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8 Tips For Conducting An Effective Job Search

Published October 26, 2022

If you're conducting an active job search, you've probably realized the traditional methods used to obtain employment are no longer effective. If you only apply for job opportunities using job boards and wait for calls to roll in, it won't get you very far these days. So, we've developed eight tips for conducting an effective job search that will make a noticeable difference.

Here are the basics:

'1. Get To Know Yourself

Before starting a job search, getting to know more about who you are and what you're looking for is critical. Write down what your hobbies and interest are, take a self-assessment, and be sure to utilize aides like these affordable career resources.

2. Ensure Your Job Application Is Professional & Highlights Your Skills

Your job application includes your resume, cover letter, portfolio (if applicable), and LinkedIn profile. All of these materials are very important to your job search.

Your Resume

This must be well written and organized in a way that a potential reader can quickly see what sets you apart from other candidates. Identify what skills you have, quantify those skills and accomplishments on your resume, and customize your resume for each position you are applying for. By doing these few things, you'll show employers a glimpse of the value you could bring to their organization, and your resume will be more likely to get past the ATS (applicant tracking systems).

Your Cover Letter

It's not enough to write a cookie-cutter cover letter anymore. For an effective job search, write a disruptive cover letter for every job application you send out. It should tell a story and demonstrate why you would be a good fit for the organization.

Your Portfolio

Not everyone will need a portfolio, but if you are in a field that requires examples of your work, a portfolio is crucial to your job search. Include a digital portfolio of your best work. Employers want to pre-screen your work before they decide to call you in for an interview.

Your LinkedIn Profile

If you are not on LinkedIn you don't exist in the employment world. The vast majority of employers use LinkedIn to recruit new employees. Make sure that your LinkedIn profile is optimized and the information listed matches what you have on your resume.

'3. Establish A Brand

Your brand is formed in various ways including in person, on social media (LinkedIn, Facebook, Twitter, Instagram), and on personal websites and correspondence. You always want to leave a good impression on others, no matter if it happens in person or online.

That's why tip number one is so important to personal branding. You must know what you are good at. You also need to know what skills and expertise you possess that you want to leave with people. This will become your brand.

If you perfect the art of personal branding, employers will initiate contact with you.

4. Network Frequently

The first place to start when searching for employment is your personal network (former co-workers, family, friends, church members, and even friends on social media). These are the people who know you the best and will be more willing to refer you for an open position.

You must make networking a regular part of your activities, though, not just something you do during a job search. Join organizations related to your field of choice, attend networking events, and become active on LinkedIn and other social media platforms. Do what works best for you and be sure to have balance.

'5. Target Desired Companies & Positions

Target positions that you would like to have and companies that offer those types of positions, then see if you have any connections to company insiders (referrals are the leading source for obtaining interviews).

How do you figure out which companies to target? Create an interview bucket list'a list of 10 to 20 companies that you would love to work for that also hire for your skill sets.

Be proactive and contact hiring managers, even when there aren't open positions posted on their company websites. Introduce yourself and see if you can obtain an informational interview to find out more about the company and what they look for in candidates.

'6. Create Job Search Plans & Strategies

After you've targeted the companies that you feel passionate about working for, put together a plan that will help you get hired at one of them.

Regularly evaluate your plans and strategies and stick with things that have had positive results. If what you are doing is not bringing results, it's time to try a new approach.

'7. Follow Up With Employers

Once you have taken the steps to apply or inquire about a position, follow up with employers. Send a quick note that reiterates your passion for the company and desire to work there, and share an interesting article or video that you think they would find interesting. It's about providing value in the little ways that you can to strengthen the connection.

The goal is to stay at the forefront of the hiring manager's mind so when they need to fill an open position, you'll be at the top of their list to contact first.

'8. Increase Your Marketability While You Search

Don't get comfortable with your accomplishments. Continue to develop your skills and gain more experience while you are conducting your job search'and even when you are employed.

In your career, if you're not growing, you're dying. Seek professional development opportunities to make yourself more marketable to employers. Work on your career every day. To truly stand out in a competitive job market, you can't afford to think you have what it takes to get hired. You need to prove it.

Always be looking for opportunities to grow your career!

In order to conduct an effective job search, it's important to follow the tips above.

School doesn't teach us how to get the job. So, don't be so hard on yourself! You can (and will!) find a job. Give these steps a try and see how much of a difference it makes in your job search.

Need more help with your job search?

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This article was originally published at an earlier date.

