4 Easy Steps To Speed Up Your Job Search

4 Easy Steps To Speed Up Your Job Search

I got an email yesterday from a client wanting to know if I had any job search tips. Unfortunately, he had been recently laid off and found himself on the job market. Talking to him got me thinking…What really makes a job search successful?


The bad news is that there isn’t a magic formula. The good news is that there are a number of very simple things you can do to improve your marketability.

Here are four easy steps to follow if you want to speed up your job search:

1. Update Your Resume As Soon As Possible

This might sound simple, but it is by far the most important (and first) step in a job search. You need to have your resume ready to roll at a moment’s notice.

The way I see it, there are two kinds of job seekers. There is the job seeker that draws confidence from being prepared and then there is the kind of job seeker that gets blindsided by the unexpected. I know which kind I’d rather be.

The best time to focus on your resume is when you don’t need it.

2. Figure Out Who Your Resume Is For

Man on laptop speeds up his job search by optimizing his resume

Is your resume for you or is it for prospective employers? The resume might have your info, experience, and accomplishments on it, but, ultimately, the documents that make it past the ATS not only have the right amount of keywords peppered throughout but also show, very clearly, what the applicant can do for the potential employer.

When writing your resume, always keep potential employers at the forefront of your mind. Make sure you quantify your experience, skills, and accomplishments. Give them a preview of the kind of positive impact you could have on their organization if they were to hire you.

3. Realize It’s Not About You

Woman on her laptop uses strategies to speed up her job search

Really. It’s not. The most successful job seekers understand that it’s about what you do for others, not about what they can do for you.

This is a fundamental idea that for some I hope turns the act of “networking” completely upside down. In every interaction, the most important thing is to demonstrate, “How can I help YOU?” It’s the folks who unselfishly look out for those around them who make opportunities happen. Here are a few ideas to get you started:

What connections can you help make? Ask open-ended questions. You may even choose to treat the conversation like an informational interview. What professional needs does the other party have and how can you fill them?

4. Determine Your Target

Man makes a phone call while looking for a job

This is such a simple concept, but it’s probably the biggest obstacle I see with many of my clients. You need to have a target. It is as easy as that. How can you expect to reach the goal of employment without aiming for a bullseye?

The first step is to clearly identify the job/profession/industry you are targeting. You may even have a company that you’ve always wanted to work at. (It’s always a good idea to have an interview bucket list—a list of companies you’re passionate about that you’d love to work for someday.)

Make sure that your goal aligns with your experience. Then (and only then) are you free to begin outlining a plan to achieve your goal.

Here’s an example:

I have an open door policy with my resume clients and I keep tabs on them throughout their job searches. Out of all the resumes and resume clients I’ve ever had, only one resume didn’t work. One. When I wrote the initial resume, my client was targeting retail sales positions. Then she called one day a couple of months into her job search wondering why she wasn’t getting any responses. I asked her to send me an example of the jobs she was applying for and guess what? All the online job applications she had filled out were for human resources positions. No wonder her resume didn’t work!
After rewriting her resume, she found work relatively quickly and it just goes to show how important it is to aim before you pull the trigger.

Know your audience, be proactive, and remember that it’s not about you. If you apply these things to your job search, you’ll be employed in no time!

Need more help with your job search?

We’d love it if you signed up for Work It Daily’s Event Subscription! Get your career questions answered in our next live event!

This article was originally published at an earlier date.

Why Contact Centers Are A Good Way To Start Your Career

Why Contact Centers Are A Good Way To Start Your Career

“Do you really want to work in a contact center?”

Let’s be honest: five-year-olds don’t dream about working in a contact center when they grow up. Proud parents never boast about their children working in contact centers. Teachers at private schools never recommend students to work in contact centers.


People see contact centers as cubicle farms with hundreds of people on the phones selling non-existent products and services.

I’m going to tell you something different.

Contact centers are a great way for a person to start their career.

The Size Of The Industry

Call center employees help a customer

About 2.79 million Americans and U.S. residents, slightly more than 2% of the working population, work in contact centers.

The real figure may be higher. Many companies may call their contact centers “service centers,” “customer service centers,” or “help desks.”

A contact center agent’s average tenure is three years. All 2.79 million agents change their jobs every three years. The industry will have 930,000 vacancies every year, which equates to approximately 77,000 vacancies a month.

If you’re leaving university with a student loan to pay off, there’s no shortage of vacancies.

Getting In On The Ground Floor

Portrait of a call center employee

​It’s tough for newcomers to the workforce. Everyone wants previous experience. Contact centers are less likely to demand that. Joining a contact center attached to a specific industry can get you a grounding in that industry.

The companies serving consumers run contact centers. They include banks, debt collection agencies, the government (both local and national), insurance, healthcare, information technology, telecommunications, travel and tourism, and utilities. If you want to get experience in one of these industries, there’s a contact center for you to get your foot in the door.

As well as industry experience, you will also develop your people skills. That’s more than you’ll get from an MBA course. As a contact center agent, you’ll deal with up to 100 people per day. You’ll learn how to build rapport with complete strangers, explain things to emotional people, and stay calm under pressure or in the face of insults. Some people call these “soft skills.” These “soft skills” make people want to do business with you, hire you, or maybe even marry you!

Contact centers are a tech-heavy environment. You will learn to work with various programs and applications from day one. This will improve your technical skills and, more importantly, develop your ability to learn how to use technology. Technology changes all the time, but it will always be with us.

Contact centers give you the opportunity to work on yourself. Contact center work can be monotonous and repetitive. So is unemployment. This is your opportunity to develop your resilience and determination. Most contact centers provide you with regular coaching to improve your performance. Responding positively to coaching is a key element of being employable in today’s workforce. Contact center agents learn how to work in teams where success is not one person getting good exam results, but a customer having their requests fulfilled as quickly and effectively as possible.

You can learn all this in your first job!

Going Up!

Man working at a call center

What can contact centers offer people who stay longer than three years?

In the U.S., the average contact center employs 54 agents. That means one manager for every 54 agents, and on average, there is one supervisor for every 8.6 agents.

The contact centers industry is unusually “democratic.” Over the past 12 years, I have worked with more than 200 contact centers on three continents. In most cases, the managers started their careers as agents.

The industry also needs data analysts, IT specialists, developers, trainers, and coaches. Many of them started their careers as agents.

