Looking for a job but found yourself at a stopping point? "Land the Job" has a mini map to help you overcome these hurdles. Whether its resume or personal branding tips, you've come to right place for career advice.
You've mastered the interview, you've followed up with the employer, and congrats! You're in the midst of a job offer. But now what? Make sure your salary stays in-line with what you want.
You have a lot to offer but what does it take to market yourself to potential employers? Create your 3D personal brand! With the help from our Millennial Expert, Gala Jackson, M.Ed, you can become 3D with your documents, digital footprint and delivery
Non-verbal isn't just about communication. It's visual too! Your first impression can lead the way to landing that coveted job and also to keep your attire in check in the workplace.
This document provides tips for how to politely turn down a recruiter who has reached out about a job opportunity when you are not currently looking. It recommends being straightforward about not being interested at this time while keeping the conversation open for potential future opportunities. It also suggests offering to refer the recruiter to other qualified contacts, learning about current industry trends from the recruiter, and staying connected on LinkedIn in case your needs change in the future. The overall message is how to decline politely without burning bridges or losing a potential future contact.
The document provides tips for preparing for and attending a career fair, including researching companies attending, updating resumes and other documents, dressing professionally, practicing an elevator pitch, networking at the fair, and following up afterwards. Students are advised to research companies of interest on social media and LinkedIn beforehand, have polished resumes and talking points prepared, dress appropriately and practice handshakes and pitches. At the fair, students should introduce themselves confidently, ask questions to learn about opportunities, and follow up with recruiters after the event.
This document provides advice for common interview scenarios and outcomes. It suggests sending a follow-up email after an interview if you have not received a call yet to reiterate your interest and ask about next steps. It also recommends calling the hiring manager if you do not get the job to ask for feedback on your interview. Finally, it says to wait 24 hours before accepting a job offer to thoroughly consider the opportunity, and to negotiate salary and benefits when receiving an offer.
Recruitment Consultant Tips-3 Ways To Stand Out As A Recruiter in 2014GSR2R
The document discusses 3 ways for recruiters to stand out in 2014: 1) genuinely care about candidates and clients, as people can sense when someone is truly interested in them, 2) become an expert in your industry through studying for an hour a day, and 3) stay organized and keep in regular contact with candidates as promised to build trust and rewards. Standing out from other recruiters through these methods can help you be the recruiter of choice and never lack for placements to make.
Linkedin 7 Tricks for an Irresistible Job DescriptionTatjana Andreano
This document provides 7 tricks for writing irresistible job descriptions that attract stellar candidates. The tricks include focusing creativity on the job description rather than the title, using a conversational tone, promoting the employer brand to showcase why candidates will love working there, highlighting the position's impact with specific details, giving priority positions extra visibility through sponsorship, experimenting with new formats like infographics or videos, and optimizing descriptions for mobile viewing.
You've mastered the interview, you've followed up with the employer, and congrats! You're in the midst of a job offer. But now what? Make sure your salary stays in-line with what you want.
You have a lot to offer but what does it take to market yourself to potential employers? Create your 3D personal brand! With the help from our Millennial Expert, Gala Jackson, M.Ed, you can become 3D with your documents, digital footprint and delivery
Non-verbal isn't just about communication. It's visual too! Your first impression can lead the way to landing that coveted job and also to keep your attire in check in the workplace.
This document provides tips for how to politely turn down a recruiter who has reached out about a job opportunity when you are not currently looking. It recommends being straightforward about not being interested at this time while keeping the conversation open for potential future opportunities. It also suggests offering to refer the recruiter to other qualified contacts, learning about current industry trends from the recruiter, and staying connected on LinkedIn in case your needs change in the future. The overall message is how to decline politely without burning bridges or losing a potential future contact.
The document provides tips for preparing for and attending a career fair, including researching companies attending, updating resumes and other documents, dressing professionally, practicing an elevator pitch, networking at the fair, and following up afterwards. Students are advised to research companies of interest on social media and LinkedIn beforehand, have polished resumes and talking points prepared, dress appropriately and practice handshakes and pitches. At the fair, students should introduce themselves confidently, ask questions to learn about opportunities, and follow up with recruiters after the event.
This document provides advice for common interview scenarios and outcomes. It suggests sending a follow-up email after an interview if you have not received a call yet to reiterate your interest and ask about next steps. It also recommends calling the hiring manager if you do not get the job to ask for feedback on your interview. Finally, it says to wait 24 hours before accepting a job offer to thoroughly consider the opportunity, and to negotiate salary and benefits when receiving an offer.
Recruitment Consultant Tips-3 Ways To Stand Out As A Recruiter in 2014GSR2R
The document discusses 3 ways for recruiters to stand out in 2014: 1) genuinely care about candidates and clients, as people can sense when someone is truly interested in them, 2) become an expert in your industry through studying for an hour a day, and 3) stay organized and keep in regular contact with candidates as promised to build trust and rewards. Standing out from other recruiters through these methods can help you be the recruiter of choice and never lack for placements to make.