Published September 6, 2023

Executive Spotlight: How To Develop Top Talent At Your Organization

In today’s rapidly evolving business landscape, the difference between thriving organizations and those merely surviving is their ability to cultivate and nurture top talent. With the right talent development strategy, a company will foster the growth and success of its most valuable assetâits peopleâempowering the organization to rise to new heights of excellence and innovation. How can your organization effectively harness and develop its top talent to not only meet the challenges of today but also shape a brighter future?

We recently asked our leading executives for their best tips on how to develop top talent at an organization.

Here are their responses…

John Schembari, Senior Education Academic And Operations Executive

To develop top talent within an organization, CEOs/boards should think strategically and comprehensively about organizational needs and who on staff has talent in those areasâthink “succession plan.” After this, provide staff members who show promise with opportunities to work on some mid-high profile leadership projects.

Recognize, however, that these individuals may struggle on these projects from time to time (imposter syndrome) and that leadership can be a lonely activity so provide ongoing leadership coaching and feedback from non-evaluative leadership facilitators. At the same time, provide ongoing opportunities for top talent to collaborate/work together on projects (meet weekly/bi-monthly) and to engage in problem-of-practice consultancies facilitated by the CEO/senior administration.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist

Talent development, identifying top talent concept

Developing top talent in an organization is a critical aspect of effective talent management and long-term success. As an expert, I can offer guidance on how to nurture and grow your top talent:

Identify High-Potential Employees: First, identify employees with high potential and the desire to grow within the organization. Look for individuals who consistently excel in their roles, demonstrate leadership qualities, and show a willingness to take on new challenges.
Create Individual Development Plans: Work with each high-potential employee to create personalized development plans tailored to their strengths, areas for improvement, and career aspirations. These plans should outline specific learning objectives, milestones, and timelines.
Provide Challenging Opportunities: Offer top talent challenging assignments, projects, and stretch goals that allow them to develop new skills and capabilities. Exposure to diverse experiences will help them grow both professionally and personally.
Offer Training and Development Programs: Invest in training and development programs that align with the organization’s goals and the individual needs of top talent. These programs may include workshops, seminars, online courses, and leadership development initiatives.
Encourage Mentoring and Coaching: Pair high-potential employees with experienced mentors or coaches who can provide guidance, support, and constructive feedback. Mentoring relationships can significantly enhance professional growth and knowledge transfer.
Promote a Learning Culture: Foster a culture of continuous learning and improvement within the organization. Encourage employees at all levels to seek out learning opportunities and share knowledge with their colleagues.
Provide Regular Feedback: Regularly provide feedback and performance evaluations to top talent. Offer constructive criticism and recognition for their achievements to motivate them to continue excelling.
Encourage Collaboration and Networking: Promote collaboration among employees and encourage top talent to build relationships with peers, leaders, and professionals outside the organization. Networking can lead to new perspectives and opportunities for growth.
Support Work-Life Balance: Recognize the importance of work-life balance in talent development. Encourage employees to take time for personal well-being, which can enhance their overall performance and productivity.
Offer Growth Opportunities: Demonstrate the organization’s commitment to the growth and advancement of top talent by offering opportunities for career progression, promotions, and lateral moves to expand their skill sets.
Recognize and Reward Excellence: Recognize and reward top performers to reinforce their positive behavior and contributions. This recognition can be in the form of promotions, bonuses, public acknowledgments, or other forms of appreciation.
Stay Current with Industry Trends: Encourage top talent to stay informed about industry trends, best practices, and emerging technologies. This knowledge will empower them to contribute innovative ideas and solutions to the organization.

By implementing these strategies, organizations can develop and retain top talent, fostering a culture of excellence and continuous improvement. Investing in employee development not only benefits the individuals but also contributes to the organization’s long-term success and competitiveness.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Michael Willis, Sports Business Operations Executive

Talent development program concept

Developing top talent isn’t about cookie-cutter plans or following the herd. It’s about daring to disrupt the traditional norms and reimagining what talent development means. Start by unearthing the hidden gems within your organizationâthose unconventional thinkers who might not fit the mold but possess raw potential.

Instead of confining them to standard roles, empower them to lead projects challenging the status quo. Encourage them to cross-pollinate ideas across departments, even if it initially seems unconventional. And forget about the safe zoneâthrow them into the deep end with assignments that stretch their abilities and force them to innovate.

