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It’s a question that many people ask. It’s whether or not they are willing to take a pay cut knowing it’s a job that they like. Here’s the kicker: they are currently working a job that they don’t like but pays well. This is a bit of an issue here for many people. The money […]
The post Should You Take A Low-Paying Job That You Love…or a High-Paying Job You Don’t Like Much? appeared first on Jobacle.com.
There are typically two different situations that a job seeker with an incomplete degree can be in. Either you didn’t finish your degree and don’t plan to, or you’re currently completing it. I know job seekers in both situations and there is a great way to handle the incomplete degree scenario.
So how do you address your incomplete education on your resume?
Let’s look at both scenarios: those job seekers currently pursuing a degree, and those who’ve decided not to return to school.
I personally think it’s important to include your degree or coursework on your resume, especially when it’s related to your current or desired career field. There are two ways I would suggest tackling this:
1. List the college you went to, the program area you studied, and dates you attended school. You’re not including a degree here because one was not awarded.
2. State the university you attended, relevant courses you completed (especially if they’re related to a position you’re pursuing), and dates you attended the school.
You have to be careful when including this information on your resume. You don’t want to mislead an employer into thinking you have a degree that you don’t have. This can come back to bite you if you’re offered the position and they fact-check.
Plus, the goal here isn’t to deceive anyone into thinking that you have a degree you don’t actually have. The goal is to include any education you have receivedâwhich, in my opinion, is important to show.
You should absolutely include information about pursuing a degree on your resumeâespecially if the position requires whatever degree or certification you’re pursuing. There are two great ways to handle including this information on your resume:
1. State the college you’re attending, degree you’re pursuing, your area of study, current GPA (if 3.0 or higher) and include your anticipated graduation date; this is very important if your graduation date is within the next 12 months.
2. List the university you’re attending, degree you’re pursuing, area of study, current GPA (if 3.0 or higher), and the words In Progress. This works well if you’re still going to be in school for a couple of years.
If the degree or certification is a requirement for the opportunity and it has been recently obtained or will soon be completed, I recommend putting your education information at the top of the resume.
If the degree or education you have isn’t required or directly related to the position, put it at the end of the resume. This is also the case if you want to share with the employer that you have some education but you don’t want to advertise that you didn’t complete your education.
No matter if you’re a college dropout or a current college student, your resume can look complete and professional with these two strategies!
Need more help writing your resume? We’re here for you!
We’d love it if you joined our FREE community. Itâs a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades. More importantly, we have tons of resources inside our community that can help you write your resumeâthe right way.
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Itâs exciting, no doubt about it. Your expertise, hard work, and perseverance paid off. You got the big promotion you were working toward. Then, along with exuberance, reality sets in with a bit of nerves for this new challenge. Now you have to deliver.
Even though promotions are exhilarating, they can also leave recipients uneasy about the change. Going from a position where you had proven yourself into a position with some inherent uncertainty will put a knot in the most confident stomachs.
Oftentimes, the easiest kind of promotion is where youâre promoted into a new environment with a new team to work with. That is like a clean slate. Much harder can be the transition within a business unit. Not to mention, the move from peer to boss can definitely be a minefield. Like it or not, we create an identity at work and many of our co-workers identify us with our role. Change our role or give us more responsibility, and people around us sometimes have difficulty adapting. There are also occasions when the person promoted has difficulty adjusting.
Letâs take a look at some of the steps the newly promoted can take to ensure a smooth, effective transition.
Embrace the newness and recognize your stakeholdersâthose affected by your work and your teamâs work. Even if you are working with some of the same people, there is a good chance you have new stakeholders or new relationships with stakeholders. Meet with them and listen to their feedback. From employees to suppliers to customers to your boss, they will let you know whatâs going well and what needs improvement from their perspectives.
Note the emphasis on listening. You donât need to promise the world just because youâre in a new role. You are there to gather their feedback so you can ensure expectations are met. You will learn a lot when you actively listen and these people will notice your engagement.
Your promotion was a competitive process. Your boss saw something in you that persuaded them to give you this opportunity. There is almost always a learning curve to your new position, but during the transition, put together a plan for yourself and your role going forward. You bring a skill set, expertise, and a new perspective. These are all ways you can add value.
