Figuring out what hobbies and interests to put on a resume can be tricky. Not only is it wise to choose some that you can relate to the job, but itâs not always clear where you should put this section in the first place! This guide will help you choose some good interests to put […]
The post Good Hobbies & Interests To Put On A Resume In 2023 appeared first on Career Sherpa.
If you’re struggling to find a job in 2023, I bet I know why. And I’m going to tell you exactly what you need to do to find one.
For the last 20 years, I’ve been a career coach. After I left corporate America and the staffing industry, I hopped to the other side to become an advocate for you, the worker, to reveal the secrets that you needed to know to get hired and build a great career.
So, here’s another secret: The biggest mistake people are making right now is using traditional job search strategies.
@j.t.odonnell Why you can’t find a job in 2023. #job #career #jobs #careers #jobtok #careertok #jobsearch #jobsearchtips #jobsearch2023 #jobtips #careertips #careeradvice ⬠original sound – J.T. O’Donnell
You’re probably heading over to those really big job boards like Indeed or ZipRecruiter and you’re applying and not getting any results. Maybe you’re over-applying, saying, “I’ll just spray and pray and apply for anything, even things I’m overqualified for.” And you’re still not getting any results, right?
That’s because everybody else is doing the same thing.
Let’s add a little complexity to that. Everyone’s talking about the low unemployment rate and how there are two jobs for every one person, but that’s actually not true. The majority of those jobs people don’t want. That’s why they left them. Those really good jobsâthe jobs you wantâeveryone’s going after them, especially when they’re on job boards. So there’s too much competition.
Studies show that only about 2% of people who apply online ever hear back from the employer. That’s not even ghosting. You’re not even getting to the table to be ghosted. And that’s a really unproductive and depressing way to look for work. It makes you feel like a failure. You’re not a failure. Nobody taught you the new rules for the job search. So here’s what you’re going to do about it…
Change your mindset from becoming a job seeker to a job shopper. A job shopper chooses where they want to work next. Now, in order to become a job shopper, you’re going to get really intentional. Look for the 20 or 30 companies in your area that you would like to work for that hire for your skill set.
When I say you’d like to work for them, it’s not because you heard they pay well or have great benefits. It’s because you really respect and admire what they do for work.
This is not something we were ever taught to do before and it might feel really weird to you. But think about it. There are reasons that you’re attracted to certain brands, right? We all have a brand that we’re in love with. That’s called a brand connection. And with it, there’s a connection story, meaning somewhere along the line you fell in love with that brand through an experience.
Well, guess what? Employers are brands, and when you can share with them your connection storyâtell them why you admire and respect them and how you came to know that they’re a great place to workâyou are going to stand out.
Once you’ve got your connection story and interview bucket list of employers, you can apply some smart job search strategies to get their attention and go around the ATS to get results.
If you want to learn how to do that, sign up for my free newsletter or become a Work It Daily member.
Good luck and go get ’em!
Stakeholders are people who have an interest or influence in your project, such as clients, sponsors, managers, team members, end users, etc. They can be a valuable source of feedback, support, and resources for your project, but they can also be a source of conflict, frustration, and risk if they are not managed well.
Difficult stakeholders are those who have unrealistic expectations, conflicting opinions, unclear or changing requirements, poor communication skills, or negative attitudes toward your project. If mishandled, they can cause delays, scope creep, budget overruns, quality issues, or project failure.
So how can you deal with difficult stakeholders effectively and maintain a positive relationship with them? Here are some tips to help you:
Identify your stakeholders and their needs. The first step in dealing with difficult stakeholders is to identify who they are and their level of power and interest in your project. This will help you determine how much attention and communication each stakeholder needs and how best to engage them in your project. For example, stakeholders who have high power and high interest in your project are the ones you need to manage closely. They are usually the ones who can make or break your project, so you need to keep them satisfied and informed. On the opposite end, stakeholders who have low power and low interest in your project are the ones you need to monitor. They may not have much influence or involvement in your project, but you must keep them updated and aware of any changes.
Communicate regularly and proactively. Communication is key to managing stakeholder expectations and building trust and rapport with them. Communicate with your stakeholders regularly and proactively throughout the project lifecycle, using the appropriate channels and methods for each stakeholder group. Provide clear and consistent information about the project status, progress, risks, issues, changes, and achievements. Seek feedback from your stakeholders and listen to their opinions and suggestions.
