Searching for the job hasn’ t transformed that much in the particular past 5 years. Yet there are subtle technicalities that increase your probabilities of securing a brand new job faster.
This particular week’ s summary details some of those delicate changes.
Detailing gaps on your resume
Weak connections help secure a brand new job
Safe your social media
What’ s at the rear of quiet quitting
Simplify your inbox
A Netflix method of career guidance
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See your skill in order to stop data brokers coming from tracking you online. In case you don’ t use social networking for personal branding, these kinds of is going to be helpful tips.
We’ empieza been hearing a great deal about “ quiet quitting” but take a much deeper look at what exactly is actually going on and exactly what this means.
Today I wrapped upward our Semester 1 CareerFlix approach. A tireless couple of months of research, preparing & collecting insights by staff & students for you to deliver the best feasible hybrid content. Here’ h what 22/23 holds… 1/7ð§µ
November 09, 2022 – November 10, 2022 Maritime Conference Center, Linthicum Heights, MD
MACCA will be a professional organization produced to support the local community of Career Development Experts, (Middle Atlantic Career Guidance Association).
I’ m delivering this specific online discussion-based course starting on October 15.
This seminar shows career practitioners how to make use of Twitter, Facebook, and Instagram to support clients, appeal to new clients, and marketplace their business or develop their brand. We''ll particularly explore Twitter, Facebook plus Instagram. You''ll practice in addition to test different strategies dependent on the platform and even type of outcome preferred.
These are 5-week long online seminars along with other career practitioners. Almost all seminars are asynchronous (no set times to become logged in) with psychic readings, videos, or activities, starting Saturday mornings with conversations about them throughout typically the week. Post by Wed to get the best engaging discussions.
I read this article by Forbes magazine on the subject of delivering bad news and realized just how many companies fail to follow the steps outlined when they lay people off. I honestly believe the majority of corporations and management teams donât mean to do this incorrectlyâthey just havenât been trained in what it takes to effectively communicate whatâs happening. The result is an angry, vocal group of ex-staff members and a concerned set of clients who wonder if they should look for a new vendor.
Here are the most common mistakes companies make during layoffs:
1. Blindside Staff
I once worked at a start-up company that, unbeknown to the staff, was running out of funds. So, one day we walked in and saw at 10:00 a.m. a large group of people got up from their desks and went to the cafeteria for a meeting. The other large group got up and went to the conference room. Each had been sent an email on where to go. When they got to their respective meetings, the cafeteria group was told they were all being let go and to get their things, head home, and the company would be in touch with final pay. The other group was held hostage in the conference room and told they had to stay there until the layoff was complete. Needless to say, the fallout from that experience was significant.
2. Delaying The Inevitable
Iâm working with a woman right now whose company announced a layoff five months ago after they were bought out and merged with a larger firm. Absolutely nothing has happened since. She says the staff morale is at an all-time low. People feel paralyzed. They donât want to look for a new job if they donât have to, but they also donât want to walk in one day and find out itâs over. Productivity is down and stress-related illness is up from the fear of the unknown.
3. Covering Up The Truth
I have a friend who worked for a larger privately held company. One day he walked in and learned the company was âcutting expensesâ and laid off 20% of the staff. At the time he thought he was lucky because he kept his job. A month later, news came out that the owner of the company was going through a messy divorce due to cheating on his wife and had been using company funds to support his mistress. The layoffs were a way to save money so he could pay himself more to cover the alimony payments while still maintaining his current lifestyle. My friend found a new job, along with several of his colleagues who couldnât stomach working for the owner after that.
4. No Justifiable Explanation
Some companies announce layoffs due to âa decline in salesâ only to show an increase in earnings for shareholders in the same quarter. This sends a very confusing message to the world. You are making more money, so you are laying people off?
The best companies are clear as to why they are laying offâeven if the reason is unpopular. If you feel appeasing shareholders is more important than keeping people employed, then say so. You might catch a lot of heat for your choice, but at least you wonât look like a liar.
5. No Support For Those Affected
âNow that so many companies have conducted layoffs, it appears that HR departments and management teams have decided to scale back what they spend on outplacement programs (a.k.a. career coaching for those affected by the layoff). And, while their lack of effort to help those who have been working for them usually doesnât make the national news, it does spread like wildfire through the social community.
Today, layoff victims have a large platform for tarnishing the reputation of a former employer who throws them out on the street without help: social media. Companies shouldnât underestimate the negative impact failing to give proper resources to layoff victims will have on their reputation.
