that will benefit you at your next job).
Knowledge is power!
Although you may dread networking, think of it as a necessary evil. Sure, it sucks having to step outside your comfort zone and you'd rather be doing other things. But nothing can produce positive career results quite like networking. There's no substitute for it.
If you're between jobs, you should devote some of your time to networking. You'll meet new people in your industry and connect with those who have similar interests and career goals. If it doesn't help you get your next job, it may help you get a job down the line.
Sometimes all we need when we're feeling down is a visit with our family and friends. They've supported you through tougher times, and they'll support you through this transition too.
When you're starting to doubt yourself, they will remind you of your strengths and accomplishments. They'll give you that confidence boost you need. At the very least, you'll have quality time with the people you loveâtime you don't always have when you're working every day.
One of the best ways you can spend your time during the job search process is by learning a new skill.
Whether it's getting certified or taking a class, this skill should be applicable to your new job. You can add it to your resume, and it shows employers you've been doing something productive for your career, even when you weren't employed.
If you try these five things (or just one!), you'll transition to your next job with easeâand it won't feel like you're just waiting out the clock. Be proactive and take ownership of your career like never before! You may be looking for a job, but don't let that stop you from living your best life.
Need more help with your job search?
Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!
This article was originally published at an earlier date.
If you are over 40, have a big skill set, and are struggling to get hired, you've come to the right place. I work with thousands of people who have big skill sets and can't get hired. What's going on? What can you do to stand out in the hiring process and land a job?
When you're networking and interviewing as a seasoned professional, you're probably giving employers the wrong impression because you're sitting there telling them all your skills, all the things you can do for them, and making it sound like you're a Jack or Jill of all trades. And while you think that's what they want to hear because you're thinking, "I'm the best bang for the buck," that's not what they're hearing. What they're hearing is that you're narcissistic. You're a know-it-all. You're going to be difficult to work with, and you're probably going to leave for more money anyway.
Employers don't want that headache.
Now, here's how you fix that...
@j.t.odonnell Replying to @luvmy2goldens over 40 job search tips! #over40 #over50 #careeradvice #jobsearch #interviewtips ⬠original sound - J.T. O'Donnell
1. Ask, don't tell.
You want to listen twice as much as you talk in your interviews. The way you do that is by asking great questions.
Examples:
You really want to get at their pain point and how the job supports them. But you're also sending a message, and that message is, "I get it. I'm the service provider. You're the customer, You're the leader. And I'm going to make sure that you're happy." That's the mindset they need to hear.
2. Make it clear that it's an equitable partnership.
By "equitable partnership" I mean you need to point out all the things they have to offer that you really want because you don't want them worrying that you might leave. You need to talk about the skills you'll be able to develop there, the knowledge you'll gain, and the opportunities you'll have that you won't have anywhere else. You need to hype them up and say, "You have so much to offer me here. This is the place I want to be. You are at top of my bucket list. This is the place I want to spend years at." And you've got to make them see that as well.
Between asking great questions so you're not overselling yourself and also making employers realize that they're exactly what you want, that's how you're going to get the results that you're looking for. Those are my best tips for job seekers over 40. Give them a try.
Need more help with your job search?
Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!
While it may not sound like the most exciting job (to some, at least), being an accountant comes with a wide range of perks. For one, the job is in high demand as more people turn to entrepreneurship and solopreneurship. Plus, the job market for accounting professionals is expected to continue growing in the coming […]
The post 6 Basics You Should Know Before Considering a Career in Accounting appeared first on Jobacle.com.
During times of uncertainty, we all need to take steps to prepare for what comes next – even if we don’t know exactly what that is. In this week’s summary, you’ll find articles that will help you get ready for a possible job search or improve what you are currently doing in your job search. […]
The post Summary Sunday: Issue #514 appeared first on Career Sherpa.
How you communicate with employers after an interview is an important, but often understated, step in the interview process. Most of the career advice surrounding job interviews discusses how to land an interview, and what to do when you get one.
We're here to help you in that difficult (and sometimes lonely!) stage after a job interview when you're not sure where you stand in the employer's eyes.
Here are two ways you should follow up with an employer after a job interview:
This piece of job search advice is common. Yet, executing a good thank-you note is harder than it looks.
You should send a thank-you note to a potential employer within 24 hours after your job interview. And, since the hiring manager is probably really busy, it's best to send an email, not a handwritten note.