Manage conflicts and disagreements. In any project that involves multiple stakeholders with diverse perspectives and interests, it’s inevitable to face conflicts and disagreements. However, it’s important not to shy away from or disregard them. Instead, it’s essential to approach them constructively and tactfully. Try to understand the root cause of the conflict and the underlying needs and emotions of each party. Use active listening skills and empathize with their point of view. Find a win-win solution that satisfies both parties or at least minimizes the negative impact on the project.
Negotiate and compromise. Sometimes you may need to negotiate and compromise with your stakeholders to reach a mutually acceptable outcome. Prepare for the negotiation by identifying your goals, alternatives, and best/worst-case scenarios. Research the other party’s position, interests, and motivations. Use effective negotiation techniques such as asking open-ended questions, making concessions, finding common ground, and emphasizing benefits rather than features. Be respectful and courteous throughout the process and avoid personal attacks or emotional reactions.
Manage changes and expectations. Changes are inevitable in any project due to various internal or external factors. However, changes can also cause confusion, frustration, or resistance among your stakeholders if they are not managed well. Ensure you have a clearly defined change management process defining how your project will identify, evaluate, approve, implement, communicate, and monitor changes. Involve your stakeholders in the change process and explain the rationale and impact of each change on the project scope, schedule, budget, quality, or deliverables. Manage stakeholder expectations by setting realistic and achievable goals and milestones for your project and communicating any deviations or issues as soon as possible.
Appreciate and acknowledge. Finally, appreciate and acknowledge your stakeholders’ contribution to and support of your project. Recognize their efforts and achievements publicly or privately, depending on their preference. Express gratitude for the feedback, suggestions, or resources they provide for your project. Lastly, celebrate the project’s success with them and share the credit for the outcomes.
You can overcome the challenges of working with difficult stakeholders and turn them into allies. The key is communicating clearly, managing expectations, resolving conflicts, and building trust. These skills will help you create positive and productive stakeholder relationships that benefit everyone involved. By doing so, you can ensure that your project is successful and meets the needs and goals of all parties.
If you found this article helpful, you may want to read about project management’s benefits, challenges, best practices, and tools for success.
Everyone is looking for the easiest way to get things done. But easy is not the same as best or most effective. This is true of your job search and managing your career. If you are going on a road trip, you would plug in your destination and follow the route. It’s almost inconceivable that […]
The post Summary Sunday: Issue #516 appeared first on Career Sherpa.
There are a few ways you can impress hiring managers in a job interview. You can stand out for your answers, your personality, aptitude, and experience, your knowledge of the company, and the questions you ask.
But which questions do hiring managers expect you to ask?
According to a recent study by Zety, there are a handful of questions hiring managers expect you to ask before the interview concludes. Here are the top five:
Why a hiring manager wants to hear this: They want to know you’re serious about wanting the job and excited to add value to the company from the very start. It shows initiative. If you’re already thinking about working on projects this early in the hiring process, that puts you way ahead of the other candidates who are just trying not to bomb the interview.
What their answer will tell you: You’ll get a sense of what your average project will look like. You’ll also be able to get a better idea if this is the type of work you want to do. Could you develop your skills working on these projects? Is this work that will challenge you to grow as a professional? If the hiring manager stumbles trying to answer this question, they might not have been completely transparent about what the position actually entails.
Why a hiring manager wants to hear this: It shows that you’re curious and want to know exactly what you need in order to succeed in the position. You are interested in being that ideal candidate. You are interested in being a successful employee.
What their answer will tell you: You’ll know exactly what they are looking for, all the skills and experience they didn’t mention in the job description. It also gives you another opportunity to prove you have the skills and experience they’re looking for. A great way to provide proof is by using the STAR technique (or the “Experience + Learn = Grow” technique) we recommend job seekers use to answer behavioral interview questions.
Why a hiring manager wants to hear this: Even more so than the first question on the list, this question shows that you are a proactive employee. You are already imagining yourself working for the company and contributing to its success. You are eager to add value and prove that you are an excellent employee.
What their answer will tell you: You’ll have a clearer understanding of what your first few months will look like on the job. It’ll help you imagine working for the company, and allow you to brainstorm ideas for the projects they mention. Also, it’ll help you plan ahead. In the case you do get the job, you’ll already be prepared to jump in and add value from your very first day.