6. Not Addressing All Parties Involved
Some companies donât feel they have to explain their reasons for laying off staff to anyone but those affected. What they forget is that anyone involved with their company is affected! For example, employees that donât get let go have to deal with survivorâs guilt. Itâs not as if they wonât ever see or hear from their former colleagues ever again. So, what should they do? And, no matter how hard you try to hide it, customers will hear about the layoffs. Would you rather they hear about it from a disgruntled ex-employee, or from you personally?
In a time when transparency in business is being demanded, companies cannot afford to ignore their communication responsibilities to all parties involved. Otherwise, you can expect to lose the trust of the very people you need on your side to see through these challenging times for your business.
7. Fail To Provide Progress Reports
After the deed is done and the employees are let go, many companies try to rush back to âbusiness as usual.â Well, that doesnât work. Why? Because the layoff fundamentally changed your business so there is no going back to the way it was.
Instead, companies should offer weekly progress reports to show those who are still with the company the ongoing efforts they are making to ensure the decision to lay off workers will in the long run be the right thing for both the business and them. You donât stop the communications until you reach the point where you can show proof of success (i.e. stopped losing money, stabilized budget, etc.). At which point, you announce the new game plan to get the company back to its former glory.
8. Not Treating People With Respect After They Are Let Go
This is by far the most important. Iâm amazed at how many companies let people go and then try their hardest to distance themselves from them. Example: A company I know laid off 2,000 people recently. Not only did they not give them any outplacement services, but they also decided they would not allow anyone at the company to be a reference for those who were let go. As a result, the 2,000 workers had no way to give potential employers a reference to prove they were part of an RIF (reduction in workforce).
The company stated that given the size of the layoff, employers would know about it and wouldnât need references. Well, anyone in HR knows that these days references are very important. The company even went so far as to tell the employees who remained that if they got caught giving a reference, they would be fired. The 2,000 workers were forced to give an automated telephone line where it would verify pay and dates of employment as the reference instead. This created a lot of challenges for those workers who had been with the company for many years since they honestly had no live references they could provide during their job search.
Sharing This Article Will Help Future Layoff Victims!
I hope managers who are reading this article tuck it away so they can use it as a guide if the day comes when they need to conduct a layoff. I also hope anyone who has been affected by a layoff passes it along to their management team. Given how little training there is in conducting effective layoffs, we need to get corporate leadership up to speed on the right way to handle such a difficult situation. History shows that companies that manage the delivery of bad news and the need for change effectively are the ones that survive. So, the more senior management teams who read this and opt to follow the guidelines, the better, right? Do your part to educate your leadership teamâsend them a link to this article today!
Looking for outplacement services for your former employees?
I’d love it if you checked out the courses and coaching options my company offers, including our FREE community. In this community, professionals are learning how to become empowered in their careers so they can finally find career happiness and satisfaction. More importantly, there are tons of resources inside this community that have helped thousands of professionals find their next job.
Check out Work It Daily’s outplacement services today! My team and I are looking forward to working with you soon.
It can be hard to turn down a job offer, especially if you’re currently unemployed. But just because you got an offer doesn’t mean the job or the company is the right fit for you.
Even getting an interview in a competitive job market is an achievement in itself, but you need to be very clear from the start of the interview process what the most important aspects of the job are to you and then prioritize them accordingly.
Obviously, salary is important, especially if you’re not working right now, but we’re all looking for different things. For some, it might be the work-life balance that is the most important; for others, a culture that fosters innovation, or maybe location or opportunities to grow and develop.
Most of us have had an experience of the job not turning out to be as promised during the interview process. But how do you know if you’ve found your perfect company? How do you determine what the red flags are, which means that the job might not be a good fit for you long term?
Here are some signs a company might not be right for you:
Disorganized Or Disrespectful Interviewers
As much as you need to impress a prospective employer during the interview process, the employer also needs to impress you. If the hiring manager is half an hour late or rushing around, this can be a sign of what the work culture is like and it shows that bringing in new talent clearly isn’t a priority.
You want to connect with your interviewer on some level during the hiring process. That will be impossible to do if they’re disorganized and not giving you the time of day.
No matter what happens in your interview, if you’re left with a bad taste in your mouth after interacting with your interviewer, that’s a red flag that shouldn’t be ignored.
You’re Not Sure About Your Future Boss
If you’re not going to get on well with your boss, chances are you won’t enjoy your work. Ask yourself whether you have a good feeling about the person who will be your manager. Will they offer you good feedback and career advice when needed? Do they know how they will measure your performance on the job? Are they approachable?
If you don’t feel your prospective manager is someone you want to work with, you might want to think twice before accepting their offer.
