âWhen can you start working?â is a common question that gets asked in job interviews. But despite this, thereâs a lot of misinformation about the right way to approach your answer. This guide will teach you how to develop a great response to this question and keep the interview process moving in the right direction. […]
The post “When Can You Start Working?” 7 Tips For How To Answer appeared first on Career Sherpa.
What plans do you have for your summer vacation? Will you be working on your tan or enjoying the air conditioning at the mall? These activities might be fun, but they won't help you get ahead in your career.
Instead of the traditional summer activities, try being more proactive this season to jump-start your career. Here are some tips for kick-starting your career this summer:
The first rule for having a proactive summer is to get out of bed. It sounds simple, but you'll be surprised by how many hours you waste lolling about in bed in your pajamas. Setting your alarm to maintain your regular routine will ensure you don't waste time that could otherwise be used pursuing career-advancing activities and having fun.
Just think how much you'll get done with a few hours' head start on the competition!
Taking on volunteer work is another valuable way to spend your summer while unemployed or on a break from school. Some students may find volunteer opportunities that naturally fit with their career aspirations. For example, you may like to volunteer in an old people's home or hospice if you want to become a nurse.
However, volunteering can also give you an opportunity to pursue a passion, like helping people with learning disabilities to read or tending to animals in a wildlife sanctuary. Studies suggest that no matter what volunteering position you pursue, it'll increase your chances of finding employment by 27%. That makes it much more productive than the bulk of summer activities.
Even a summer job that's unrelated to your desired career can be valuable. As you look for a job, you'll gain interview skills and learn how to cope with rejection. Once you land a summer position, you'll learn how to deal with the public, take on responsibility, and be accountable to others.
A summer job will also help build up your resume. Any work experience is better than no work experience. The fewer job gaps in your resume, the easier it'll be for you to explain why you were unemployed in a job interview too.
Your summer vacation gives you the ideal opportunity to get a freelance business off the ground. Consider what skills you have and start marketing them to potential clients. Writing, designing, translating, and computer programming are all talents ideally suited for freelancing.
Several websites also showcase job opportunities for freelance workers. Many feature short-term opportunities that are ideal for students or unemployed professionals looking to gain work experience (and make some money) while hunting for a full-time job. Taking on these roles will help you beef up your resume and build your professional network.
Many companies offer internships to students on their summer vacations. These positions don't often pay well, but they'll give you invaluable work experience and insight into your dream career. You might become even more passionate about your career direction or decide that your chosen career path isn't for you.
Whatever the case, you'll be able to apply what you've learned at school to real-world situations and make valuable connections. The company you're interning for will probably provide you with a reference, and you might even get a job offer out of it.
If you're not a college student, you can still get an internship! Mid-career internships, also known as "minternships," are on the rise. They're perfect for professionals considering a career change but aren't sure if they want to make that leap yet. So, if you're unemployed this summer and want to explore a new career, a minternship could be for you.
Even shopping at the mall can be productive if you put your time to good use. Rather than searching for another pair of jeans or a cute pair of sunglasses, keep your eyes peeled for a great professional wardrobe.
Every workplace has a different dress code. When going in for job interviews, the general rule of thumb is to dress one level above the current employees. For this reason, it's always a good idea to have a solid professional wardrobe ready. You never know when a job opportunity will pop up!
Don't let another summer pass you by! Put your free time to good use and get a jump-start on your career this season with these six tips.
Need more help with your career?
Become a member to learn how to UNLEASH your true potential to get what you want from work!
This article was originally published at an earlier date.
Itâs not if youâll be affected by a disaster but when! And whether itâs a major power outage or natural disaster, most employeesâ priority will be to ensure that their family and property are safe before work or anything else. Help them be prepared so that they can respond effectively when a disaster occurs.
Having an emergency preparedness plan doesnât have to be complicated. For example, most people are familiar with fire safety at home including the importance of installing smoke alarms and replacing batteries during the daylight savings time change. Or in elementary school learning to âstop, drop, and rollâ if your clothes caught on fire.