A Growth Industry

Call center employees

​Two factors have had a major impact:

The pandemic forced many companies to abandon face-to-face operations, relying on their contact centers to communicate with customers. Customers got used to doing business online. Now, many customers don’t want to go back to physically visiting a branch. Companies also welcome the change. Offices and shops are expensive to run in relation to the number of customers they serve. Companies are looking to expand their contact center operations as part of their strategy to go digital.

Legislation in many Western countries makes changing bank accounts, insurance, telecommunications, or utilities providers easier. Customer service is now the competitive battleground of the 21st century. Contact centers are expected to hold that ground and win.

A Changing World

Call center employees help customers over the phone

The shift to cloud technology is revolutionizing the industry, making access to transformational technologies less expensive and more available.

Companies are increasingly turning to artificial intelligence (AI) powered chatbots to handle simple interactions. This increases capacity without increasing headcount and frees up humans to handle more challenging interactions.

As automated systems handle simple tasks, human agents will handle more complex requests or help out customers who having trouble dealing with the bots. Human agents will need to be better trained both in terms of product and service knowledge and also in terms of emotional intelligence and communication skills.

Supervisors are likely to become more human-centered as automation will handle the numerical tasks. Supervisors will concentrate on coaching and motivating human agents or assisting in solving the most complicated customer issues and requests.

The wrap-up

The contact center industry has much to offer anyone looking for a job, regardless of experience. If you’d like to talk to an industry veteran, please reach out to me on LinkedIn.

Further reading…

Here are some more articles about the contact center industry:

Creating Quality Standards For Contact Centers

Using Quality Management To Improve KPIs

How To Reduce Average Handling Time (AHT) In Contact Centers

The Data Science ROI Of Moving To The Data Lakehouse

The Data Science ROI Of Moving To The Data Lakehouse

Many CDOs/CDAOs (and even CMOs) have raised some interesting questions about these three data management and data science titans: Snowflake, Databricks, and DataRobot. Some of the questions include:

  • Can Snowflake replace the CDP?
  • Do I need Databricks if I have ML Ops capabilities or other capabilities that are similar?
  • What is the difference between DataRobot and Databricks?
  • How do we prevent the siloing of marketing data and smooth access by other domains?

    Later in this post, I’ll be discussing these questions with Ed Lucio, a New Zealand data science expert for Spark (telecom provider) and former lead data scientist for ASB Bank. We’ll be giving our POV on these questions as well as highlighting a few data analytics use cases that can be driven by these tools once they are in place. I would love to hear from you regarding other use cases and your experiences with data lakehouses.

    Before diving into my conversation with Ed, a quick overview of environments and tools…

    Types Of Storage Environments

    Data cloud, data storage concept

    We, as an industry, have gone from the data warehouse to data lakes, and now to data lakehouses. Here’s a brief summary of each.

    The data warehouse: Closed format, good for reporting. Very rigid data models that require moving data, and ETL processes. Most cannot handle unstructured data. Most of these are on-prem and expensive and resource-intensive to run.

    The data lake:

    Pros

    • Handles ALL data, supporting data science and machine learning needs. Can handle data with structure variability.

    Cons

    • Handles ALL data, supporting data science and machine learning needs
    • Difficult to:
      • Append data
      • Modify existing data
      • Stream data
    • Costly to keep history
    • Metadata too large
    • File-oriented architecture impacting performance
    • Poor data quality
    • Data duplication – hard to implement BI tasks, leading to two data copies: one in the lake, and another in a warehouse, often creating sync issues.
    • Requires heavy data ops infrastructure

    Data lakehouse: Merges the benefits of its predecessors. It has a transactional layer on top of the data lake that allows you to do both BI and data science in one platform. The data lakehouse cleans up all of the issues of the data lake, supporting structured, unstructured, semi-structured, and streaming data.

    Current Data Environments and Tools

    The following tools summary is from my deploying the tools as a CDO/CDAO and executive general manager, not as an architecture or engineer. This is a synopsis of the top-line features of each but if you want to add to your experience with the features please reply to the post and add to the synopsis.

    What is Snowflake?

    Snowflake is a highly flexible cloud-based big data warehouse that has some unique and specialized data security capabilities allowing businesses to transition their data to the cloud as well as to partner and share data. Snowflake has made much progress in building partnerships and APIs and integrations. One interesting possibility that marketers may want to consider is that snowflake can be leveraged as the CDP directly and activate campaign data through a number of their partners. See their website for more details.

    Snowflake is a data lakehouse that like its competitors is indifferent to structure variability and can support structured, semi-structured, and unstructured data. Its uniqueness for me is a few folds:

    • Ability to create highly secure data zones (a key strength) – You can set security at the field and user level. Strong partners like Alation and High Touch (a reverse ETL tool or ELT).
    • Ability to migrate structured and SQL-based databases to the cloud.
    • Ability to build unstructured data in the cloud for new data science applications.
    • Ability to use Snowflake in a variety of contexts as a CDP or a marketing subject area. If Snowflake becomes your CDP, you save the expense and other issues of having multiple marketing subject areas.

    Many organizations today are using data clouds to create a single source of truth. Snowflake can ingest data from any source, or format, using any method (batched, streaming, etc.), from anywhere. In addition, Snowflake can provide data in real time. Overall, it is good practice to have the marketing and analytics environments reside in one place such as Snowflake. Many times, as you generate insights you want to operationalize those insights into campaigns hence having them in one CDP environment improves efficiency. High-touch marketers, supported by their data analytics colleagues and Snowflake, can activate their data and conduct segmentation and analysis all in one place. Snowflake data clouds enable many other use cases:

    • One version of the truth.
    • Identity resolution can live in the Snowflake data cloud. Native integrations include Acxiom, LiveRamp, Experian, and Neustar.
    • You don’t have to move your data, so you increase consumer privacy with Snowflake. There are advanced security and PII protection features.
    • Clean room concept: No need to match PII to other data providers and move data. Snowflake has a media data cloud, so working with media publishers who are on Snowflake (such as Disney ad sales and other advertising platforms) simplifies targeting. As a marketer, you can work with publishers who built their business models on Snowflake without exposing PII, etc. Given the transformation that is happening due to the death of the third-party cookie, this functionality/capability could be quite impactful.

    What is Databricks?