Why a hiring manager wants to hear this: They’ll know that you’re already imagining yourself in the position. Hiring managers are looking for serious job candidates. They’re not looking for candidates who don’t care what they’ll be doing day to day because those are usually the same candidates who are only interested in a paycheck.
What their answer will tell you: It’s simple. You’ll find out what a typical day in this position looks like. Don’t like what you hear? That’s probably a red flag. But if you like what the hiring manager says, that’s a good indication that you’ll be happy working the job.
Why a hiring manager wants to hear this: You’re seeing if there is potential to stay at the company long term, either in the job you applied for or in a different position if you get promoted. They want to know if you hope to stay at the company for longer than one or two years because it costs employers a lot of money to hire new employees. They might get the impression that you’ll be a loyal employee.
What their answer will tell you: It’ll tell you whether you’ll be expected to do tasks you weren’t originally hired for or not. If the hiring manager says the main responsibilities for the position will change, you can ask them to elaborate. Do the changes align with your career goals? Is that how you want to grow in the company, in your career? If not, you probably won’t see any long-term career potential there, and it might be best if you look for a job elsewhere.
Never leave a job interview without asking the hiring manager a few questions. If you don’t ask at least one of the questions above, hiring managers might choose the candidate who does (if all else is equal). Just remember to ask the questions you really want to know the answers to, the questions that will help you decide whether or not you want to work for the company.
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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.
Have you ever wondered about how you communicate with others? How you interact with others plays a major role in both your career and life in general.
It can be hard to categorize yourself, but it’s extremely helpful to have an idea of how you communicate with others and get a sense of how others perceive you. This type of self-assessment is important in figuring out how to market yourself as an employee that adds value to the workplace.
Fortunately, Work It Daily has a FREE Workplace Communication Style Quiz that can help determine your communication style.
The Communication Style (ISAT) Quiz allows you to understand your communication style so you can work more effectively with others. It has 18 questions about your personality and how you handle certain situations.
An example of a question includes:
What describes you best?
A) Do not like pressure situations.
B) Don’t mind pressure situations if can move things forward.
At the end of the quiz, you’ll get your result. An individual’s communication style falls into one of these four categories: Empathizer, Energizer, Contemplator, and Commander. Which one are you?
The communication style results page gives a full rundown of each style, including each style’s strengths and weaknesses. Can you guess what communication style you are?
Here are a few characteristics of each one:
Empathizer: Warm, tactful, avoids conflict.
Energizer: Open, upbeat, and outgoing.
Contemplator: Calm and reserved.
Commander: Serious and direct.
You might be surprised by your results. The only way to know for sure is to take the quiz.
Understanding your communication style can help you better interact with your co-workers. Understanding how you interact with fellow co-workers is especially important if you just started a new job and are the “office newbie.”
Although you might think you have a firm grasp on how you communicate with others, you might not realize how you could be misinterpreted by co-workers, which could lead to some awkward situations and unwanted workplace conflict.
Having a better understanding of your communication style is also helpful for networking and job interviews.
Networking can be tough, so having a handle on how you communicate will help you adapt your networking strategy, while potential employers usually ask job seekers to describe themselves during job interviews.
There are so many reasons to understand your communication style. In fact, if you don’t take the time to learn the pros and cons of your communication style, you could seriously hurt your career.
If you feel out of place at work or constantly get passed over for promotions, your communication style could be to blame.
We want to help. You deserve to know this information about yourself so you can unleash your career potential and get what you want from work.
So, take our FREE Communication Style Quiz today. Your career will thank you.
To find your next job you’ll need a process. There are six steps to managing your job search you’ll want to follow. You’ll learn how to create a strategy to help land the right job. The trouble with job search is that no one teaches you HOW to do it. And even if you did learn […]
The post 6 Steps to Managing Your Job Search appeared first on Career Sherpa.
There are days when I am very excited to start the day and others where I wonder what is in store for me. Recently, I had one of those âwonderâ days when heading to visit a very successful business owner. Many times on my visits the individual temperature and heart rate of this leader can be âsummer Florida hotâ even in the winter and other times it can be âNorthern New England dark February cold.â By the way, this has nothing to do with the actual weather outside. I decided that on this visit it was worth exploring how this was impacting his organizational health given the continual external challenges.
