You gave your best during the whole hiring and interview process and finally, you got the job offer. Congratulations! But is that where it ends? You still have to accept the offer. One common mistake that a lot of people make is that they don’t negotiate their salary. Most companies build negotiation room into their […]
The post How to Negotiate for More Money After a Job Offer appeared first on Jobacle.com.
No a single can concentrate for the exact entire workday all inside one go; we most need regular breaks all through the day. It really is hence useful to have many delete word the moment that you will always be away from your projects location. Whether itâs a lunch break break or a quicker break period, here usually are some from the […]
The particular post Workplace Activities so that you can Break up the Day time appeared 1st on Jobacle. com .
If you’ve never heard of a 30-60-90 day plan, you’re not interviewing as well as you think you are. A 30-60-90 day plan is one of the most effective interview tools any professional can use, no matter their industry or job level.
Unfortunately, not a lot of job seekers know what 30-60-90 day plans are, or why they would need one in the first place.
A 30-60-90 day plan is a timeline for your first three months on the job. It lists your goals and the tasks and actions you will take to accomplish those goals. What will you do when you get hired? When will you do it? How will you make a difference from Day 1?
The idea is to run through your plans/ideas for those first three months on the job in your final job interview. Present your 30-60-90 day plan to the hiring manager and have an in-depth discussion about how you will approach the job and be successful in the role.
There are a few things you should always include in your 30-60-90 day plan. In the first 30 days, outline the steps you’ll take to complete any onboarding or company training. Also, explain your process for getting to know your teammates, and list any immediate goals that can be measured.
In the next 30 days, set realistic goals related to people, processes, and productivity. These goals shouldn’t be too detailed. A high-level approach is enough.
The last 30 days are the most important part of your 30-60-90 day plan. It’s the section that shows your potential as a long-term employee. Here, list achievements you expect to have accomplished by the three-month mark, and highlight additional goals geared towards exceeding expectations.
You’ll need to have a solid idea of what the job entails before creating your 30-60-90 day plan, so make sure to ask good interview questions and use the job description as a guide.
Ultimately, a 30-60-90 day plan is a competitive advantage. It’s something so few job candidates use that if you bring one to your final interview you’ll already have that edge over the other applicants. It could be the reason you get offered the job.
When you present your 30-60-90 day plan to the hiring manager, they’ll be extremely impressed by your “go-getter” attitude. They will automatically envision you being successful in the position because you’ve clearly outlined how you will be. And that will make them much more likely to hire you.
We hope you now have a better idea of what a 30-60-90 day plan is and understand why it’s important to have one while interviewing for jobs.
Remember: Not only does bringing a 30-60-90 day plan to your interview boost your chances of getting the job, but it also gives you a solid foundation once you start.
With your 30-60-90 day plan, you know that you and your new boss are on the same page. You can start your job with confidence, knowing you’re on the right path to success.
So, what are you waiting for? Write your 30-60-90 day plan today! Once you realize what a game changer it is, you’ll never interview without one again.
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Perform you find it difficult to get inside contact with people throughout your network (especially close to the holidays)? And/or people struggling to grow your own personal network overall? Even using your present strategy?
The holiday season can be the wonderful time of yr for many individuals. This is a new great time to loosen up, reconnect with friends plus family, and celebrate! Youâre probably going to end up being seeing people that you havenât spoken within quite a few time.
With that being said, this allows you this PERFECT chance to brush upward on your networking abilities and reconnect with these types of individuals PLUS others!
In this teaching, youâll learn to:
Sign up for our CEO, J. To. O’Donnell, and Director associated with Training Development & Training, Christina Burgio, for this particular live event on Wed, November 9th at twelve pm ET.
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I’m a big fan of the X-Men comic books and have always loved the powers of Dr. Charles Xavier, who is telepathic. Who wouldn’t want the ability to instantly read a person’s mind and affect their behavior? This skill would come in extremely handy during interviews with hiring managers, many of whom seem to belong squarely to the school of âsay little and express even less.”
Here are five ways to turn off a hiring manager and ruin your chances of getting the job.
A big mistake job seekers make is submitting overly general resumes. This makes sense in theory. After all, the more applications you can shoot off, the more interviews, right? But this can really turn off a hiring manager, who wants to know exactly how your background will enable you to tackle the problems they need to be solved. Clichés just won’t cut it at this stage.
Here’s what you should do instead:
Once you have a solid framework in place, include metrics-based quantifiable accomplishments on your resume for every major position you’ve held that proves your ability to execute.