    Databricks is a large company that was founded by some of the original creators of Apache Spark. A key strength of Databricks is that it’s an open unified lakehouse platform with tooling that helps clients collaborate, store, clean, and monetize data. Data science teams report the collaboration features were incredible. See the interview below with Ed Lucio.

    It supports data science and ML, BI, real-time, and streaming activities:

    • It’s software as a service with cloud-based data engineering at its core.
    • The lakehouse paradigm allows for every type of data.
    • No or low-performance issues.
    • Databricks uses a Delta Lake storage layer to improve data reliability, using ACID transactions, scalable metadata, and table-level and row-level access control (RLAC).
    • Able to specify the data schema
    • Delta Lake allows you to do SQL Analytics, an easy-to-use interface for analysts.
    • Can easily connect to PowerBI or Tableau.
    • Supports workflow collaboration via Microsoft Teams connectivity.
    • Azure Databricks is another version for the Azure Cloud.
    • Databricks allows access to open-source tools, such as ML Flow, TensorFlow, and more.

    Based on managing data scientists and large analytics teams, I would say that Databricks is preferred over other tools due to its interface and collaboration capabilities. But as always it depends on your business objectives in terms of which tool you select.

    What is DataRobot?

    DataRobot is a data science tool that can also be considered an autoML approach: it automates data science activities and thus furthers the democratization of machine learning and AI. The automation of the modeling process is excellent. This tool is different from Databricks which deals with data collection and other tasks. It helps fill the gap in skill sets given the shortage of data scientists. DataRobot:

    • Builds machine learning models rapidly.
    • Has very robust ML Ops to deploy models quickly into production. ML Ops brings the monitoring of models into one central dashboard.
    • Creates a repository of models and methods.
    • Allows you to compare models by methods and assess the performance of models.
    • Easily exports scoring code to connect the model to the data via an API.
    • Offers a historical view of model performance, including how the model was trained. (Models can easily be retrained.)
    • Includes a machine learning resource to manage model compliance.
    • Has automated feature engineering; it stores the data and the catalog.

    Using Databricks and DataRobot together helps with both data engineering AND data science.

    Now that we have a level set on the tools and vendors in the space, let’s turn to our interview with Ed Lucio.

    Interview With Ed Lucio

    People shake hands before an interview

    Tony Branda:

    Many firms struggle to deploy machine learning and data operations tools in the cloud and to get the data needed for data science into the cloud. Why is that? How have you seen firms resolve these challenges?

    Ed if you could unpack this one in detail? Thanks, Tony.

    Ed Lucio:

    From my experience, the challenge to migrate data infrastructures and deploy cloud-based advanced analytics models is a more common issue in traditional/larger organizations which have at least one of the following: built significant processes on top of legacy systems, is in vendor/tooling lock-in, in a ‘comfortable’ position where cloud-based advanced analytics adoption is not the immediate need, and the information security team is not yet well adept on how this modern technology is aligned to their data security requirements.

    However, in progressive and/or smaller organizations where there is an alignment from senior leaders down to the front line (coupled with the immediate need to innovate), cloud-based migration for infrastructures and deployment of models is almost natural. It is scalable, more cost-effective, and flexible enough to adjust to dynamic business environments.

    I have seen some large organizations resolve these obstacles through strong senior leadership support where the organization starts building cloud-based models and deploys smaller use cases with less critical components for the business. The objective is just to prove the value of the cloud first, then once a pattern has been established, the company can scale up to accommodate bigger processes.

    Tony Branda:

    Why is Databricks so popular as one tool category (Data Ops/ML Ops), and what does their lakehouse concept give us that we could not get from Azure, AWS, or other tools?

    How does Databricks help data scientists?

    Ed Lucio:

    What I personally like about Databricks is the unified environment that helps promote collaboration across teams and reduces overhead when navigating through the “data discovery to production” phases of an advanced analytics solution. Whether you belong to the Data Science, Data Engineering, or Insights Analytics team, the tool provides a familiar interface where teams can collaborate and solve business problems together. Databricks provide a smooth flow from managing data assets, performing data exploration, dashboarding, and visualization, to machine model prototyping and experiment logging, and code and model version control. When the models are deemed to be ready by the team, deploying these through a job scheduler and/or an API endpoint is just a couple of clicks away and flexible enough for the business needs whether it is needed for either batch or real-time scoring. Lastly, it is built on open-source technology which means that when you need help, the internet community would almost always have an answer (if not, your teammates or the Databricks Solutions Architect would be there to assist). Other sets of cloud tools would be able to provide similar functionalities, but I haven’t seen one as seamless as Databricks.

    Tony Branda:

    On Snowflake, AutoML tools, and others, how do you view these tools, and what is your view on best practices?

    Ed Lucio:

    Advanced analytics discovery is a journey where you have a business problem, a set of data and hypotheses, and a toolkit of mathematical algorithms to play with. For me, there is no “unicorn” tool (yet) in the market able to serve all the data science use-case needs for the business. Each tool has its own strengths, and it would need some tinkering on how every component would fit the puzzle in achieving the end business objective. For instance, Snowflake has nice features for managing the data asset in an organization, while the AutoML tooling (DataRobot/H2O) is good for automated machine learning model building and deployment.

    However, even before proceeding to create an ML model, an analyst would need to explore the dataset for quality checks, understand relationships, and test basic statistical hypotheses. The data science process is iterative, and organizations would need the tools to be linked together so that interim outputs are communicated to the stakeholders to pivot or confirm the initial hypothesis, and to share the outputs with the wider business to create value. Outputs from each step would typically need to be stitched together to get the most from the data. For example, a data asset could be fed into a machine learning model where the output would be used in a dashboarding tool for reporting. Then, the same ML model output could be further enhanced by business rules and another ML model to be fit for purpose on certain use cases.

    On top of these, there must be a proper change control environment governing the code and model versioning and transitioning of codes/models from development, pre-prod, and prod environments. After deploying the ML model, it needs to be monitored to ensure that model performance is within a tolerable range, and the underlying data has not drifted from the training set.

    Tony Branda:

    Are there any tips and tricks you’d recommend to leaders in data analytics (DA) or data science (DS) to help us evaluate these tools?