The minute the leader turned the corner I could tell he was in a good mood which meant it might be time to have that “carefrontational” conversation that would be needed. I got greeted with that warm smile of excitement like he couldnât wait to tell me something. After learning that he picked up some new clients and that revenue was back growing again, he made a side comment that caught my attention. âIt is funny, Mike, despite this great news, I cannot get the leadership team excited about this. But that is okay. They will be happy when their bonuses come in.â
Right then, I decided to ask the “carefrontational” question with a qualifier: âWould you mind if we park it right here?â
He said, âSure, what is the matter?â I asked if he would mind if we dug deeper into his comment about the leadership team not being excited and he said of course.
I asked him that “carefrontational” question: âWhat role are you playing in their lack of excitement?â At first, he was dumbstruck that I asked, yet I let the silence fill the car and did not try to say more. He shifted in his seat and looked out the window. We had built the TRUST needed for this to be okay or it wouldnât work.
From there we dug deep into how I experience his moods when I visit and asked what does his team experience on a day-in-day-out basis? It led us to a very moving and emotional phase, yet it was also powerful. He expressed how he allows his personal situation at home (good/bad) and the business results (day to day) to positively or negatively impact his mindset or mood. The light bulb went off about how that roller coaster impacts the organization’s commitment to the goals and ambitions he has and also how at home his family might be feeling. It was so cool because he recognized it and articulated it versus me saying what I observed. He owned itâ¦
A few thoughts for those of you running a company, especially a family one, that might help improve the overall business performance along with relationships you have at work and home.
1. Judgment
Be careful to not attribute anotherâs actions to their character or personality. There are usually external factors that impact how people behave at work that impact how they are showing up that day. Invest time with your team to know what is going on personally and professionally so that when you notice a change, you can have that “carefrontational” conversation before it gets too far and they leave or you decide to fire them without understanding them. I have learned a new term connected to this called fundamental attribution error!
2. Vulnerability Space
If you as a leader are challenged with external factors contributing to your emotional feelings, so are other team members. Sharing that you are feeling stressed or concerned or experiencing some challenges at home can help your leadership team be more respectful and supportive. It can also help them share their situation. As a CEO/owner, I will assure you, over time, you will get a 2X-3X lift in individual performance when they know you care as much about their operational/financial performance as you do their personal welfare. Trust takes time but it does compound. The more everyone relates to each other the more connected the team will be, and when you need help they will be committed to it versus complying because you are their âboss.â
3. Structure with Flexibility
It may sound like a contradiction, yet what I mean is to put structure into your meetings with the team so they have a rhythm and cadence. We are humans and need connections and stability and knowing that there is a framework helps tremendously. That being said, during these get-togethers adding various exercises to keep people connected, reminding them why they are there, and adding some fun keeps people excited to attend and looking forward to the get-togethers.
4. Be a Learning Leader
Life is a journey and the fact that you are the business owner or CEO doesnât mean you have all the answers. Nothing in your title says you should but many times we feel imposter syndrome if we donât. My experience is intellectual curiosity and emotional intelligence are two of the most powerful traits a leader can and needs to develop. Ask for help and feedback, and listen to hear, not challenge. It might surprise you where in your organization the answers are. When you open up about what you need help with and are clear, there will be culture carriers who will rise up and help you.
The ultimate success of any SMB owner/CEO isn’t to always have the answers. It is to truly know your team well enough to know who can provide the right perspectives for you to make the most informed decision for the organization. Let me know if you want to discuss this further or debate the thinking above by connecting with me on LinkedIn or emailing me at [email protected]. I love connecting with high-integrity, growth-oriented business leaders who also care deeply about the environment and humanity.
As a candidate, can you really say you âenjoyâ a job interview? From the moment you walk into the room, itâs the interviewer asking the questions and setting the agenda. You feel like a deer in the headlights.
This fear comes from feeling like you are not in control.
It doesnât have to be that way. When you attend a job interview, you are attending a sales meeting and selling your flagship product: yourself!
Do salespeople sit and wait for their customers to ask questions about their product, hoping they ask the right ones? No! They ask questions themselves! This is how they find out what their customers’ needs are so that they can present their product as the solution that meets these needs.
If youâre in a job interview, you need to do the same!
Interviews normally follow the same format. The interviewer starts the meeting with a few words of introduction. They tell you something about the position. (Usually, itâs on the job description, which you have already studied in detail.) Then they will ask you questions. They will give you about five minutes at the end of the interview to ask questions yourself.