Linkedin 7 Tricks for an Irresistible Job DescriptionTatjana Andreano
This document provides 7 tricks for writing irresistible job descriptions that attract stellar candidates. The tricks include focusing creativity on the job description rather than the title, using a conversational tone, promoting the employer brand to showcase why candidates will love working there, highlighting the position's impact with specific details, giving priority positions extra visibility through sponsorship, experimenting with new formats like infographics or videos, and optimizing descriptions for mobile viewing.
Below we've listed 6 steps and suggestions, which, when followed, will get you where you'd really like to be a lot faster; so let's have a look at them.
#GDSummit Presentation: Jennifer Johnston from SalesforceGlassdoor
Jennifer Johnston from Salesforce talked about building an ecosystem approach to close more passive talent at this year's 2nd annual Glassdoor Employer Branding Summit!
#GDSummit Presentation: Stacy Zapar from TenfoldGlassdoor
The document outlines an employer brand action plan for companies that are just starting to develop their employer brand. It recommends doing research, listening to employees, and identifying core values and goals. It then suggests taking inventory of existing employer brand assets, developing a content strategy with pillars and a calendar, setting up a blog for employee stories, focusing on branded job postings and candidate experience, and developing a measurement plan. The overall message is that a strong, authentic employer brand will help attract the right talent through a consistent storytelling approach across all relevant channels.
The document provides 7 tricks for writing an irresistible job description to attract stellar candidates. The tricks include focusing creativity on the job description rather than the title, using a conversational tone, promoting the employer brand, highlighting the position's impact, giving priority positions extra visibility, experimenting with new formats, and making the description mobile friendly.
SHRMTalent 2017: The Power of Purpose, Johnny Campbell, Social TalentJohnny Campbell
How Purpose can transcend and transform your employer branding, attraction and engagement efforts.
Delivered on April 24th 2017 at SHRMTalent in Chicago by Johnny Campbell, Social Talent
In 9 Months from Now - How will YOU Rebound?Tincup & Co.
The document outlines a six-step plan over nine months for recruiters and recruiting professionals to rebound from the economic downturn. The steps are: 1) specialize in a niche area by May; 2) segment your passions and competencies and predict future hiring needs by May; 3) build your personal brand by June; 4) adopt social media communication best practices like LinkedIn and Twitter by July; 5) engage candidates through personalized outreach by July; and 6) start selling your services to create demand by October. The goal is to emerge from the recession in a stronger market position.
How to Email CXOs: Tips from real cold emailsDatanyze
This document provides tips for sending cold emails to CXOs. It outlines 7 tips: 1) connecting with previous meeting contacts and their connections on LinkedIn, 2) asking prospects for feedback to start a conversation, 3) using influencers on sites like Topsy to find contacts, 4) uncovering technologies used on websites with Datanyze Insider, 5) using flattery in the email subject line, 6) finding prospects' pain points by searching what they hate, and 7) dedicating an account representative. The tips are from real world cold email examples and templates are provided.
The document provides 15 tips for creating an effective resume:
1) Determine the purpose and focus the resume on the target job or industry.
2) Use a simple 11-12 point font like Arial or Times New Roman.
3) Avoid including any negative information and stay positive.
#GDSummit Presentation: JT O'Donnell from CAREEREALISMGlassdoor
The document discusses how recruiter branding can be an important element of an employer's branding strategy. It notes that job seekers want to connect with people, not just companies, and research companies extensively online. An effective recruiter brand can bridge this gap by putting a human face to the recruiting process and company culture through sharing recruiters' expertise, stories, and proving their experience. This helps reinforce company messaging and provides transparency and opportunities for personal relationships with job candidates.
Justin Hammond is applying for a Jr. Graphic Designer position at DKNG Design Studios. He enjoyed meeting with them to discuss the role. He feels he has the strong design and illustration skills they are looking for in a candidate. Hammond sees the role not just as a job but as a chance to work with great people and create memorable designs. He has included references as requested and looks forward to potentially being offered the position.
The 7-step salary negotiation guide for women recommends: 1) Knowing your market value and desired salary, 2) Backing your ask with data on your positive impact, and 3) Picking the right timing while also being prepared for a "no" and continuing negotiations. It also suggests understanding changes to your job duties, not antagonizing your boss, and using body language to build rapport.
The document provides three quick tips to improve a LinkedIn profile in 15 minutes or less: 1) Update the photo to include a genuine smile, 2) Edit the job title to include engaging keywords and personality, and 3) Refresh the summary to convey personality and passions in a warm, inviting manner. Completing these three tasks can raise a LinkedIn profile closer to "all-star" status with minimal time investment.
From Stranger To Prospect: Capturing More Web Visitors And Converting More Of...Noisy Little Monkey
Acquiring new visitors to your website from Google and the various social channels which now exist is ever more difficult in today’s competitive marketplace. Jon will reveal the secrets from successful campaigns which have driven new traffic and converted leads into sales.