    Ed Lucio:

    Be objective when evaluating the data science tooling and work with the data science and engineering teams to gather requirements. Design the business architecture which supports the organization’s goals, then work backward together with the enterprise architect and platform team to see which tools would enable these objectives. If the information security team objects to any of the candidate toolings, have a solution-oriented mindset to find alternative configurations to make things work.

    Lastly, strong support from the senior leadership team and business stakeholders is essential. Having a strong focus on the potential business value, the need to enable the data science tools would always come in handy.

    Tony Branda:

    What is the difference between a data engineer and a data scientist, and an ML engineer (in some circles referred to as a data science data engineer)? Is it where they report or do they have substantial skill differences? Should they be on the same team? How do we define roles more clearly?

    Ed Lucio:

    I see the data engineers, ML engineers, and data scientists being part of a wider team working together to achieve a similar set of objectives: to solve business problems and deliver value using data. Without going into too much detail:

    • Data engineers build reliable data pipelines to be used by insight analysts and data scientists.
    • Data scientists experiment (i.e., apply the scientific process) and explore the data on hand to build models addressing business problems.
    • ML model engineers work collaboratively with the data scientists and data engineers to ensure that the developed model is consumable by the business within the acceptable range of standards (i.e., batch scoring vs real-time? Will the output be surfaced in a mobile app? What is the acceptable latency?).

    Each of these groups would have their own sets of specialized skills, but at the same time, should have a common level of understanding of how each of their roles work side-by-side.

    Many thanks to Ed Lucio, Senior Data Scientist at Spark in New Zealand, for his contributions to this article.

    In summary, this article has provided a primer on data lakehouses and three of what I consider to be the leading-edge tools in the cloud data lakehouse and machine learning space. I hope Ed Lucio’s POV on the tools and their importance to data science was helpful to those considering their use. At the end of the day, all of this—selection of environments and tools—depends on the business needs and goals: what are the problems that need solving, as well as the level of automation the business is driving towards.

      As always, I’d love to hear about your experiences. What has your experience been with data lakehouses, ML Ops, and data science tooling? I look forward to hearing from you regarding this post.

      3 Tips For Staying Positive During A Holiday Job Search

      3 Tips For Staying Positive During A Holiday Job Search

      Don’t let your employment status dictate how much you enjoy the holidays. This is a time for happiness, family and friends, and delicious food!


      I mean, c’mon. There’s no reason why your job search should interfere with Grandma’s famous pumpkin pie. But it can be hard to stay positive during the holidays when those aunts and uncles are nagging you about your job search and old friends are asking what you’re doing for work these days.

      It can be so tempting to completely remove yourself from holiday festivities so you don’t have to experience that agonizing awkwardness of answering the same dreaded questions over and over again. Don’t let your insecurities ruin the most wonderful time of the year. Here are our three tips for staying positive during your holiday job search:

      1. Don’t Allow Yourself To Feel Sorry For Yourself

      via GIPHY

      You don’t have time for that pity party nonsense! You’ve got to bake cookies, play with your dog, and sip hot cocoa with your family.

      Whenever you start feeling worn down from the stress or start feeling bad for yourself, do something productive. You could make yourself a structured job search plan that incorporates, or research companies you’re interested in. Or you could do something that’s not related to your job search at all.

      You can hit the gym, take a walk outside to get some fresh air and sunshine, or you can indulge in a good book for 30 minutes. Don’t feel guilty about doing these things—they’re necessary for your mental and physical health, which are two things you can’t neglect, especially during a job search.

      2. Focus On What You’re Excited About

      via GIPHY

      When someone asks you, “How’s the job search going?” don’t focus on the negative. Remember: you have the power to control the tone of this conversation. If you focus on your lack of success—how many interviews you haven’t gotten or how many companies didn’t call you back—you’re not only going to make the conversation awkward for both of you, but you’re going to feel awful about yourself.

      Instead, tell them about a few companies and opportunities you’re excited about. Focus on your little wins like having a great informational interview with someone from one of your target companies. Convey your enthusiasm for finding a new job opportunity. It’ll make you feel uplifted, and it gives you the opportunity to talk about your job search in a positive way.

      3. Laugh, Dance, And Be Merry

      via GIPHY

      What makes you laugh out loud, even when no one is in the room? What songs make you want to get up and dance, even when people are looking? Find those little things that make you happy and pepper them in throughout your day. There’s honestly nothing better than a good laugh.

      Distract yourself with positivity—and don’t feel bad about taking a “Happy Break” every once in a while. It will help keep you in balance during your holiday job search.

      Need more help with your job search?

      We’d love it if you signed up for Work It Daily’s Event Subscription! Get your career questions answered in our next live event!

      This article was originally published at an earlier date.

      Job, Career, Or Calling: Which One Do You Need?

      Job, Career, Or Calling: Which One Do You Need?

      If you read my article from last week, I talked about COVID-19 career PTSD. There are so many people who are stuck in their careers right now and can’t figure out what to do next. I know from 20 years of career coaching that the answer lies in figuring out whether you need a job, a career, or a calling.


      The Difference Between A Job, A Career, And A Calling

      @j.t.odonnell Do you need a JOB, CAREER or CALLING right now???? @j.t.odonnell #careers #jobs #jobtok #careertok #tiktok #howto #dreamjob #workitdaily ♬ original sound – J.T. O’Donnell

      A job is something that just pays the bills. It’s serving a singular purpose. You don’t feel any identity tied to it. A really great example of people who work jobs would be Olympic athletes. A lot of them will work at places like Home Depot because they can just go in and do the job. A job like that has flexible hours, which is perfect for them because their main pursuit is becoming an Olympic athlete. Or maybe you’ve got something going on with family right now that’s way more important than feeling connected to the work that you do. Whatever the reason, you just need a job where you can punch in and collect a paycheck.

      Then there’s a career. I would say the majority of people fall into this category. These are people who want work to be meaningful to them. We’ve seen a big shift in this as a result of the pandemic. People are becoming purpose-driven professionals who don’t just want to do a job. They want the work that they do to have some sort of impact or meaning or at least make them feel satisfied. Careers support intrinsic motivation, meaning you do the work because of the connection that you feel to it, whether it’s the connection to the work itself or maybe to the organization and what they do. And that becomes very important for satisfaction. We have to do work that works for us. So when you know you want a career, you have to pursue it differently. You have to become a job shopper. That’s how you’ll find the right career for you.