If you let them follow this plan, your opportunity to really influence the conversation will be in the last five minutes of the interview. That is too late.
To turn your interview into a sales conversation, you need to ask your questions while the interviewer is telling you about the company and the job.
A sales professional asks questions to find out what the customer might need from his product. You need to find out what the employer needs from this position.
Try asking questions like this:
âMs. X, can you tell me how this position contributes to the companyâs success?â
If you want to be more direct, you could ask:
âMs. X, what problem does this position solve for the company?â or âWhat need does this position fulfill?â
Watch the interviewerâs reaction as they answer the question. If the interviewer seems happy to answer the question and gives you an in-depth answer, then you can ask for more details. Be sure to say, however, âIâm sorry for interrupting your flow,â and then ask the question.
One word of caution. NEVER say: âIâm sorry for interrupting your flow, but…â
The âbutâ is the killer. It communicates the idea that your apology was for nothing and that you didnât mean it.
Once you get this information, refer back to it when you answer the interviewerâs questions.
If the interviewer asks you about your experience solving technical issues with customers, you can answer his question by saying: âThat sounds a lot like what I would be doing for your customers. Am I right?â
If the interviewer asks you about your knowledge or experience, answer with: âI did something similar to what we were saying earlier aboutâ¦â and then expand on your knowledge and experience as appropriate.
By referring back to the purpose of the position / problem it solves, this gives you the chance to position yourself as the candidate who is the solution to this problem.
âYou need to know your interviewer:
Many jobs require multiple interviews with different interviewers. Each interviewer may perceive the role from a different perspective, so be ready to ask this question multiple times, and get different answers from different people.
If you are in a later interview, your interviewer may question why you are asking this again. Respond by explaining that different interviewers have different perceptions of the role and you want to be sure you are on the same page.
Your interviewer may not be comfortable with the question:
Not all interviewers have been trained to interview candidates. They donât always want to be doing this and they may think that they have better things to do with their time.
If their answers to your question are short, or they refuse to answer, then donât press it. You might want to think about their reaction, however. The question is not unreasonable. Why would they refuse to answer it?
If they donât want to interview you, then they donât want you as a colleague.
If they think you should shut up and answer the questions and âknow your place,â thatâs the kind of company youâll end up working at.
If they havenât got the time to handle one simple question from you, then you have to ask how serious the position is or how serious the company is in recruiting someone for it.
This question is sometimes the human equivalent of a âpingâ test: software engineers send a signal to a website/server, etc. The response he gets back tells him a lot about the connection.
When you ask this question, watch your interviewer carefully.
Donât just listen to her answer. Watch her behavior.
This can tell you a lot about what kind of people you will be working with.
Let me know how you get on!
Further reading…
For more ideas about reading peopleâs behavior, please check out: Reading Peopleâs Emotions: A Beginnerâs Guide
Determining why you canât find a job is easier said than done. For many, itâs a complete mystery that leaves them frustrated and unsure of what to improve on. This list of common reasons why you canât seem to find a job will help you become a more competitive applicant, and ultimately receive job offers. […]
The post 23 Reasons Why You Can’t Find A Job In 2023 (Plus Tips) appeared first on Career Sherpa.
Those interested in career trends probably already know about the importance of making new connections on LinkedIn and optimizing their profiles. However, one thing that many professionals still struggle with is offering value to their professional network.
Offer value to your network? What does that even mean?
This means communicating with your network consistently, not just when you’re looking for a job and need something from one of your connections.
So, how do you offer value to your professional network?
Sometimes opportunities will present themselves where you’ll come across connections that are in need of knowledge or skills that you possess. Make a note of what they are looking to do and ask yourself, âHow can I help this person with their business initiatives? What support, resources, or connections can I offer them?” Once you figure all of that out, you’ll be serving your network in no time.
Here are three SUPER easy ways to offer value to your LinkedIn connections:
This is the easiest way to start a conversation and/or keep in touch with a contact by offering value. Consider this person’s industry, interests, and special projects. What can you find on their LinkedIn profile? What have you learned about them in your conversations?
If you come across an article or video that you think they would find interesting or helpful, don’t be afraid to share it with them. You could say something like, “Saw this article and thought of you! Wanted to share. Enjoy!” That’s itâeasy. They will appreciate the gesture and keep you in mind!