Determine 30-, 90-, and 180-day milestones about what you are going to learn and how you will proceed in making positive contributions. Utilize the SMART principle for goal-setting (Specific, Measurable, Attainable, Realistic, Time-Bound). The promotion is not the high water mark. You have greater things in store.
Be as transparent as possible about your goals and expectations. This communication should be the case up and down the chain of command, and you have to actively invite feedback and demonstrate a willingness to listen to it.
Once you have developed your plan and milestones, meet with your supervisor to discuss them. If you have not worked closely with this person before, it may be helpful to meet regularly, at least while you get your feet wet. Get to know his or her expectations and communication preferences. See to it that youâre both on the same page strategically and tactically.
The same holds true if you have any employees reporting to you. They should be aware of the direction you want them going in, and they should know how you prefer to communicate. Share your goals and plans. Research has shown that we are more successful at working toward goals and implementing new habits when we communicate them to others. We allow people to hold us accountable. In a team environment, there is no other way to move the needle.
Finally, you may be asking, âWhy so much emphasis on communication preferences?â Relationships at work function much better when the individuals involved have clear understandings. This becomes even more important in workplaces with flexible schedules and working arrangements, different communication media available, and where teams are distributed and function in a virtual environment. Sending an urgent email to your boss when she only checks email once a day can be useless.
Taking the time to understand these important details can ultimately pave the way for cohesiveness and long-term success after your promotion. Good luck!
We know how tricky it can be to navigate a promotion at work. If you’re struggling to adjust to your new role, we can help.
We’d love it if you joined our FREE community. Itâs a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.
Join our FREE community today to finally become an empowered business-of-one!
This article was originally published at an earlier date.
Reading LinkedIn, you might think that the average office is a caring, sharing environment. Everyone adopts a nurturing attitude towards their colleagues. Managers give their staff kind words of encouragement even when they make expensive mistakes.
Perhaps your experience was different? Mine was.
Iâve worked with organizations where positivity and empathy were not among the corporate values.
Encounters with managers in the military, law enforcement, accounting firms, sales teams, and outsourced call centres can be bruising experiences.
So why would anyone tell a Navy chief petty officer, a tax inspector, or a Russian call centre manager that using positive and encouraging language might be a good idea Why would they believe it?
Positive language makes working a more pleasant experience.
Staff are more likely to be productive, stay with the company instead of move on, and perhaps even persuade their friends to work there.
The financial benefits of increased productivity are obvious.
Reducing staff turnover means less time and effort spent recruiting and training replacements, and fewer periods of sub-par productivity from partially trained employees.
Most companies have ârecommend a friendâ schemes. The savings can be substantial. A UK company offers a GBP 1,000 bonus for staff who successfully recruit their friends. Most recruitment firms charge three monthsâ salary for the same thing. This could easily amount to two or three times the bonus, even for quite junior positions.
The frequent use of negative language has the opposite effect.
Resentful staff have less reason to be productive and so earn less for the company.
Resentful staff are more likely to leave at the first opportunity. HR will need to recruit and train more new hires to replace them. This costs more and has a negative impact on productivity.
Resentful staff are more likely to tell their friends and relatives how bad the company is to work for, so dissuading people from working there.
Positive language need not be sickly sweet. It has four distinct characteristics:
Surprisingly little. Here are some examples of negative phrases people use, and their more positive substitutes.
âYou didnât…â
This looks back to the past. It says what the person didnât do without offering alternatives. It makes it clear that the fault lies with the listener. Suppose we replace this with âNext time, try…â? This looks forward. It doesnât point the finger and it gives the listener an alternative course of action.
âYou should/must…â
This is very forceful and puts the blame firmly on the listener. How would the listener react to âIt would be better if you…â or maybe âWe should/must…â? The first option presents an alternative course of action. If the issue is related to legal obligations or safety requirements, then saying âWe should/must…â takes away the sting by emphasizing that everyone has to do it.
âYou didnât understand…â
As a trainer, I try to avoid saying this. If my trainee doesnât understand, then thatâs not her fault, itâs my fault. I didnât present it properly. I prefer to say: âI didnât tell you properly/clearly enough…â
These phrases are guaranteed to lead to fights and divorce proceedings.