In your note, it's not enough just to say "thank you." You should also explain why you're thankful for the opportunity to interview at the company. Mention specific details from the interview if you canâabout the company, meeting members of the team, and the position itself.
During the interview, make it a goal to remember the names of everyone you shake hands with. Then, you can drop the names of the people you met in your thank-you note.
This will show the employer that you pay attention to the details and have already connected with the people at the company you'd be working with if you get the job.
Lastly, end your thank-you note by reiterating why you believe you'd be a great fit for the job, and express your excitement about the opportunity to work there.
A well-written and thoughtful thank-you note like this will definitely stand out to hiring managers.
After you send your thank-you note, the waiting begins.
It's in your best interest to follow up one to two weeks after your interview. The only exception is if the employer gives you a certain time frame of when to expect to hear back from them. If given a time frame, don't follow up before then.
When you do decide to follow up with an employer, a short, concise email is the way to go.
Ask if there's anything else the hiring manager needs from you. Reiterate your excitement for the opportunity. And finally, close the email with a forward-looking statement, and another "thank you."
Communication with a potential employer after a job interview is an integral part of the hiring process. You don't want to annoy them, but you need to convey your enthusiasm and excitement for the opportunity at the same time.
By following up in these two ways, you'll stand out as an eager and proactive applicant, one with communication skills that will help you shine in any position.
Need more help with your job search?
Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!
This article was originally published at an earlier date
Location matters As Forbes notes, hybrid working is here to stay – and that means that location matters. Employees need to work in cities that have good inclusivity, for instance on matters concerning disability – cities with poor public infrastructure, inadequate social support networks, and expensive healthcare will represent a bad deal. Conversely, some of the best U.S. cities […]
The post Finding The Right Match When It Comes To Inclusive Employment appeared first on Jobacle.com.
Understanding integrity in the workplace is important for a couple of reasons: First, it can help you put your best foot forward and be a model employee. And second, you might be asked to share your personal definition during a job interview! This guide goes over what integrity is in a workplace setting and gives […]
The post How To Show Integrity In The Workplace (Plus Examples) appeared first on Career Sherpa.
If you are confused about the differences between project and program management, don't worry, you are not alone. Many people use these terms interchangeably, but they are two methods organizations use to oversee projects and achieve business objectives. Although project and program management are interrelated, each plays a unique role in handling projects and has different objectives. Let's start by first defining what we mean by each term.
Project management is the process of planning, executing, monitoring, and closing a specific project within a defined time frame, budget, and scope. A project is a temporary endeavor that produces a unique product, service, or result. Examples of projects are developing a new software application, launching a marketing campaign, or building a bridge.
Program management coordinates and aligns multiple related projects with a common goal or benefit. A program is a group of projects that are interdependent or complementary to each other. Examples of programs are implementing a new business strategy, improving customer satisfaction, or expanding into new markets.
Ok, now that we have defined each term, let's compare and contrast each of these disciplines in terms of their benefits, challenges, best practices, and tools. We'll begin with project management.
Benefits of project management:
Challenges of project management:
Best practices for project management:
Tools for project management:
Let's now go through the benefits, challenges, best practices, and tools for program management. You will now see the similarities and differences between project and program management.
Benefits of program management:
Challenges of program management:
Best practices of program management:
Tools of program management are:
Project management and program management are different but related processes that help organizations achieve their desired outcomes through the effective initiation, planning, execution, monitoring, and closure of various initiatives.
Each process has its benefits, challenges, best practices, and tools that require different skills, knowledge, and competencies from the managers involved.
Improving organizational performance requires professionals to understand the differences between these processes and apply them appropriately relative to the nature, scale, and complexity of the company's strategic initiatives.
For detailed information about project and program management, please visit the Project Management Institute website to learn how to become a certified practitioner in these areas, join a local chapter, and much more.
P.S. If you like this article, check out this previous article in the series that explains the difference between digital transformation and change management.
Your cover letter and resume have made a positive impression on a potential employer, and they've called you in for an interview. Now, you need to ensure the employer stays impressed with you and your potential in their organization.
There's an old saying first impressions countâand there's no better instance of the truth to this than the impressions made during a job interview. A variety of factors are in effect. It may include the way you are dressed, how you communicate, your personality, and a number of other considerations.
It takes a lot to develop a positive impression, and very little to leave one that does not work in your favor during a job interview.
Here are 10 common mistakes that can ruin any job interview (if you're not careful):
Everyone's time is valuable. Show respect and do not waste other people's time.