You can also share articles on your feed for your entire network to see, with a message like, “I thought this article made some good points. What do you think?” This could potentially lead to some good exchanges and meaningful conversations with connections that you haven’t spoken to in a while.
Posting content is also a good way to make use of your own profile and stay relevant.
Sharing content works both ways, and another easy way to offer value to your LinkedIn connections is to share their articles and posts with your network.
If you found a blog post from one of your connections really interesting, share it with your network by posting it on LinkedIn with a brief blurb explaining why you’re sharing it. (Don’t forget to tag the author with the @ feature!) They’ll appreciate the gesture, and will likely remember that the next time you share something.
Sharing or commenting on a connection’s article is also a great way to reconnect. It sure beats sending a message that says “just checking in.”
Another important thing to remember is it doesn’t matter if you’re sharing your own content or someone else’s. You’re still being active on LinkedIn and staying in front of people. This is a great way to build your personal brand.
If you think someone in your network could benefit from connecting with one of your connections, you could shoot them a quick message saying something like:
“I noticed you’re looking to break into the entertainment industry. I’d love to introduce you to Jody Smith. She works as a talent agent out in L.A. and I’m sure she’d be a valuable addition to your network. Would you be interested in getting an introduction?”
Just make sure you ask your other connection if the introduction is appropriate before offering him/her up! This is known as super connecting.
Once again, this is something that could come back to benefit you if you find yourself in a position to make a career change and are hunting for a job.
Always be willing to offer value to your network when you don’t need it so that when you actually do your professional connections will be more than willing to help!
Also, the more you network, the better networking habits you develop.
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Become a member to learn how to network and UNLEASH your true potential to get what you want from work!
This article was originally published at an earlier date.
Want to get hired? Of course you do! Employers nowadays are looking for a more holistic group of skill sets in the people they hire. It’s not enough to just deliver on your core skills anymore.
What will make you most valuable and have the most impact at a company is a combination of your core, personal, and intangible (soft) skills.
Here are six intangible skills that can get you hired today and certainly again in the future:
The “relentlessly changing” world we live in requires its workers to be able to flow with change, adapt to change, and navigate change with a can-do attitude. Those who can adapt the best to personal, policy, and leadership change will be valuable assets to their work teams and workplace.
The most successful sports franchises all have a balance of veteran, experienced, and rookie players. Working together with people of different generations, cultures, and demographics is a coveted intangible skill that will become more and more important as the workplace becomes more culturally diverse.
Your “human relations” skillsâbe it developing rapport, listening, motivating others, or delegating with respectâwill be what makes you an important part of any team.
Owning the job you have and making things better and more effective, instead of just showing up daily to do the same thing, is an intangible that will make you stand out. You don’t have to be the “owner,” president, manager, or CEO to show leadership.
Just look at all the employees honored for their work in the awesome program “Undercover Boss.” Most of these workers just have a strong sense of personal pride and work ethic, regardless of their personal lives of showing up to do a great job and making a difference every day.
This is pretty simple. The workplace requires people to do more tasks and take on more responsibility than ever before. Expect it and get prepared for it.
Certainly, this should have realistic boundaries. It’s important for you to find work-life balance in whatever position you land. You don’t want to experience career burnout.
Being open and flexible to learning new skills and approaches, interacting with new people, and trying new ways of doing things shows resilience and perseverance to do whatever it takes to do the job and get it done.
Nobody wants to hire someone who’s stuck in their ways. In the interview process, it’s important to come across as open-minded and coachable, especially if the company values a dynamic work environment.
“Whistle while you work.” Nothing is more attractive and powerful than someone who is a bright spot in anyone’s day and shows up with a positive attitude of gratitude. Leave the personal, heavy stuff at home and come to work ready to greet colleagues and customers and make their day brighter.
You can talk about your intangibles through specific personal stories that demonstrate how you used them. Nothing beats a great, real story that gets people to relate to you. This can be a huge competitive advantage in addition to documenting achievement and accomplishment in your core skills.
If you need some help discovering some of your intangibles, think about three jobs where you took on a project, made it your own, and were successful. Ask some of your current or past colleagues to tell you what they think your intangible skills are. If you need to practice, volunteer outside of work or ask your boss to give you a small project that can stretch you!
In today’s job-seeking world, there are your core skills, personal skills, and intangible (soft) skills. More often, if it comes down to you and someone else, the person who has the intangibles usually wins! What are the intangible skills that have impacted your jobs?
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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.