âYes, but…â
This says: âI have listened to you. It doesnât matter.â Try replacing the word âbutâ with âand.â Youâll find that the conversation moves along faster and with less antagonism.
âYou should have…â
This focuses on the past and the personâs âmistake.â It shows no respect for the listener and blames him for not having your superior knowledge. A more positive substitute might be: âNext time, try…â That conveys the same message, but looks forward to getting it right in the future.
âWhy…?â
âWhyâ questions often sound like accusations. We all remember teachers asking us why we didnât do our homework. âWhyâ questions often put people into âexcuse givingâ mode. They answer the question with excuses rather than properly thought-out root causes. Coaches recommend replacing âWhyâ with âWhat…?â transforming the question âWhy didnât you do your homeworkâ into âWhat prevented you from doing your homework?”
âCalm down!â
Saying this usually has the opposite effect! It tells your listener that you do not care about their emotions. You just want them to stop expressing them. If you really want to help a person become less emotional, try telling him, âI want to help you, I need you to tell me what the problem is.â If the person shouts, itâs more effective if you take them aside and let them vent. Often, once the person has expressed their anger, they can speak more rationally and will apologize for their outbursts.
Think of the conversations you have had recently.
How many negative phrases have you heard? What effect did they have on you?
How many negative phrases have you used yourself? Now that you know more about positive and negative language, how would you conduct these conversations differently?
Once youâve thought about these questions, get in touch and tell me your thoughts!
When youâre training your staff, your choice of language can have a massive effect on their learning. To find out more about how to train staff, please read my posts âTraining for Non-Trainersâ and âExplaining How Things Work: How To Do It And Why It Matters.â
You cannot choose a career based on what others are choosing or where their interests lie. You have to make an individual decision. Your career choice decides where you will be in a few years and how your life will shape up. Therefore, it must be a well-thought-out process. Learning becomes a fun activity if […]
The post 6 Things to Consider Before Choosing a Career appeared first on Jobacle.com.
Teaching is a noble yet demanding profession. It often requires long hours and immense effort. Some people love to teach, but others may feel burned out and decide that teaching is not for them. Many people enter this profession because of their passion for helping others learn. However, there are many alternative career paths that […]
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Are you concerned about age discrimination? While most job seekers fear discrimination by hiring managers, the truth is that youâre more likely to be discriminated against by a computer.
Most 50-something or older job seekers donât realize that the technology they leverage to apply for jobs may be screening them out of consideration. Sadly, this is one of the most common reasons that job seekers donât get the interviews they want and deserve.
Hereâs the key thing you need to know. The databases, or applicant tracking systems (ATS), that employers, recruiters, and job boards use to parse, store, and analyze incoming resumes are capable of estimating how much experience you possess. When recruiters or hiring executives search these databases for candidates with a certain amount of experienceâletâs say 12-15 yearsâthe ATS will screen out candidates who possess anything other than 12, 13, 14, or 15 years. As a result, your resume or LinkedIn profile will not be listed in the resulting candidate search. This eliminates your candidacy before a human even sees your resume or LinkedIn profile.
Please note that while job boards, companies, and recruiters are not intending to discriminate, the technology they are using to organize the flood of resumes they receive is doing so inadvertently. This means that every time your resume is entered into a job board system, company website, or recruiter website, the experience filtering described above may occur. It also means that your LinkedIn profile could be subjected to this same filtering process any time a company or recruiter searches for candidates like you with a specific amount of experience in mind.
If youâre currently in or plan to launch a part-time or full-time search for a new role, take time to age-proof your resume and LinkedIn profile. Three simple changes will boost your candidacy, help you attract more opportunities, and win you more job interviews:
While we strongly recommend a professional headshot for your LinkedIn profile picture (you can get one in most markets for $100-$200), an amateur photographer might work if you know one who takes good portrait shots. The key is an attractive pose that makes the most of your facial characteristics and personality while minimizing any age-related deficits.
If you have silver hair, for example, consider using a dark background or black & white photo to reduce the risk of a washed-out appearance. Select a pose that conveys energy and vitality and hints at the wisdom youth simply canât replicate. Use a full-face smile to project energy with the photo and make sure you dress in interview-ready attire. You want to seem professional yet approachable.