Unleash the mavericks! Developing top talent demands audacity; it’s about unearthing those hidden gems that defy convention and challenging them to reshape the future. Hunt for the quiet rebels, the unsung heroes buried within your ranksâthey’re the ones who shatter ceilings and obliterate limits.

But don’t just hand them a roadmap; fuel their fire with opportunities that spark evolution. Plunge them into the heart of projects that teeter on the edge of what’s possible. Let them wrestle with complexity, for it’s in those battles that innovation is forged.

Traditional mentors are out; disruptive allies are in. Pair your talent with unconventional guidesâartists, scientists, anyone who can spark new neural connections. Disruption doesn’t come from the familiar.

Embrace reverse mentorship, where the rising talent teaches the established leaders a thing or two about new technologies, fresh perspectives, and the changing workforce. Shake up the routine by hosting “failure parties” to celebrate the risks taken and the lessons learned because failure is the ultimate teacher in a disruptive world.

Succession planning. Integrate top talent development into succession planning. Identify potential future leaders and groom them for leadership roles within the organization.
Create exposure. The C-suite demands holistic understanding. Rotate them through diverse departments and projects. Make them adaptable, agile thinkers.
Instill strategic thinking. The C-suite isn’t just about operations; it’s about shaping the future. Provide opportunities for crafting and executing strategies.
Leadership crucible. Assign high-pressure leadership roles. They’ll hone their decision-making, crisis management, and people skills here.

Remember, developing top talent is an ongoing process that requires commitment, patience, and a genuine investment in your employees’ growth. By fostering a culture of learning and empowerment, organizations can create an environment where top talent thrives and contributes to long-term success.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Talent development, career growth concept

In today’s competitive business landscape, the success of an organization hinges on the quality of its talent. Attracting and retaining top-tier professionals is only the beginning; the real challenge lies in developing that talent to its fullest potential. A strategic approach to nurturing and honing the skills of your employees can create a workforce that not only meets current demands but also drives innovation and growth for years to come. Let’s delve into key strategies for developing top talent within your organization.

Cultivate a Learning Culture

A learning culture is the cornerstone of talent development. Encourage continuous learning by providing opportunities for employees to acquire new skills, attend workshops, and access online resources. Support them in pursuing certifications and advanced degrees that align with their career paths. When employees feel that learning and growth are valued within the organization, they are more likely to invest time and effort into their own development.

Personalized Development Plans

Iâve seen that a one-size-fits-all approach to talent development is a thing of the past. Each employee has unique strengths, weaknesses, and aspirations. Work with them to create personalized development plans that align with both their career goals and the organization’s needs. Regularly revisit and update these plans to ensure they remain relevant and challenging.

Dual Mentoring and Coaching for Holistic Growth

Implementing a dual mentorship program that pairs seasoned top executives with rising talents facilitates a two-way exchange of insights. On one hand, top executives provide invaluable guidance and strategic direction to their mentees, helping them navigate challenges and cultivate skills. On the other hand, these executives gain fresh perspectives from their mentees, reconnecting them with the pulse of the organization and innovative ideas.

Stretch Assignments

Give high-potential employees the opportunity to step outside their comfort zones by assigning them tasks or projects that require them to develop new skills. Stretch assignments challenge individuals to rise to the occasion, fostering both skill growth and confidence. These experiences also help identify emerging leaders within the organization.

Regular Feedback and Performance Reviews

Transparent and constructive feedback is essential for growth. Implement regular performance reviews that go beyond annual evaluations. Provide timely feedback on accomplishments and areas for improvement. Create a safe space for employees to discuss their career goals and express any concerns they might have.

Skill Development Workshops

Host workshops and training sessions that target specific skills relevant to the organization’s objectives. Whether it’s leadership skills, technical expertise, or soft skills like communication and teamwork, investing in these workshops empowers employees to contribute more effectively to their teams and the organization as a whole.

Recognition and Rewards

Recognizing and rewarding outstanding performance not only boosts morale but also incentivizes continuous improvement. Implement a recognition program that highlights exceptional achievements and encourages others to aim for excellence. This recognition can come in various forms, from monetary rewards to public acknowledgments.

Opportunities for Career Progression

Top talent seeks growth opportunities. Establish clear career paths within the organization, complete with advancement criteria. Provide a roadmap that enables employees to visualize their trajectory and the steps required to reach the next level. This fosters a sense of purpose and commitment to long-term growth.