      The last category is a calling. Very few people fall into this type of work. This is when what you do becomes a large part of your identity. Finding a calling happens when people get super passionate about solving a problem, alleviating a pain, and creating more happiness. I have a calling. I left corporate America 20 years ago because I got very frustrated about the fact that the people that we were recruiting that we weren’t able to place could have secured better jobs if they had received coaching. So I became a career coach, and for the last 20 years, I’ve been trying to disrupt that industry and build an online platform for people. It’s come at a sacrifice. I’ve traded out a lot of hobbies and recreation to put toward work. Also, financially, this isn’t overly lucrative. But I’m doing it because it makes a difference. And that’s important to me. That’s a calling. It’s not for everyone, but it might be for you.

      So which one do you need right now? A job, a career, or a calling?

      Need more help finding a job, career, or calling?

      I’d love it if you signed up for Work It Daily’s Event Subscription! I look forward to answering all of your career questions in our next live event!

      Why Taking Good Notes Matters In Business

      Why Taking Good Notes Matters In Business

      Why Does Taking Good Notes Matter?

      I graduated college and graduate school many years ago. I took notes like crazy when I was in school, and they were my own cryptic code of the subject at hand. I thought I was “done” with this style of capturing information.


      To this day, I keep a notebook within arms reach of me at work. Each meeting, phone conversation, and even some personal conversations get recorded in my notebook. Much of the time, I capture brief elements or tasks from a discussion. Other times, I have long volumes of knowledge written on the page. In my desk are many years of notebooks filled with these tidbits of past conversations.

      School’s out, so why do I keep doing this?

      My Memory Is Not What It Used To Be…

      Man takes notes at work

      Let’s face facts. As I age, my memory declines. With stress, I forget many things discussed during a work day. Do I remember what I ate last week? I do not always remember what I had for breakfast this morning. Life throws so much information in our direction, how can we remember everything?

      Write it down. Transfer the information from the short term to the long term. Allow pen and paper to serve as your memory.

      I will misquote this… during an interview, Albert Einstein was asked for his phone number. He rose from his seat, opened a phone book, and pointed to his number. When asked why the smartest man in the world did not know his own phone number, the physicist answered, “Why would I remember something trivial when it is written down?”

      Use note-taking for your long-term memory support. If it is written down, the information can be referenced at any time with minimal need for recollection.

      My Notes Have Saved My Behind More Times Than I Can Count!

      Man takes notes during a virtual work meeting

      ​Ever disagree with a customer on something said in a meeting? Did your boss recall a conversation differently than you? Do colleagues neglect to follow through on a task agreed upon? Do you get into disputes over dates, times, and actions from a meeting?

      Remember the old notebooks? Just last week, I found meeting minutes from a discussion nearly two years ago, and I was able to show attendance at the meeting and a skeleton of the discussion. My customer denied being present, changed the terms of our agreement, and challenged me on the validity of our claim. Looking in the notebook, I showed he was present and agreed to bullet points in the conversation. We still needed to find a consensus between our perspectives; however, I was able to begin at a basic agreement the discussion had taken place.

      Because my memory was not clear, and my customer’s memory was not either, my notes clarified our position. Dates, facts, attendance, and action items were stored for my retrieval.

      Does Media Matter? (Written vs. Electronic)

      Woman takes notes on a tablet at work

      For me, the answer is yes. I am a visual learner first and a tactile learner second. I need to have the physical motion of writing to help me reinforce a concept, capture knowledge, or learn a skill. Seeing it and making it real works well for me.

      I have often wondered about the tablets which capture handwriting, and I have yet to make the jump. As a former PalmPilot user, I learned quickly that electronic capture did not work for me. Taking typed notes is a challenge as a self-taught typist. When I am creating the idea in my head, I can type very well. When I am transposing someone else’s thoughts, I am much slower than writing.

      Use what works best for your learning style. The media only matters if it helps with comprehension. Auditory learners may record everything in their phone’s voice memos. Visual learners may benefit from a tablet to doodle their conclusions. Tactile people may prefer pen to paper like me. Use many techniques. Simply take the notes!

      Tips And Tricks For Business Notes

      Man takes notes during a work meeting

      Here are a few things which work for me. I suggest you try them and manipulate the ideas to fit your needs. Use these as my guidelines to help shape your own unique system.

      • Date everything. Always put a date (and time) in the header. This date will help you index when searching for information.
      • For meetings, record attendees. Make sure you capture as many of the participants in the conversation as possible. For accountability, know who was present.
      • Title the subject. Identify specifically what was discussed in the conversation. Again, this habit defines the context and helps find the subject when searching.
      • Use a symbol to designate actions needed. I “star” everything which is an actionable item for me. I can review my notes and easily find these tasks in the margin. Use something memorable to you—circle the task, highlight it, make it stand out on the page!
      • Do not use full sentences. Use shorthand to help with speed.
      • Do not capture EVERY SINGLE WORD. Focus on key points and elaborate as needed.
      • Use a notebook or a single file for notes. Two dozen Post-it ® notes on your desk or 15 sheets of paper are ineffective. Limit the notes to a single source for archive. Multiple sources will increase the chaos!

      Is This Note-Taking All Common Sense?

      Man takes notes during a meeting with a colleague

      ​Professionals take a lot of training, spend years in school, or develop their expertise over many years of effort. I would like to believe this information is common sense everyone should know.

      In my observations, many professionals do not have this skill nor prepare for it. Too many people walk into meetings with nothing in hand. Some bring phones and text or surf while meetings occur. Others grab the Post-it ® notes and decorate their desks with the colorful squares.

      We all learn differently and have unique styles. My comments in this article reflect how I need to work, and I merely recommend ideas that have worked for me. Sometimes simply reading about another’s successful actions is enough to spark new behavior in yourself. My goal is to share my ideas to help someone struggling to make a modest improvement in their effectiveness.

      If one person walks away with a general idea of how to improve their memory at work (or home), my message is well received. For others, they may not see value in my note-taking message. For those who took the time to read, I can only hope my recommendation will help you be more effective and efficient in recalling details. My note-taking has certainly helped me over time, and I hope it may be able to help you as well.

      Thanks for reading, and make a note!


      How To Score And Win The Game With A Great Business Continuity Plan!

      How To Score And Win The Game With A Great Business Continuity Plan!