Of course, sometimes things pop up and cause unexpected delays. Try to plan ahead so you don't arrive late. Give yourself plenty of time to get to the interview location. Make sure you have an outfit ready the night before, so you're not scrambling five minutes before you're supposed to be heading out the door.
If there is an unexpected delay, at the very least, give a call to apologize and inform your contact of your expected arrival time.
There will be a time for this discussionâgenerally not in the first interview, unless the employer brings it up themselves. You do not want to appear as though all you care about is, "What's in it for me?"
At the same time, approaching the topic of salary is especially risky. You may end up putting yourself in a position where you are asked to present a desired salary and fall under what the company hadn't anticipated. Learn more about the position and conduct research before going into the salary discussion.
Show respect by letting your employer know this interview is more important than any call, text, or notification. Turn off your cell phone. If you forget and it rings, apologize and turn it off.
Regardless of the reality of the situation, never talk badly about your current or previous employer(s). It brings to question if you will do the same with this potential employer in the future.
If they ask why you are leaving your current job, be honest, take ownership of the situation, and focus on the future.
Just as you want to learn about the employer, the employer wants to learn about you. At the same time, you don't want to be the only one talking throughout the interview. You also don't want to be too brief with your answers. You'll come off as unenthusiastic and uninterested in the position.
Learn to listen and have a balanced conversation where you both have a chance to receive information and ask questions.
Regardless of how thorough the interview discussion is, when asked, "Do you have any questions for me?" always have a question. Preferably two or three.
When you do not have a question, it may come across as though you are not sincerely interested in the opportunity.
Your appearance includes not just what you wear but how you groom yourself. Employers will not be impressed with a sloppy appearance. You need to appear and dress the part of what is expected of the position.
We recommend dressing one level up from the employees who work at the company. If the workplace culture is casual, wear something that's business casual. You should look like you want the job, while also appearing like you'd fit in.
Conduct research so you have at least a general sense of the type of business the company is in and what the position you are applying for is about. The hiring manager will know right away whether or not you're clueless about the job you applied for.
With thorough research, you will be able to better tailor your questions and answers during the job interview.
False information can lead to immediate disqualification and exemplify your weaknesses. You will most likely be blacklisted by the company, too.
Lying on your resume or during a job interview is never a good idea.
Carefully listen to what the interviewer is saying and show you are attentive. You do not want to appear disinterested and come off as inattentive. It is not a desirable characteristic for any position.
If you're not interested in them, they won't be interested in you.
Most candidates will only receive one opportunity to make a good impression. Make sure the one you leave is as positive as possible by avoiding these 10 common mistakes during your next interview.
Need more help with your job search?
Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!
This article was originally published at an earlier date.
I was excited to catch up for some coffee with a CEO friend of mine at their request. We had met a month or so ago when they were really âstuckâ at taking steps to prepare for the future while also preserving the company during the current uncertainty.
We talked about the importance of strategy, an action plan, resources, skills, and incentives to accomplish what she wanted to do. She actually seemed lifted up out of a fog when we finished. In fact, as we departed our last meeting, she said, âThanks for hearing me out and helping me clarify what steps to take, and how to make choices with ROI in mind. I cannot wait to meet with my leadership team in a couple of days to discuss. They will be thrilled that we are finally taking action.â It was almost like she knew she was holding them back.
As we sat down with our coffee she immediately jumped in with how she had wanted to meet with her team and start to figure out their strategy and so on but can you believe this banking situation? How she and the team had been discussing it and the same with her key clients and so on. She went on to explain how she had been consumed by and before she went much further, I SMILED. Her face turned red and she said, âWhat is so funny?"
"I thought you banked with J.P. Morgan Chase bank?"
She said, "Yeah, I do. We switched to them a couple of years ago so we are in great banking shape and they are going to be fine, and wow, thank god I do because can you imagineâ¦"
I put my hand up.
I asked her, "What is holding you back from attacking the game plan we discussed a month ago?"
As she dropped her head, she said, âI know, I know. I just have never had to do it before and wonder if I am up to the task or not.â
Look... Intention isnât good enough as a CEO and/or business owner. Action trumps it.
I also realized that as an executive coach and facilitator, maybe I was playing a role in this and because she is a friend, I had a blind spot so I stepped back myself and thought further about how to help her move forward in a more confident way.
Here are my thoughts that I shared with her and will share with any/all CEOs of SMBs that are wondering what is the best way to proceed.