The Company Is Unstable And Lacks Direction
Even before the interview, there is a lot of research you can do to determine if the company is a safe bet for you. You might want to look at the changes the company has gone through in the last few years to get a sense of its stability and general direction. You might also want to research current and previous employees on LinkedIn to see what their career path has been and how long they’ve stayed in the job. You might even want to reach out to previous employees in similar roles to find out their reasons for leaving.
Also, have a look at what the employees are saying about the company on Glassdoor. I remember seeing a job posting that looked great, but before applying, I went to Glassdoor to read reviews of others who had interviewed with the company. Every single review was negative and provided specific details. Needless to say, I did not apply.
Layout Of The Workplace
We all have different work preferences. Some prefer to work in an open office space, which is probably noisier but offers more interaction between employees. Some companies have a lot of cubicles and separate offices. It provides quieter spaces to work but also less interaction with others. Other companies have a remote workforce, so could you handle working from home every day?
Does the layout of the company suit you? If you’re social and like interacting with others during the day and you’re stuck in a tiny office, you won’t enjoy it.
It’s easy to ignore red flags in the hiring process when you’re desperate for a job. To figure out whether a company is really the right fit for you, make sure you consider the four points above before accepting any job offer.
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This article was originally published at an earlier date.
When you have an employer calling and saying they want to schedule a phone interview with you, that means you look good on paper and they now want to see if you are all that you say you are.
The phone screen is a critical stage in the job search process because how well you communicate and perform will pave the way to the big opportunity of a meeting at their office with the decision makers.
In most instances, the phone screen is conducted by someone from HR. They’ll primarily review your professionalism and communication skills to see if you are articulate, knowledgeable, and have the right experience and skills for the job.
The ultimate mission is to screen out candidates so that the ones who are invited for an in-person interview are the best in the bunch. So, here’s how you can ace the phone screen:
1. Watch Your Intonation & Build Rapport
Your intonation and body language account for 90% of the effectiveness of your communications. If you are on the phone with no video, your intonation is all you have so be enthusiastic and try to build rapport as people hire people they like.
At this point in the process, the screener is also looking to clear up any questions or hesitation they may have about you from reviewing your resume. Be aware of anything on your resume that may be a red flag and prepare to respond to it without coming off as defensive.
You want to be honest and address any concerns, but also know how to steer the response to something more positive that brings back the message of “this is what I have to offer that you need.”
2. Dress The Part And Talk The Part
Are you struggling with confidence before your phone screen? Wear your favorite interview outfit. The one you know you look good in. You’ll feel confident and professional.
Also, today’s “phone screens” don’t necessarily mean just voice. Many employers may request a virtual interview, so be prepared to not only talk the part but dress the part too.
How you look and sound leaves an impression, just like it would from an in-person meeting. Express energy and enthusiasm in your tone.
3. Speak Of Accomplishments When Asked About Previous Jobs And Responsibilities
Employers asking about your past experience aren’t looking for a description of your job. If you want to impress, you need to speak of accomplishments and success and how those experiences have prepared you to contribute and bring success to future employers.
Quantify your experience. Do your research and talk to the need that the job posting highlights and then talk about how you’ve been there, done that, and can directly contribute to the employer’s needs.
4. Be Prepared To Handle The Offbeat Question
Some phone screens have standard questions directed toward your experience and skills, but there are also employers who may put you on the spot with a scenario to see how you react and respond.
The important thing is to not let these types of questions rattle or stump you. Keep a can-do attitude. Make sure you know your experiences, accomplishments, skills, and strengths like the back of your hand. Also, know how you can help the company reach its goals. It’ll be hard to stump you when you’ve done your research.
5. Be Ready To Talk About Salary Requirements
You will be asked this to see if you are in their salary range. This can be tricky because if you present a number below what the employer has budgeted, you lose any chance of securing a higher salary, one the employer may (or would) have considered. And if you present a number that is too high, the employer may decide to dismiss your application and resume even before you have had the chance to make your case in an interview.
The best way to respond to a question about salary during a phone screen is to say, “Although the job and the challenge are most important to me, you should know that I am considering a salary in the XX to YY range.” If you make it through the interview process to the last round of interviews, you’ll also want to hone your salary negotiation skills.
Each employer will have a different method of screening applicants over the phone. But with these tips, you’ll be prepared for whatever comes your way.
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This article was originally published at an earlier date.
Making the decision to start out as a freelancer or professional contractor can be one of the most exciting periods of your life. Itâs a turning point for many people that signifies years of hard work and hustle finally paying off. After all, who doesnât want to be their own boss and the master of […]