Here’s an example: Saved global Telecom company $500M over 2 years through development and deployment of end-to-end Complexity Reduction methodology resulting in purchasing and inventory efficiencies.
Look, it’s great to be ambitious. And of course, the job you’re after today is probably not the one you want to retire on. But you need to place your focus squarely on becoming the ideal candidate for THIS job before even talking about the next step. Neglect to do this, and a hiring manager will naturally start thinking that you might jump ship within a year, and they’ll be back to square one.
Create a short “value presentation” for the interview that talks about how your three to four strongest skills can be applied immediately towards helping the company. It’s similar to a 30-60-90 day plan. Get creative here!
For example, if you’re going after a product development position, why not run some quick usability tests on a company’s products, document them, and develop some design suggestions?
A hiring manager is not a career counselor. With the latter, it’s perfectly fine to be honest about vulnerabilities in your personality or “pet peeves” that drive you crazy in the work environment. But if you take the same approach with a hiring manager and confide things like you have trouble balancing family responsibilities with workplace demands, you’ll most likely get passed over.
They’re not only looking to find the best candidate but manage risk.
Learn how to “spin” negatives into something that ultimately leads to success. For example, if you’re asked what your greatest weakness is, you can tell a story about how you once had chronic shyness and needed 30 minutes to “amp yourself” up for a simple phone call, and now, through courage and repeated exposure, you can handle dozens of calls with high-level clients per day. Negative to positive.
This is also known as the “Experience + Learn = Grow” model, which is the best way to answer behavioral interview questions. Therefore, you should definitely learn this strategy before your next job interview.
Following up matters! It shows that you’re truly invested in landing the position and aren’t just treating it as one of many potential opportunities.
We recommend emailing everyone you met at the company within 24 hours of your interview thanking them for the opportunity, followed by an email sent a week later that essentially continues the conversationâadding greater detail to questions raised, sharing an industry article of interest, and so on.
You’re making it clear that the interview was the beginning of an ongoing relationship, no matter the outcome of the interview process.
If a hiring manager has to choose between the most qualified candidate on paper and a less qualified candidate who brings genuine passion to the table, they’ll go for the latter every time. You can teach someone almost anything except enthusiasm.
So, if you have a personal connection with the company you’re interviewing for, and believe that this is a meaningful step in your life’s ambitions, or simply love the unique culture they’ve developed, take time in the interview to let them know!
It also doesn’t hurt to explicitly state, “I’m very interested in this position, and would love to see a positive outcome,” or something similar. Excitement fuels job offers!
Making the five mistakes above will ruin your chances with a hiring manager every time. To secure your chances of getting the job, be sure to tailor your resume, create a 30-60-90 day plan, learn how to answer behavioral interview questions, follow up after the job interview, and state your enthusiasm for the position.
It’ll be impossible to ruin your chances with a hiring manager with that strategy.
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Usually are you thinking about making a sales team? Maybe you’ ve been relying in in-house salespeople and will be ready to expand, or perhaps you’ re starting through scratch. Either way, there’ re a couple of critical items to know prior to starting. These types of determine whether you’ lmost all end up with a new productive, successful team or maybe not. It also might affect the […]
This post 4 Critical Items To Know When Producing a Sales Team appeared first with Jobacle. com .
Are you wondering how to write a LinkedIn profile when you’re unemployed? This may sound odd, but if you’re unemployed, you actually have BETTER opportunities to promote yourself on LinkedIn than other users.
Openly displaying your personal brand and skills is simpler than fretting over the possibility that your boss is reviewing your LinkedIn profile changes with suspicion. Still, marketing yourself on LinkedIn when you’re seeking a new job can be daunting. What should you disclose about your job search and goalsâand how much?
Use these tips for a strong LinkedIn profileâone that tells employers why you’re an asset to their organization, while capitalizing on your ability to freely promote your skills.
Here’s where you’ll want to ensure your value proposition (rather than your employment status) stands out. After all, your LinkedIn headline is prime real estate. It’s displayed in nearly every interaction you’ll have on the site and is the most heavily weighted field in LinkedIn’s indexing scheme.
However, your employment status is NOT the brand message to send to employers. That’s definitely one of the common LinkedIn headline mistakes. Instead, you’ll want to display a clear promise of value, while alluding to (but not directly stating) your job search.
Optimize your LinkedIn profile (especially your headline) by adding specific keywords that relate to your skill sets.