      What is a business continuity plan (BCP)?

      A business continuity plan (BCP) is a system of prevention and recovery from potential threats to a company. The plan ensures that personnel and assets are protected and can function quickly in a disaster.


      Understanding Business Continuity Plans (BCPs)

      Dominoes, business continuity concept

      BCP involves defining any risks affecting the company’s operations, making it an essential part of the organization’s risk management plans. Risks may include natural disasters—fire, flood, or weather-related events—cyber-attacks, and Centers for Disease Control events (COVID-19). Once the risks are identified, the plan should also include the following:

      • Determining how the risk will affect operations
      • Implementing safeguards and procedures to mitigate the losses
      • Testing procedures to ensure they are optimized
      • Reviewing the process to make sure that it is up to date

      BCPs are an essential part of any business. Threats and disruptions mean a loss of revenue and higher costs, which leads to a drop in profitability. And companies can’t rely on insurance alone because it doesn’t cover all the costs and the customers who move to the competition. It is generally conceived in advance and involves key stakeholders and personnel input.

      At The National Football League, A Business Continuity Plan Was In Place In The Event Of A Tragic Event.

      NFL flags

      When I worked in Football Operations at the NFL, I was heavily involved on the Risk Management Team. Our team knew that the NFL had a plan if a tragic plane crash event eliminated an entire team. The plan was to have an emergency meeting involving all 32 team clubs. Team management would conduct a special draft of the existing 31 clubs, pulling enough players and staff to field a team to continue business operations for the rest of the season.

      Business Continuity Plan vs. Disaster Recovery Plan

      Business continuity and disaster recovery concept

      BCPs and disaster recovery plans are similar; the latter focuses on technology and information technology (IT) infrastructure. BCPs concentrate more on the entire organization, such as customer service and supply chain.

      BCPs focus on reducing overall costs or losses, while disaster recovery plans look at technology outages and related expenses. Disaster recovery plans tend to involve only IT personnel—which create and manage the policy. However, BCPs tend to have more personnel trained on the potential procedures.

      6 Levels Of Business Continuity Maturity

      Business continuity concept

      How mature is your organization when it comes to business continuity? Does your business continuity management (BCM) program crawl, walk, or run? From self-governed to synergistic, we have identified six levels of BCM maturity that most companies fall into.

      Immature

      Levels 1-3 represent organizations that still need to complete the necessary program basics to launch a sustainable enterprise business continuity management program.

      Level 1 – No real plan in place. A wait-and-see approach.

      Individual business units and departments can organize or implement their business continuity or disaster recovery efforts. The state of readiness for disruptive events is low across the business enterprise. The business or individual department reacts to disruptive events when they occur. No actual planning is involved: business continuity recovery is reactive rather than proactive.

      Level 2 – Departmental: The one and only—you’re in a class alone!

      At least one business unit gets it. You have reached Level 2 of BCM maturity if at least one department or business unit has initiated efforts to establish management awareness of the importance of business continuity. A few functions or services have developed and maintain business continuity plans within one or more business continuity disciplines, such as:

      • Incident reporting
      • Technology protection
      • Security mandates
      • Business continuity

      At Level 2, your organization has at least one internal or external resource assigned to support the business continuity efforts of the participating business units and departments. The state of preparedness may be moderate for participants but remain relatively low across most of the company. Management may see the value of a BCM program, but they are unwilling to make it a priority at this time with minimal executive buy-in.

      Level 3 – Cooperative: Moderate preparedness, but on its way to full maturity.

      Participating business units and departments have instituted a sophomoric program, mandating at least limited compliance to standardized BCM policy, practices, and procedures to which they have commonly agreed.

      • A BCM program office or department has been established, which centrally delivers BCM governance and support services to the participating departments and/or business units.
      • Still lacking executive buy-in; senior management has not committed the enterprise to a BCM program.

      Maturing

      Levels 4-6 represent a definite plan for a maturing enterprise BCM program. If your business achieves Level 4, you are compliant with most standards.

      Level 4 – Standards in place: You have climbed to early BCM maturity adulthood.

      Congratulations! Your management has arrived on the scene and is committed to the strategic importance of an effective BCM program throughout the organization. In addition, there is an enforceable, practical BCM policy that adopts structure, including procedures and tools for addressing all four business continuity disciplines:

      • Incident reporting
      • Technology protection
      • Security mandates
      • Business continuity ​

      Level 5 – Integrated: Almost there!

      At Level 5, the company meets all of the requirements of Level 4 that are now implemented throughout the company, adopting continuous quality improvements.

      All business departments have completed tests on all elements of their business continuity plan, including their internal and external dependencies.

      • Planned methods have proven to be effective.
      • Management has bought into crisis management exercises.
      • A communications and tracking system exists to sustain a high level of business continuity.

      Level 6 – Synergistic: You have reached BCM nirvana!

      You not only conquered levels 4 and 5. You own it! As official business continuity gurus, you have:

      • Sophisticated business protections are in place and tested successfully.
      • Innovative procedures, practices, and technologies are working and functional in the BCM program.​
      Summary Sunday: Issue #498

      Summary Sunday: Issue #498

      Whether looking for a good new job or considering of looking for your new job, it’ t important to be sure you possess a good grasp involving what to do together with what to expect. That’ s the purpose connected with Summary Sunday. Things modify pretty quickly these times so you want for you to make sure that the job search strategy […]

      The post Summary Weekend: Issue #498 appeared first on Profession Sherpa .

      6 Tips To Make Sure Your Ego At Work, Works (Even In Uncertainty!)

      6 Tips To Make Sure Your Ego At Work, Works (Even In Uncertainty!)

      Work is important to a lot of us. And we all have egos. The trick is to balance our own view of work and success so that the ego remains a helpful source of support and not a tyrannical master. One is the road to relative contentment, the other to continued misery. Have you struck the balance?


      We particularly need to know we have the balance as close to right (for us and others at work—everywhere!) especially given the likely turmoil and stress employees, colleagues, leadership, and ourselves may feel because of the ongoing uncertainty surrounding us right now.

      Why do I even write about ego and why should any of us in business care about it?

      To understand the influence of our own ego at work, let’s first get a working definition of what ego is. Oxford Languages defines ego as, among other things, ‘the part of the mind that …is responsible for reality testing.’