Itâs standard these days for most folks over 30 to omit education dates from resumes and their LinkedIn profile. This is easy enough to do on your resume where you can also omit dates of training, certifications, licensure, or affiliations.
In short, omit any date prior to 2000, since most recruiters only want to see the last 10-15 years of your experience on your resume or LinkedIn profile. To achieve this on LinkedIn, go to your profile and then edit your “Education” section. Select the âââoption in the drop-down box for your start and finish dates. Eliminate dates from other sections as well.
This is a little more complex but well worth doing. On your resume, list your post-2000 work experience in your “Work History” section and separate your pre-2000 experience into an “Additional Experience” section. For your pre-2000 jobs, omit your dates of employment and list the amounts instead. For example, if you worked at GE from 1992-2000, report that as â8 years.â
LinkedIn doesnât allow members to omit dates from employment so your only choice is to eliminate pre-2000 jobs altogether. Try embedding a short version of older jobs in your first post-2000 listing or briefly noting relevant older roles in your LinkedIn summary. Either tactic will help you win more LinkedIn profile views.
While we donât recommend using online job boards as a key component in an effective job search at almost any age (there are other more powerful and faster ways to create and pursue career opportunities for yourself), the truth is that these systems inadvertently âdiscriminateâ against candidates with more than 15 years of work experience. Unfortunately, this same potential exists on LinkedIn and company/recruiter websites anytime a hiring manager or recruiter conducts a candidate search based on the amount of experience job seekers possess.
The good news is that a few simple tricks can protect your resume and LinkedIn profile from age discrimination and give you greater access to the career opportunities you want and deserve.
Need more help age-proofing your resume and LinkedIn profile?
We’d love it if you joined our FREE community. Itâs a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades. More importantly, we have tons of resources inside our community that can help you update your resume and LinkedIn profileâthe right way.
Join our FREE community today to finally become an empowered business-of-one!
This article was originally published at an earlier date.
“Why did you leave your last job?” is one of the most straightforward interview questions you’ll receive. However, that doesn’t mean you should answer it without being prepared! This guide will teach you how to answer this question as well as provide some of the best example answers to help you brainstorm. Table of contents […]
The post Why Did You Leave Your Last Job? (Best Answers To Use) appeared first on Career Sherpa.
Have you ever heard of a “lone wolf” culture or a “me” culture? It’s common in corporate America, but if you’re looking for a job, you should probably avoid companies with this type of workplace culture. Here’s why…
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For many years, companies have been hiring what they call the “best” worker. They look for the best performer. And in the beginning, when a company hires employees like that, they see a lot of results because everybody’s working their very hardest. But when you hire people to be the best, it gets competitive. Over time, you start to see the backstabbing and the politics. People protect themselves and throw each other under the bus. So the “lone wolf” or “me” cultures tap out. And, unfortunately, we have a lot of companies here in America that still have that “lone wolf” culture, and it’s creating a lot of problems.
The solution is to evolve into a “we” culture where the best idea, the best process winsâwhere we don’t look at individuals to be the best, we look at the team to create the best work. And that requires a culture shift.
If you want to know how to get hired at the “we” culture companies, the best places to work, check out my FREE community where professionals are learning how to become empowered in their careers so they can finally find career happiness and satisfaction, and overcome job burnout once and for all.
Sign up for my FREE community and become a Workplace Renegade today! My team and I are looking forward to working with you soon.
As a result of the progress in technology, it has become easier for people to enhance their skill set through online education. Whether you want to pursue an online degree or want to complete an online course, you can do it from any part of the world. It provides you with a great level of […]
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If you want to establish a career as a business management professional, you need to have a clear idea of what you want to be. There is a wide range of business management positions available, so you need to make a decision as per your skills and qualifications. From marketing to sales manager, finance manager […]
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During the last decade, coding bootcamps popped up to fill a talent gap. Unfortunately, when it came to the tech industry, there were more openings than there were graduates with four-year degrees to fill them. Coding bootcamps offer an excellent alternative to more traditional 4-year degree programs for the money and time saved. Because of […]
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