The following example shows how you can make your message clear to employers, without the negative connotation of “unemployed” in your LinkedIn headline:
Senior Sales Rep | Manufacturing | SaaS | IT | Infrastructure | Applications | Networking | Managed Services
See how there’s no mention of your employment status? The goal is to draw recruiters, hiring managers, and employers in with your skills. Then they’ll be inclined to check out your profile, review your experience, and message you once they see your LinkedIn summary and the end date of your previous job.
Just like your LinkedIn headline, your summary can be used to deliver a direct message to employersâreferring to your value proposition first and foremost. What services do you provide as a business-of-one?
The best way to accomplish this is by adding a vertical list of your skills underneath your personal branding statement, which is basically you explaining the problem you like to solve for employers and what you would like to do next with your skills.
You can also close your LinkedIn summary with a call to action that states:
I’m eager to discuss requirements for a business development leader who can open multiyear sales opportunities at the CIO or CTO level, using a sales background in cloud services, hosting, managed services, and software.
In this example, business development, sales, CIO, CTO, and other industry-specific terms are all used as keywords to attract attention from the right employer. Combine this with a list of skills and a keyword-optimized personal branding statement and you’ll have hiring managers hooked.
If your employment ended only recently, you have several options. Some users leave their LinkedIn profile as is for a few months, especially if they’re technically still “employed” by receiving severance pay. You may need to check with your former employer before doing this.
Another option is to simply give your former job an end date on your LinkedIn profile. While doing so will drop your profile’s searchability (slightly), this is also the most straightforward way to show your current status.
In some cases, job seekers add a “current job” to give recruiters an idea of the title they’re seeking, while making it clear they’re currently unemployed. Should you decide to do so, a simple “COO in Transition” or “Sales Rep Open to Territory Responsibility” can serve to educate your LinkedIn profile viewers on your status.
The bottom line? Being unemployed is actually a good reason to tend to your LinkedIn profile with renewed enthusiasm. If you use keywords and brand messaging appropriately and leverage your ability to be more open in your job search, you’re likely to gain increased traffic (and job opportunities) as a result.
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There’s been a big push for salary transparency in the hiring process. For those who aren’t familiar with the term, salary transparency, in regard to the job search, is when a company posts exactly how much they will pay on the job description so job seekers know what to expect before they apply.
Now, that’s a good thing because a lot of people don’t want to waste their time applying for a job that can’t pay them what they want. But there is one significant drawback to salary transparency job seekers should know…
@j.t.odonnell Replying to @broseph86 When you CAN’T negotiate your salary. #howtotiktok #salarynegotiation #salarytransparency #salary #howto #jobtok #Edutok ⬠original sound – J.T. O’Donnell
If a company lists the salary for a role in the job description, you can’t negotiate. That’s what they said they’re willing to pay. And they had to internally, as a team, decide on that and agree to stick to it.
I’ve seen companies list the salary for a position and had a person go through the hiring process, get a job offer, and try to counter and negotiate a higher salary. Their response? They rescinded the job offer from the candidate and offered the job to someone else.
I understand you might be worth more money to yourself or you might be worth more money at a different company. But at a company that posts the salary for the position, that is what they’re willing to pay. And you have to decide whether you want to accept that or move on. It’s that simple, folks.
Things are changing right now. Economic shifts, the way that people hireâit’s all changing. And you need to stay on top of that change if you want to be successful.
In your next job search, remember to negotiate a higher salary only if a salary was never listed in the job description. Salary transparency has its benefits. But the ability to negotiate salary is not one of them.
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Join us for LinkedIn Hot Or Not! each Thursday at 1 evening ET / 10 feel PT.
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In case you are contemplating a major career modify, you may find the particular process a little mind-boggling at first. To assist organize your opinions and thoughts on the topic, inquire yourself the following 12-15 questions.
Be sure you answer considerately and honestly. This will be for your eyes just. Also, be sure for you to write your answers straight down. Putting abstract thoughts and even feelings into words can assist you identify what’s really taking place and it adds some sort of tangible element to typically the reflection process.
1. The facts about our current career that is not working?
two. What does this fresh career offer that my personal current career doesn’t?
3. What will this new career fire up in my soul?
4. How really does the brand new career align together with my core values ?
5. What exactly are the long-term possibilities associated with this brand-new career?
six. What skills or sources will I actually need to take good thing about these long-term opportunities?
7. Who must i know who is currently within this career and could give me a respectable “insider’s” perspective?
eight. Will my friends together with family support this completely new career endeavor?
9. How long will certainly it take to produce a comfortable living in this kind of new career?
10. Will i have this financial resources to create the new career work? In case not, how could i get exactly what I need to really feel secure?
eleven. What struggles can My partner and i predict in my changeover to this new career?