      So, what does reality testing look like on the ground? How do we implement reality testing at work for us?

      Our Internal Rule Book

      Man smiles while working

      Through a rule book. Our own internal rule book. An individual set of rules we each carry around inside our heads for how we deal with the world including at work.

      Everyone has their own internal rule book. Your job is to make sure that your internal rule book continues to support and serve for the benefit of all including your stakeholders, your colleagues, your team, your company, and yourself at work.

      We all have this internal rule book for all parts of our lives. So, our internal rule book pervades our waking moments including at work.

      Almost from birth we acquire, adopt, and develop our own set of rules which drive what we expect and therefore what we impose on others and ourselves as a way to decide what is going on—that is we are reality testing.

      For instance, simple rules picked up through experience like if you pay a baker for a bread roll you expect them to hand over a bread roll. If they don’t hand over a bread roll then you start reality testing. In this example, where the baker didn’t hand over the bread roll as you expected (rule about exchange) you might immediately reality test the situation by asking ‘Did I hand over the money to the baker’ or ‘Did he hear my order correctly?’

      You see how the rule book works—it’s reality testing what you expected. You expected a bread roll after handing over the money (a rule about exchange), yet the baker didn’t hand over a bread roll. So, you try to understand what happened given your rule explains there ‘should’ have been an exchange. You could call this sort of rule a ‘standard rule’ as many people follow it. In this scenario, the rule of exchange is a standard rule because it is widely followed and understood.

      So, applying the rule book to work, if you delegate to someone and then they don’t meet your expectations…here is where things can get interesting. Remember our internal rule book guides and drives our expectations.

      Your rule book is active 24 hours, 7 days a week in your subconscious, whether you’re at work or not, and whether you are always aware or not. The application of our rules often happens on ‘autopilot.’ Remaining mindful of how you apply your rules will increase your likelihood of successful interactions and activities at work and in general.

      Why?

      Because being mindful means you are in that very moment, live, and you are adjusting to the actual, live situation and the interaction or person in that very moment. Rather than applying the rule when it may have first formed for you.

      Remember, right now, people may be in a heightened state of stress for other reasons than the immediate interaction with you. So make sure your rule is the best possible fit, in the moment, to that situation and people.

      This mindful assessment of the ‘best fit’ of your rule in the moment will lead to better, healthier, more successful interactions and outcomes the more you can do it.

      Remember: a negative emotion you may feel during the day at work, with others or during an activity you are doing—e.g., reading a work email, for instance (anger, frustration, annoyance)—is a pretty good indicator that someone or something has tripped over one of your rules.

      This is then a split-second opportunity for you to grab hold of how you are feeling, and then recognize that it’s actually because of a rule you have in play. You then have the immediate opportunity to do something potentially different to how you would ‘normally’ react.

      This can lead to a different (and possibly) better outcome for you and the person or situation than might otherwise have been the case.

      Let’s continue with the example mentioned of delegating work to someone. You have more choices in this latter example scenario of delegating work to someone which is of course more complex than a simple transaction of buying a bread roll—obvious right?

      What may be less obvious is that you and the person you delegated to don’t just have standard rules (i.e., widely followed and understood what is expected). We all have non-standard or individual internal rules as well. In other words, everyone has a standard set of rules that are widely followed and understood by others and non-standard rules where expectations between people might vary.

      It’s also worth thinking about how you apply your rule book in say, difficult work situations like distressed projects and teams (see “6-Point Checklist For Taking Over A ‘Distressed’ Project Or Team” for more on this).

      Let’s say in our delegation example you explained to your colleague that she keeps you in the communication loop on the progress of work you delegated to her. Let’s say she doesn’t copy you in on an update email and you find out from a colleague instead how the work is progressing.

      This is the second time you have found out indirectly rather than directly from the person you delegated to. Do you apply a rule that says this colleague cannot be trusted or is slack or absent-minded? Or could it be that your rule instead interprets your colleague’s behaviour as they are purposely leaving you out of the loop.

      What if her behaviour of leaving you off the update email is actually because she is continuously overworked and doing her very best and slips up sometimes because of how busy she is?

      Take your pick of how you respond in this scenario.

      Your response is driven by your internal rule about what you expect—in this scenario, what you expected when you delegate work to someone. So, when your expectation wasn’t met, your internal rule book kicks in (to reality test) and then reacts by judging the situation (and the person).

      Remember that our rule book is built over time and evolves through observation, our own experiences, as well as our beliefs—a topic for another (many!) blog series.

      How much you check, question, and validate your own internal rules that you use and apply to a given situation, such as the example above, will potentially influence your attitude and behaviour towards this person as well as similar scenarios in the future.

      Tips To Make Sure Your Rulebook Is A Healthy, Balanced One:

      Woman on laptop looks for a new job

      Ask yourself, ‘Do my rules…

      1. Serve me in regards to my work?’
      2. Serve my stakeholders including my team, direct reports, sponsor, and colleagues?’
      3. Place onerous hurdles that serve little purpose except to continually reassure me?’
      4. Need to be removed in some areas?’
      5. Hinder or support fast progress at work?’
      6. Need streamlining, changing, revision, updating, editing, or deleting?’

      Final Word

      Happy coworkers at work

      I’ve barely mentioned ego throughout this blog yet that’s where we started. We could spend a lot more than my 1200-word limit allows. So instead, I focused on a practical example of what is driven by our ego—the internal rule book.

      At its most basic, our internal rule book is there to protect us and reassure us that we are in control as we deal with and decide what is going on around us at work (and beyond).

      It’s important you place as much effort as you can muster into making sure, especially in today’s uncertain work environment, that the application of your rule book (i.e., in situations with stakeholders like colleagues, employees, or leadership) remains as balanced and unemotional as possible, no matter what is going on for you and your stress levels. Not an easy ask I realize—but I know you can do it!

      The tips I provided aim to help you recognise and understand your own internal rule book, the one you apply at work especially, and help you ensure it remains supportive rather than one that drives unhelpful behaviours that can make things worse for you and those around you.

      Remember the ultimate aim of our internal rules is to help not hinder.

      Would love to hear about your internal rule books and how they serve you or how you review your rules regularly to make sure they continue to support you.