A home fire is one potential emergency. Start a plan and continue building on it. You want to determine what types of disasters are common in your area. Are you susceptible to power outages, hurricanes, or earthquakes? Regardless, there are three things you should consider doing to be prepared for the next disaster:
A great resource that I recommend is the Ready.gov website, which provides valuable information to help individuals and families prepare and respond to emergencies. It is a central repository with a wide range of information such as types of natural disasters, regional-specific information, and comprehensive preparedness guidance and resources.
For example, there is a specific page to build a kit that has an emergency supply list. You want to make sure you have the essential items to support your family for several days in the event of an emergency/disaster. If you donât want to buy all of the suggested items at one time, buy them when theyâre on sale. Also, make sure you have some cash in your kit (and keep bills ⤠$20 in case merchants canât provide change).
Start with the suggested emergency supply list and then customize it for your familyâs specific needs. Does anyone in the family have prescription medications? Babies who need formula or diapers? Elderly parents who have mobility challenges? Donât forget supplies and ID tags for pets and fur babies.
Make sure you inspect your emergency supply kit at least annually to rotate food/water and check for expired/damaged items. When you periodically check your kit, you can validate and adapt it to meet the changing needs of your family. Donât forget to update any emergency contact information and/or important documents in your kit as needed.
Another reason why I recommend Ready.gov is how inclusive they continually try to be:
When you proactively prepare for emergencies, you can enhance safety, reduce risk, and generally provide more peace of mind for you and your family in the event of a disaster.
For more info on how to prepare your employees for an emergency/disaster, follow me on LinkedIn!
When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today's world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?
We recently asked our leading executives for their best tips on how to create a healthy work environment.
Here are their responses...
When you learn that 80% of cultures are toxic, what would your organizational and team culture be?
A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:
By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.
Here are some additional tips for creating a healthy workplace:
By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."
In creating a healthy work environment, I canât ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.
My plan for a healthy work begins with the following:
1. The Physical Space
I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.
Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.
Lastly, creating an environment where sunlight flows into the office space to lift creativity and awarenessâadding theme-based artwork to maximize productivity and boost morale.
2. The Wellness Space
Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.
Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.
An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.
Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplaceâs cultural fit.
Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!
Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.
When building a positive workplace culture, make sure you invest in each employeeâs personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? Itâs crucial to give employees the tools and information they need to continue learning and growing.
Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: âI want you to be everything thatâs you, deep at the center of your being.â Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If itâs important to them, then it should be important to you too. Besides professional-focused development, make sure to include âpersonalâ learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.
Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about whatâs next and potentially stay with the organization longer.
Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.
Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees' physical, mental, and emotional health.
Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.
Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.
I think what we are really trying to say here is:
âHow do you create a work environment where tasks get done in a manner that moves the business forward (thatâs what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?â
Those feel independent of each other âscientifically,â but highly correlated on a day-to-day basis; the linkage being oneâs manager.
For example, Iâm sure most of us have had the âopportunityâ to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more âhealthyâ experience for both the individual and the business.
From experience, a solid way of linking a companyâs and individualâs needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employeeâs values and growth needs.
Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He's managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.
What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily's Executive Program.
What if we told you there was a magical FREE way to determine which careers you should be pursuing in your job search?
Okay, so it's not exactly "magic"âbut it's pretty close.
It's Work It Daily's Career Decoder Quiz.
This career assessment quiz will help you determine your workplace persona. This key piece of information is incredibly helpful to have as a working professional. Here's why understanding your top personas is helpful for your career...
Here at Work It Daily, we like to say that you are a business-of-one. That means you need to know how to market yourself effectively and build your personal brand. Taking this career assessment quiz will help you determine your professional strengths so you can market yourself more effectively to employers.
Knowing exactly what makes you happy on the job will make the job search much easier. You won't be wasting your time applying for jobs you think you'd like; you'll be focusing on careers you know you'd love.
You could really wow your potential employer by telling them what value you'd add to the company. This quiz will tell you your professional strengths and how you can capitalize on them in the workplace.
I'm sure you had tests in high school that were longer than this quiz. It only has 20 questions, and you can take your time answering them. Plus, the questions aren't hardâjust answer them honestly! You'll be glad you did it. And remember, there are no wrong answers!
Knowing this important aspect about yourself will help you in the long run. The more you know yourself, and how you function in the workplace, the better off you'll be.