12. Just what exactly can I do right now to minimize these possible struggles?
13. What particular experience do you hope to help gain in this career move?
fourteen. How will my earlier experience help me inside this new role?
15. Are these claims career move one step up a good larger plan? If therefore, how much does this new career need to provide throughout order to help me personally move forward?
Now that you possess all your answers towards these questions, you can easily better position yourself regarding a successful career alter! It’s exactly about being truthful with yourself and achieving obvious on your goals. As soon as you do that, the entire process becomes so a lot easier.
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Finding a job will be ten-times harder these times, and it’s not only since competition for jobs is usually at an all-time higher. If you’re wondering exactly how to get the interest regarding hiring managers and employers AND beat the competitors, subscribe to our next Work Search Accelerator workshop!
Join our CEO, M. T. O’Donnell, and Overseer to train Development as well as Coaching, Christina Burgio, with regard to this live event about Tuesday, November 15th coming from 2-4 pm ET.
Knowing and embracing the most recent professional job search styles is exactly what you need to be able to do to land the job.
Ask yourself often the following:
This particular high-impact workshop will assist you with all the aboveâand offer you so much more.
Above 100 professionals have used this class within the last 4 months, and the accounts above is from one of those attendees. They experienced job search success right after attending one of our own workshops. We guarantee everyone will too!
Following live event date: Tuesday, November fifteenth | 2-4 pm OU
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Why: Due to the fact you do not have to job look for alone! (BONUS: Get $250+ of programs & coaching – incorporated with purchase)
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Each *live* work shop includes:
– Career Search Plan
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Can’t attend live? That’s okay! Register and we’ll email All the above to you following the session is more than.
You’re ready to make a change in your career and have secured a new job (hopefully!). Now, it’s time to quit your current job.
First things first: Unless we’re talking about an extreme circumstance, you should never walk into your boss’ office and say “I quit!” That’s unprofessional and could have severe professional consequences in the future.
It’s important to maintain your personal brand as a hardworking professional. The way you end this career chapter is part of that brand.
Here’s how to be professional when you quit your job:
Since we’re talking about being professional, we should probably say “resign” instead of “quit.” If you do things right, you won’t leave the company high and dry. Instead, you’ll give your team proper notice so they can plan accordingly.
A proper notice of resignation is typically two weeks. Sometimes people are in a position to give a longer notice and sometimes people give a shorter notice, depending on the company policy and what you’ve negotiated for as part of your new job.
If you’re in a position where you have to give a shorter notice, such as one week, make sure to clearly explain the situation to your boss, apologize for the inconvenience, and ask if there’s anything extra you can do in your last week to help ease their transition.
Resignations should always be done in person. That said, you’ll want to have a paper trail to cover your bases if anything happens, so be sure to email your boss your resignation letter immediately following your conversation.
Once you’re face-to-face with your boss, explain that you felt the time was right to make a change and you came across a new opportunity that you ultimately thought would be a better fit. Be humble and thank your boss for the opportunity to work with the company and wish your boss and company well.
In many ways, your conversation with your boss will mirror your resignation letter: short and to the point.
If you have concerns or complaints about the company, avoid airing them out during your resignation. Unless there’s a terrible reason for your leaving that could put others in harm’s way, don’t bring up your drama.
If your boss asks for feedback, keep it constructive, short, and to the point. If you can offer some minor feedback that may improve the company, then give it a try, but there’s no need to dissect every issue the company may have.
As legendary New England Patriots coach Bill Belichick would say, “Do your job!”
Just because you’re leaving the company doesn’t mean you should slack off. Continue to work hard and be fully engaged with the job until the very end.
It’s important to leave the job on a positive note because you want to have some professional references for future job searches.
In addition, former bosses and colleagues are great people to have in your professional network. You never know when a past professional connection could help you score a new job in the future.
The last day on the job is a good time to sew up future professional references and discuss ways to keep in touch with former co-workers. Some jobs require exit interviews. But if that’s not the case with your job, make an effort to visit your boss one last time.
It’s a good idea to again express gratitude for the opportunity to work at the company.
Leave on good terms with as many people as possible.
Positivity and professionalism are the keys to leaving any job. Jobs are temporary but the legacy you leave behind as an employee remains.
Whenever possible, you want to enter and leave each opportunity on a positive note because each experience tells a story about yourself as a professional.
With career changes happening more frequently now, it’s more important than ever to have a strong background of positive experiences with former employers. Follow the tips above to properly quit your job and leave on a good note.
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