      Top 100 Most Powerful Resume Words

      Top 100 Most Powerful Resume Words

      In today’s job marketplace, your resume is the very central document you possess to get your job application in the fingers from the hiring manager. In case you can’t get your individual resume past the OBTAIN THE, it doesn’t matter just how much experience or how great your cover letter will be. That’s why you have to be tactical and intentional concerning the words and phrases you include in ones resume.


      The particular significance of Powerful Job application Words

      Man on laptop makes powerful words on the man's resume

      When a hiring office manager is viewing the same kind of resume time in addition to time again (which consists of the cliché words and even phrases like “highly devoted individual” or “great group player”) you might be guaranteeing that will your resume is going to be thrown. Not only is this probably not optimized together with the right keywords, yet if you take up space using subjective statements, you’re lacking out on the opportunity to evaluate your experience , abilities, and accomplishments on the resume.

      Poorly selected words and clichéd terms can destroy the eye associated with the reader. Powerful thoughts, when chosen correctly, might have the opposite effect regarding motivating and inspiring a reader.

      Right here are the most effective resume words you ought to use to stay ahead of the main competition and increase your company likelihood of getting hired…

      Top 100 Effective Resume Words

      Woman on laptop or pc uses powerful words attached to her resume

      1. Advanced
      2. Designated
      3. Assessed
      4. Absorbed
      5. Accelerated
      6. Achieved
      7. Attracted
      8. Announced
      9. Appraised
      10. Budgeted
      11. Bolstered
      12. Balanced
      13. Boosted
      14. Bargained
      15. Benefited
      16. Beneficial
      17. Comply
      18. Critiqued
      19. Closed
      20. Collaborated
      21. Designed
      22. Assigned
      23. Demonstrated
      24. Developed
      25. Detected
      26. Effective
      27. Enhanced
      28. Excelled
      29. Exceeded
      30. Rampacked
      31. Fulfilled
      32. Financed
      33. Forecasted
      34. Developed
      35. Generated
      36. Guided
      37. Granted
      38. Assisted
      39. Hosted
      40. Implemented
      41. Investigated
      42. Improved
      43. Initiated
      44. Influenced
      45. Integrated
      46. Electricity costs
      47. Instituted
      48. Justified
      49. Listed
      50. Logged
      51. Maintained
      52. Mentored
      53. Measured
      54. Increased
      55. Negotiated
      56. Observed
      57. Operated
      58. Acquired
      59. Promoted
      60. Presented
      61. Programmed
      62. Offered
      63. Projected
      64. Qualified
      65. Quantified
      66. Cited
      67. Recommended
      68. Refine
      69. Revamp
      70. Responded
      71. Retained
      72. Recovered
      73. Reinstated
      74. Declined
      75. Sustained
      76. Skilled
      77. Saved
      78. Planned
      79. Supported
      80. Secured
      81. Simplified
      82. Tested
      83. Segmented
      84. Streamlined
      85. Strengthened
      86. Triumphed
      87. Troubleshot
      88. Taught
      89. Tutored
      90. Converted
      91. Trained
      92. Uncovered
      93. United
      94. Single
      95. Updated
      96. Upgraded
      97. Validated
      98. Seen
      99. Worldwide
      100. Witnessed

      Typically the next time you’re composing your resume, be certain to include a number of the strong words above. Your job search depends on that!

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      This particular article was originally released at an earlier day.

      Answering Interview Questions About Organizational Skills

      Answering Interview Questions About Organizational Skills

      Answering questions about your organizational skills in a job interview is something that everyone needs to do. Staying organized is an essential part of being a productive employee, so hiring managers will always bring this up! This guide will teach you how to talk about your organizational skills in a way that makes a great […]

      The post Answering Interview Questions About Organizational Skills appeared first on Career Sherpa.

      How To Answer The Dreaded “Tell Me About Yourself” Question

      How To Answer The Dreaded “Tell Me About Yourself” Question

      The dreaded interview question, “Tell me about yourself,” stumps a lot of folks. People of all ages and experience levels often fail to answer this one correctly, in a way that conveys meaningful information to the interviewer—information they will actually use to consider your candidacy.


      First off, please know they are not asking you for a boring chronological recap of your professional history. That is the quickest way to lose their interest! What an employer is really asking is, “Why should I hire you?”

      That being said, here’s my three-step process for giving them an answer that gets their attention.

      1. Explain What Business Problems You LOVE To Solve

      Enthusiasm for solving a business problem they need help with is the quickest way to get a hiring manager’s attention. Let’s face it, they aren’t hiring you for the heck of it. You need to explain how you can make things better for an employer.

      You are a business-of-one. At the end of the day, you provide a service for your employer. By talking about the problems you love to solve and how you go about solving them, the hiring manager will clearly see the type of employee you are and could be for their company.

      2. Show Them HOW You Know This Is A Good Problem To Solve

      Man answers the interview question, "Tell me about yourself."

      Companies hire people who can save and/or make them money. So when you provide examples from your personal and professional past that demonstrate the value your problem-solving skills bring, you are proving your worth.

      It also shows that you are thinking like an employee who understands that their job is to make things better for the company.

      The research you conducted on the employer before your interview will come in handy here. Connect your past accomplishments and problem-solving experience to the current problems you know the company is trying to solve (from your research). You’ll impress the hiring manager with your knowledge of the company and you’ll further answer the question, “Tell me about yourself.”

      3. Explain WHY You Want To Leverage Your Problem-Solving Expertise For The Employer

      Woman answers the question, "Tell me about yourself," in a job interview.

      Let them know how you hope to grow your skills and abilities by taking your problem-solving skills to the next level. Also, mention how passionate you are about what the company does and how you feel connected to its mission (echoing what you wrote in your disruptive cover letter). This lets the employer know you plan to focus on being successful and expanding your value to the organization if you get hired.

      Employers love candidates who clearly plan to hold themselves to a higher standard. If you make it to the last round of interviews, you should consider coming prepared for your final interview with a 30-60-90 day plan.

      But that’s the long game. In your first interview with an employer, combining your problem-solving expertise and your passion for the company in your explanation is an excellent way to answer the interview question, “Tell me about yourself.”

      If you follow this three-step guideline when answering, “Tell me about yourself,” in your next job interview, I guarantee you’ll create a compelling story that will have the employer sitting up and taking notice. This is your chance to sell your value—don’t pass it up!

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      This article was originally published at an earlier date.