So, what are you waiting for? An important piece of your personal brand is waiting to be revealed!
Take our Career Decoder Quiz today.
So, what are you waiting for? An important piece of your personal brand is just waiting to be revealed!
Take our Career Decoder Quiz now.
A critical responsibility of an executive is to set up a proper budget for their organization. Setting a proper budget usually involves setting financial goals, identifying expenses and revenue streams, and creating a budget that helps drive business success. So, what are some practical strategies for creating and managing a successful budget?
We recently asked our executives how they set up a proper budget.
Here are their responses...
As an executive, setting up a proper budget is a critical responsibility that requires careful planning, analysis, and monitoring. Here are some steps to consider when setting up a proper budget:
In summary, setting up a proper budget requires careful planning, analysis, and monitoring. By following these steps, you can ensure that your organization's financial resources are allocated effectively and efficiently.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."
I love the time of the year when itâs time to work on the upcoming yearâs budget at the NFL.
For me, the budget is a living and breathing document. You just donât put in all the effort to file the budget in the filing cabinet once approved. More on that later.
I have a process that I follow every year. I keep a folder with all the notes and conversations that I had to build the budget. I keep various budget versions as I move to the final approved budget.
My budget process goes as follows:
1. Current Year Actual
The current yearâs actual P&L numbers will be my basis for the upcoming budget cycle.
I go to each department head in our group and ask them if they have anything they want to buy or change that they didnât do this season. Also, I will ask if they have any one-offs that wonât be done after the season ends.
2. Game and Replay Officials â (CBA) Collective Bargaining Agreement
Seventy-six percent of the Football Operations budget is covered by the Game and Replay Officialsâ salaries and travel expenses agreed upon in a seven-year agreement between the NFL and the Officialsâ Union.
So, I only have control of 24% of the Football Operations budget.
3. VP & Finance Review
This is when I sit with my boss and Finance to make any adjustments, then move to the approval of the budget.
4. VP & Commissioner Review
After Finance approves the budget, my boss sits with the NFL Commissioner on what the department wants to do in the upcoming year.
The Commissioner doesn't have the time to go through the entire budget page by page. So, I draw up a âone-pageâ report. This is a simple one-pager with one number at the top of the page, representing the current yearâs âactualâ spend. In the middle of the page are the budget changes for the upcoming year. At the bottom is the total budget for the upcoming year.
5. Finally, the Living and Breathing Part
Now that I have a final version budget in my hands, I will bring life to the budget by calendarizing the budget. That means I will spread the budget over twelve months, showing when to spend the money. That means I can discuss how we are pacing every month or quarterly, from budget to actual.
Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.
As a brand marketing executive, a well-planned marketing budget is critical to strategically allocating resources, outlining a successful marketing strategy, maximizing return on investment (ROI), and effectively reaching your target audience. Creating a marketing budget may seem daunting, but it doesnât have to be. Here are six steps to help you set up a marketing budget that aligns with your goals and drives tangible results:
1. Define Marketing Goals & Objectives: Before diving into budget planning, clearly define SMART (specific, measurable, attainable, relevant, and time-bound) marketing goals and objectives. For example, what are you looking to do? Increase brand awareness or consideration, generate leads or conversion, drive loyalty or advocacy? Understanding your objectives will guide your budget allocation decisions and ensure your marketing efforts align with your business goals.
2. Conduct Analysis & Research: Analyze historical marketing data and conduct research that will provide valuable insights for budget planning. Evaluate the performance of past marketing campaigns, identify successful strategies, and pinpoint areas for improvement. Additionally, research market trends, customer behavior, and competitor activities to make informed budgetary decisions.
3. Develop a Marketing Plan: Develop a marketing plan with strategies and tactics aligning with your goals and objectives. Part of the planning includes researching the costs of the various marketing tactics. This is when you can determine which budget line item you want to include, how much money you want to allocate, and when you plan to spend it.
4. Estimate Marketing Costs: When submitting your marketing budget estimates for approval, it is crucial to accurately forecast how much you anticipate spending, as once approved, these estimates become your budget. Research industry benchmarks, obtain vendor quotes, and consult with your team to accurately estimate the costs involved.