Collaborative Projects

Encourage cross-functional collaboration on projects that require employees to work with colleagues from different departments. This not only exposes them to diverse perspectives but also cultivates teamwork and adaptabilityâcrucial skills for career advancement.

Empower Decision-Making

Provide employees with opportunities to make decisions and take ownership of projects. Empowerment fosters a sense of responsibility and accountability, encouraging individuals to develop problem-solving skills and strategic thinking.

Developing top talent is an investment in the future success of your organization. By nurturing the growth of your employees, you’re not only shaping their careers but also contributing to the long-term success of your organization in an increasingly dynamic and competitive world.

To delve deeper into strategies that foster talent growth and organizational excellence, I invite you to explore my book, “How to Develop a Brand Strategy,” which provides a step-by-step guide to crafting a robust brand strategy that aligns with your business goals. Just as nurturing talent propels businesses forward, a strong brand strategy propels your organization to stand out in the market.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you develop top talent at your organization? Join the conversation inside Work It Daily’s Executive Program.

Published May 18, 2023

Tell Me About A Time You Dealt With A Difficult Customer

If youâre applying for a customer-facing job, you need to be prepared to talk about a time when you had to deal with a difficult customer. This interview question provides potential employers with valuable insight into the way you approach customer interactions. This guide will help you develop an answer that impresses your interviewer. The […]

The post Tell Me About A Time You Dealt With A Difficult Customer appeared first on Career Sherpa.

Published March 23, 2023

Program Management vs. Project Management: What’s The Difference?

If you are confused about the differences between project and program management, don’t worry, you are not alone. Many people use these terms interchangeably, but they are two methods organizations use to oversee projects and achieve business objectives. Although project and program management are interrelated, each plays a unique role in handling projects and has different objectives. Let’s start by first defining what we mean by each term.

Project management is the process of planning, executing, monitoring, and closing a specific project within a defined time frame, budget, and scope. A project is a temporary endeavor that produces a unique product, service, or result. Examples of projects are developing a new software application, launching a marketing campaign, or building a bridge.

Program management coordinates and aligns multiple related projects with a common goal or benefit. A program is a group of projects that are interdependent or complementary to each other. Examples of programs are implementing a new business strategy, improving customer satisfaction, or expanding into new markets.

Project Management: The Benefits, Challenges, Best Practices, & Tools for Success

Project management concept

Ok, now that we have defined each term, let’s compare and contrast each of these disciplines in terms of their benefits, challenges, best practices, and tools. We’ll begin with project management.

Benefits of project management:

Improved efficiency and effectiveness in delivering project outcomes.
Enhanced communication and collaboration among project team members and stakeholders.
Reduced risks and uncertainties associated with project execution.
Increased customer satisfaction and loyalty.

Challenges of project management:

Managing multiple tasks and dependencies within a project.
Balancing competing demands for scope, time, cost, and quality.
Dealing with changes and issues that arise during project execution.
Ensuring alignment of project objectives with organizational strategy.

Best practices for project management:

Defining clear and realistic project goals and scope.
Developing a detailed project plan that covers all aspects of project delivery.
Establishing a robust governance structure that defines roles, responsibilities, and decision-making authority.
Monitoring and controlling project performance using appropriate metrics and tools.
Closing the project by ensuring all deliverables are accepted, and lessons learned are documented.

Tools for project management:

Project charter: A document that formally authorizes a project and defines its objectives, scope, stakeholders, assumptions, and constraints.
Work breakdown structure (WBS): A hierarchical decomposition of the project scope into manageable deliverables.
Gantt chart: A graphical representation of the project schedule that shows the start and finish dates of each activity.
Risk register: A log that identifies potential risks that may affect the project outcomes along with their probability, impact, and mitigation strategies.

Program Management: The Benefits, Challenges, Best Practices, & Tools For Success

Program management concept

Let’s now go through the benefits, challenges, best practices, and tools for program management. You will now see the similarities and differences between project and program management.

Benefits of program management:

Provides a holistic view of the program’s progress, performance, and outcomes.
Enables better decision-making based on real-time data and insights.
Facilitates communication and collaboration across project teams and stakeholders.
Simplifies resource allocation and prioritization across projects.
Enhances quality assurance and risk mitigation at the program level.

Challenges of program management:

Requires a high level of leadership skills and stakeholder engagement.
Involves managing multiple scopes, schedules, budgets, and deliverables simultaneously.
Demands a flexible and adaptive approach to deal with changes and uncertainties.
Entails a more significant amount of documentation and compliance requirements.