First and foremost, just because you are the CEO doesnât mean you have to be in the driver's seat behind the steering wheel for everything. It is worth considering having a professional facilitator who knows your space or works with companies of your size and scale.
I would be asking myself the following questions to decide how to proceed:
Facilitators bring an outside perspective: A facilitator can offer a fresh perspective on your organization and its priorities. They are not bound by the same biases or assumptions as your team and can help you identify blind spots or areas for improvement.
Facilitators can help manage group dynamics: When a group is trying to prioritize initiatives, there can be a lot of competing opinions and emotions. A skilled facilitator can help manage these dynamics, ensuring that everyone's voice is heard and that the discussion stays on track.
Facilitators can bring structure to the process: Prioritization discussions can quickly become overwhelming and unproductive if there is no clear structure in place. A facilitator can help design and facilitate a process that is efficient, effective, and aligned with your organization's goals.
Facilitators can help drive consensus: It's important that your leadership team is aligned around your organization's priorities. A facilitator can help drive consensus and ensure that everyone is on the same page.
Of course, bringing in a facilitator comes with a cost, and may not be necessary for every organization. However, if you feel that your leadership team could benefit from an outside perspective, or if you're struggling to make progress on prioritization discussions, it may be worth considering.
Peer Advisory Groups - There are several of them in every market place so exploring the right fit for you takes some time but is well worth it. I wish that when I was a CEO someone gave me that advice! When you join a CEO peer advisory group you will be working with a group of people who are demonstrably committed to learningâpeople who dedicate significant time, effort, and money to being regularly challenged by their peers, speakers, and chairsâall in the service of becoming better leaders and better people. It doesnât get much better than that. It is the only safe, confidential space for business owners and CEOs to validate their decisions, recognize gaps in their thinking, or gain new exciting ideas they didnât think of on their own.
When a CEO is deciding to prioritize certain projects over others, it is important to measure the return on investment (ROI) of each project to ensure that the projects being pursued will have a positive impact on the organization. In my experience, I would ensure my finance lead or CFO (depending on org size) had this responsibility. The two of us would talk it over and they would help me decide how best to measure the ROI. Below are some things to consider.
Define the goal: The CEO should define the desired outcome of each project, such as increased revenue or improved efficiency.
Estimate costs: The CEO should estimate the costs associated with each project, including both direct and indirect costs, such as labor, materials, and equipment.
Forecast benefits: The CEO should forecast the potential benefits of each project, such as increased revenue, improved customer satisfaction, or reduced costs.
Calculate ROI: The CEO should calculate the ROI of each project by dividing the projected benefits by the estimated costs. This will provide a percentage that indicates the potential return on investment.
Prioritize projects: The CEO should prioritize the projects with the highest ROI to ensure that resources are allocated to projects that are most likely to generate a positive return.
Monitor progress: The CEO should monitor the progress of each project and adjust priorities as needed based on actual results.
When you are ready (note the prep work below), I would bring your team together and ask them the three most powerful words outside of I LOVE YOUâ¦
I need help.
Set clear goals and expectations: Before you can prioritize tasks, you need to have a clear understanding of what your goals are. Take some time to articulate what you want your team to achieve and communicate those goals clearly to your team.
Define what is important: Know the big from the small and you will have to learn to be aggressively patient. (Move fast on some things, slow on others.) Once you have your goals, it's important to determine what tasks or projects are critical to achieving them. Make a list of these items and share them with your team.
Collaborate with your team: It's important to involve your team in the prioritization process. Hold a meeting or brainstorming session where everyone can contribute ideas on what should be prioritized. Encourage open and honest communication to ensure that all perspectives are heard.
Assign ownership: Once you've prioritized your tasks, assign ownership to specific team members. This will help ensure that everyone knows what they're responsible for and that the work is distributed evenly. This is one of the most important steps in all of this because it establishes buy-in.
As a side note, I would also suggest looking at Patrick Lencioniâs new Working Genius tool (see image above) because it does an amazing job helping you and your leadership team identify your gifts as individuals and as a team. You will quickly see where maybe certain team members' gifts are not being leveraged. Great story in Chief Executive magazine.
When you have total alignment it requires preparation and planning but, done well, you deliver optimum results! Strategy (without you get confusion), set the action plan (false starts without), have the right resources (frustration without), make sure you have the skills/competencies (or you create anxiety, and finally have incentives aligned (you will get only gradual change).