5. Develop a Marketing Budget: Set a realistic marketing budget considering your financial resources, revenue projections, and the estimated costs of executing your marketing campaign. Strive for a balance between ambition and realism to ensure you have sufficient funds to support your activities throughout the budget period.
6. Monitor & Adjust: Regularly monitor and evaluate the performance of your marketing activities to ensure your budget is being utilized effectively. Track key performance indicators (KPIs) such as conversion rates, cost per lead, and customer acquisition. Identify areas that require adjustments or optimization. You can optimize your budget allocation for maximum impact by staying agile and responsive to data-driven insights.
Setting up a proper marketing budget requires careful planning, data analysis, and an understanding of your business goals. Then, you can create a budget that drives measurable results, strengthens your brand, and propels your business toward success.
Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.
How do you set up a proper budget? Join the conversation inside Work It Daily's Executive Program.
Do not read this today or tomorrow. Wait until Tuesday! Enjoy your long weekend. Do something just for you and unwind! When you are ready to read this, it’s a meaty one! There are articles that address many different job search and career topics. You’ll find: Follow the authors of these articles to stay up-to-date […]
The post Summary Sunday: Issue #522 appeared first on Career Sherpa.
When you are a teacher, your main responsibility will always be to your students. However, itâs also crucial to think about your own career and decide how you want to enhance it. This wonât take away from your teaching and how you can help the children youâre in charge of. Instead, it will give you […]
The post How To Enhance Your Teaching Career appeared first on Jobacle.com.
Most organizations have an intranet to facilitate communication, collaboration, and information sharing among their employees. It typically serves as a centralized hub for features such as:
You can tailor and provide content that the employees need and want. Ask the employees what type of information would make the intranet more relevant and meaningful for them. Having the appropriate content is a good first step. You can take your intranet from good to great by making the intranetâs attributes more effective.
The intranet should have a straightforward and intuitive GUI (graphical user interface) and be easy for the employees to navigate and use. It should have a logical layout that allows employees to find the information and resources that they need easily and quickly. If not, many employees wonât take the time to figure it out.
Are there other ways you can cater the intranet to your employees? For example, do most of the employees work in the office? If not, and with the increasing use of mobile devices, make your intranet mobile-friendly. This means formatting the intranet for various mobile devices (e.g., smartphones and tablets) without compromising user experience or functionality.
And last, but definitely not least, the intranet should have strong security to protect sensitive data and ensure that only authorized employees have access to specific content. All employees should be authenticated and have some type of role-based access. For example, access to HR-related data should be strictly limited.
A well-designed and well-implemented intranet can provide many benefits to employees. One of the biggest benefits is the ease of information stored in a centralized repository. Itâs a one-stop shop making it easy for employees to access the information (single source of truth) they need conveniently and quickly.
Next, itâll be easier to maintain and keep content current. This facilitates effective communication and collaboration within the entire organization. There are even specific tools such as blogs, chat features, and discussion forums that can be leveraged. If the organization has multiple locations, everyone receives the posted information at the same time.
When you have an intranet that provides relevant and current content that employees want, it will increase employee engagement, which will lead to better adoption. And when you provide features such as recognition programs or feedback mechanisms to give employees a true voice, they will really feel valued.
But if the employees arenât engaged or actively using the intranet, then your intranet may need improvement. Instead of guessing what the problem might be, ask the employees! After all, youâve made a sizeable investment (both in time and monies) to create and maintain the intranet.
Maybe a bunch of the content is outdated or irrelevant. Or the GUI is confusing, too complex, or not mobile-friendly. Besides soliciting employee feedback, you can regularly review performance and metrics such as clicks to help identify areas that need improvement.
Proactively take the time to make sure the intranet is effective and aligns with the employeesâ needs. This can, in turn, can take your intranet from good to great, and lead to increased employee productivity, satisfaction, and overall organizational success.
For more information on making your intranet go from good to great, follow me on LinkedIn!
The first Friday of March has become the unofficial holiday of Employee Appreciation Day in the U.S. Some companies celebrate this day, while others celebrate their employees throughout the year.
No matter how your company does it, showing employees appreciation is essential to providing a good employee experience. Every company has different ways to recognize employees. Some may plan a big event around Employee Appreciation Day, while others may plan quarterly or monthly events to show appreciation for employees.