Best practices of program management:

Define a clear vision and scope for the program that aligns with the organizational strategy.
Establish a robust governance structure that defines the program’s roles, responsibilities, processes, and standards.
Develop a comprehensive program plan that covers all aspects of the program lifecycle: initiation, planning, execution, monitoring, and closure.
Implement effective communication strategies that keep all stakeholders informed and engaged throughout the program.
Monitor and control the program’s performance using key performance indicators (KPIs) and metrics that measure progress, quality, and value.

Tools of program management are:

Online program management software that can help coordinate the management of multiple projects in real time, such as Wrike or Asana. These tools allow program managers to create program governance groups, assign and schedule work for project teams, track and visualize project interdependencies, and generate reports and dashboards for analysis.
Gantt charts can help break down programs into phases and drill into their project components to the task level. These tools allow program managers to use real-time data as input for their decision-making process, which is a program management best practice.

Project Management vs. Program Management: Which Is Right For You And Your Organization?

Program management vs. project management concept

Project management and program management are different but related processes that help organizations achieve their desired outcomes through the effective initiation, planning, execution, monitoring, and closure of various initiatives.

Each process has its benefits, challenges, best practices, and tools that require different skills, knowledge, and competencies from the managers involved.

Improving organizational performance requires professionals to understand the differences between these processes and apply them appropriately relative to the nature, scale, and complexity of the company’s strategic initiatives.

For detailed information about project and program management, please visit the Project Management Institute website to learn how to become a certified practitioner in these areas, join a local chapter, and much more.

P.S. If you like this article, check out this previous article in the series that explains the difference between digital transformation and change management.

Published May 4, 2022

The 3 Key Insights You Need To Know About The Attention Economy

We use digital media every day, from texting, streaming movies, music, and gaming to using voice assistants, ordering our food online, or even trying to find our love partners!

“Zoom fatigue,” “distraction,” and “doomscrolling” are now everyday terms for many of us.

Reed Hastings, Netflix’s CEO, even said that their “biggest competitors are YouTube, Facebook, and sleep.”

Here are some stats for you:

More than 150 times a day—that is how many times we check our mobile phones every day
We spend 4.8 hours on average on our phones every day
Employees spend 28% of their time on average managing their emails every day
Employees check their email 11 times per hour on average

1. What Is “Attention Economy”?

Couple gets distracted by their phones

The attention economy is usually defined as an approach to managing information that treats human attention as a scarce commodity and applies economic theory to solve various information management problems. “Attention is a resource—a person has only so much of it” (M. Crawford). Attention is not only a resource but a currency: users pay for a service with their attention. And it should be good for brands that have a powerful new tool to let people know about the products and services they sell such as Facebook, Instagram, YouTube, etc.

2. Knowing How The Brain Works Is The Best Way To Gain People’s Attention

The human brain is hard-wired for searching for novelty and happiness for survival reasons. And through behaviorism, reducing the human reactions to animal reactions. Behaviorism assumes that behavior is either a reflex evoked by the pairing of certain antecedent stimuli in the environment, or a consequence of that individual’s history, including especially reinforcement and punishment contingencies, together with the individual’s current motivational state and controlling stimuli. With this, and the use of “persuasive design,” tech designs tend to be highly appealing and rewarding to humans.

3. Multitasking: Real Value Adding “Skill” Or Myth?

Man looks at his phone while working

When you think about your attention, multitasking is typically one skill that we believe in capitalizing on. The question: can we really multitask, and what happens in our brains, in our cognitive energy? Multitasking is really a rapid context-shifting back and forth (G. Mark, 2018) vs. doing two or more things at the same time. The latter for humans simply does not exist. The prefrontal cortex has what is known as a “central bottleneck”; our prefrontal cortex switches between tasks. Even though it feels like we are doing more than one thing at a time, it is really switching. This is what has led to the feeling referred to as the “myth” of multitasking—we are not really doing more than one thing unless they become very automated, i.e. gum chewing and walking.

Multitasking gives a sense of flexibility, fresh perspective, and increased variety. It enables us to use downtime productively, but probably the most salient aspect is that it is just more fun. We are novelty-seeking creatures. It is a very strong part of our evolution to seek out new things. It stimulates the dopamine system, the reward system.

Finally, if you want to break patterns and regain attention time, you now want to do something about the triggers themselves. Breaking habits isn’t about stopping but substituting. The key here is mapping this out before those triggers have a chance to kick in.

'1. Get To Know Yourself