Some companies may show their appreciation with financial awards like bonuses or through offering additional time off, while others may have more modest ways of doing so.
The bottom line: It doesn't matter how big or small the appreciation is. What matters is that you take time to show appreciation for your employees.
If you're limited on ideas, or resources, here are some simple ideas for showing appreciation:
Work can be a grind sometimes, so anytime an employee gets a note from their boss or supervisor expressing appreciation for their efforts, it can be a nice little pick-me-up.
Every company wants hard-working and passionate employees because those are the type of employees who throw themselves into their work and are proud to represent the company. However, with hard work comes stress. That's why it's nice to check in with employees from time to time and thank them for their efforts.
These notes of appreciation don't have to be long. They could be written or emailed.
Many employees will just appreciate the fact you took the time to recognize them. One little note can really work wonders for morale and motivation.
Most companies will have some sort of weekly meeting to update the workforce on current happenings and to touch base. Every once in a while, the company should hold a gathering instead to recognize the workforce and discuss positive happenings in the company.
Sometimes the workforce needs a good reminder of why they do what they do and the positive things that come from it.
These gatherings could be on or off site; it's a matter of company preference. The important thing is that the gatherings focus on thanking employees and celebrating the positive accomplishments of the company.
And, these gatherings should include food! It doesn't matter if the company provides the food, or if employees contribute via potluck, just as long as there's food.
Some companies use employee-led committees to plan monthly fun activities that encourage workplace bonding. These committees can also be used to plan employee recognition activities or coordinate company community service activities.
Sometimes just giving employees more ownership of things within the company is the ultimate sign of appreciation. It signals to employees that management doesn't have all the answers and that employees deserve a large role in shaping the company's culture.
Management should always look at their company and ask themselves where they can give employees more ownership in shaping it. Not only will this type of trust motivate employees, but they will feel appreciated.
What does your company do to show employees appreciation?
These are only a few ideas, but there are several more ways to show employees appreciation.
Tell Work It DAILY how your company appreciates employees and you might be featured on our website and social media channels to thousands of job seekers and potential employees!
This article was originally published at an earlier date.
Figuring out how to choose a career can be quite intimidating. Even though itâs an incredibly important decision, youâll often get conflicting advice on how to begin! This guide breaks down the simple steps you can follow to decide on a career and move forward with confidence. Table of contents 1. Do Some Self-Reflection 2. […]
The post How To Choose A Career: Tips For Picking The Right Path appeared first on Career Sherpa.
One of the hardest and most important job interview questions is, "Tell me about a time you went above and beyond." Here's the perfect technique to ace the answer every time.
The first step is for you to sit down and think about a time when you exceeded expectations on the job.
Imagine the times when you were given a lot of praise or maybe you got a promotion or even a raise. Think about what made you earn these things and ask yourself how exactly did you go above and beyond in order to get that appreciation and that recognition.
This is going to help you flesh out the stories that you're going to want to tell in order to validate your experience and your ability to go above and beyond.
Now, step two is for you to break that story down into what we call the "Experience + Learn = Grow" model for answering behavioral interview questions like, "Tell me about a time you went above and beyond."
You want to think about the experience objectively and factually. Explain to the hiring manager everything that happened leading up to you earning that praise or that promotion or that raise.
Then, you want to talk about what you learned. As a good employee, you always want to be thinking about those experiences and what they taught you.
Lastly and most importantly, you're going to talk about how you grew as a professionalâhow you're going to take what you've learned and apply it going forward. This is going to demonstrate how employers like them could benefit from this added expertise that you've developed.
The third and final step is for you to practice your delivery. You do not want to walk in and wing it. It's super important that, in addition to writing out your answers, you play them back to yourself.
What do I mean by that? Well, I suggest grabbing a mirror and talking out the answers, looking at yourself straight in the eye with a smile, or asking friends or family members to do a mock interview with you. Even recording yourself and playing it back on a video will do the trick.
Doing these things repeatedly is vitally important in job interview preparation, especially when it comes to answering a question like this. "Tell me about a time you went above and beyond," can seem like a daunting interview question, but all you have to do is follow the three steps above to answer it effectively.
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.