Global Head of Project Services
End User Platform, New York City
145
On Tuesday, Sept. 9th, 12:02 PM, Steve wrote:
Jason, A few days after I attended your class I went on vacation for 2 weeks.
Well, now I'm back and have been putting into practice many of the
improvements we discussed in class. So far, I have:
Changed the subject line of emails in my inbox
Created an agenda category in my tasks to track discussion items for the future
Used many of the keyboard shortcuts we learned
Used verbs for tasks and subject lines
I have to report this is a huge success. My energy and focus have improved a
great
Time Mastery & Personal Effectiveness - For Those Who Never Seem to Have Enou...Brian Smith - PLD
You have 168 hours in the course of a week - no more - or no less. Are you accomplishing what's most important to you? This presentation is for those people who never seem to have enough time.
This document discusses personal productivity. It defines productivity as the efficient production of good results from work. Personal productivity is completing actions needed to accomplish goals in a balanced way. The productivity cycle involves setting objectives, breaking tasks into smaller parts, completing tasks on a schedule, and evaluating progress. Tools can help with productivity, but behaviors and overcoming hurdles also affect it. The document promotes a training on personal productivity techniques.
This document discusses the agile mindset and how it relates to learning and adaptation. It covers several key points:
1) The mindset determines goals, reactions to failure, beliefs about effort and strategies, and attitudes toward others' successes.
2) Agile processes like Scrum and Lean Startup are empirical and focus on learning through doing, getting feedback, and adapting.
3) Organizations and individuals with an agile mindset are pragmatic and focus on continuously learning, inspecting outcomes, and refining their approaches based on new information and validation of assumptions.
4) Nonaka's SECI model and the concept of "phronesis" or practical wisdom are discussed as ways
This co-presented experience report at #Agile2016 is about our journey of agile changes in higher education administration, and what we learned from our mistakes.
Below we've listed 6 steps and suggestions, which, when followed, will get you where you'd really like to be a lot faster; so let's have a look at them.
#GDSummit Presentation: Jennifer Johnston from SalesforceGlassdoor
Jennifer Johnston from Salesforce talked about building an ecosystem approach to close more passive talent at this year's 2nd annual Glassdoor Employer Branding Summit!
#GDSummit Presentation: Stacy Zapar from TenfoldGlassdoor
The document outlines an employer brand action plan for companies that are just starting to develop their employer brand. It recommends doing research, listening to employees, and identifying core values and goals. It then suggests taking inventory of existing employer brand assets, developing a content strategy with pillars and a calendar, setting up a blog for employee stories, focusing on branded job postings and candidate experience, and developing a measurement plan. The overall message is that a strong, authentic employer brand will help attract the right talent through a consistent storytelling approach across all relevant channels.
The document provides 7 tricks for writing an irresistible job description to attract stellar candidates. The tricks include focusing creativity on the job description rather than the title, using a conversational tone, promoting the employer brand, highlighting the position's impact, giving priority positions extra visibility, experimenting with new formats, and making the description mobile friendly.
SHRMTalent 2017: The Power of Purpose, Johnny Campbell, Social TalentJohnny Campbell
How Purpose can transcend and transform your employer branding, attraction and engagement efforts.
Delivered on April 24th 2017 at SHRMTalent in Chicago by Johnny Campbell, Social Talent
In 9 Months from Now - How will YOU Rebound?Tincup & Co.
The document outlines a six-step plan over nine months for recruiters and recruiting professionals to rebound from the economic downturn. The steps are: 1) specialize in a niche area by May; 2) segment your passions and competencies and predict future hiring needs by May; 3) build your personal brand by June; 4) adopt social media communication best practices like LinkedIn and Twitter by July; 5) engage candidates through personalized outreach by July; and 6) start selling your services to create demand by October. The goal is to emerge from the recession in a stronger market position.
How to Email CXOs: Tips from real cold emailsDatanyze
This document provides tips for sending cold emails to CXOs. It outlines 7 tips: 1) connecting with previous meeting contacts and their connections on LinkedIn, 2) asking prospects for feedback to start a conversation, 3) using influencers on sites like Topsy to find contacts, 4) uncovering technologies used on websites with Datanyze Insider, 5) using flattery in the email subject line, 6) finding prospects' pain points by searching what they hate, and 7) dedicating an account representative. The tips are from real world cold email examples and templates are provided.
The document provides 15 tips for creating an effective resume:
1) Determine the purpose and focus the resume on the target job or industry.
2) Use a simple 11-12 point font like Arial or Times New Roman.
3) Avoid including any negative information and stay positive.
#GDSummit Presentation: JT O'Donnell from CAREEREALISMGlassdoor
The document discusses how recruiter branding can be an important element of an employer's branding strategy. It notes that job seekers want to connect with people, not just companies, and research companies extensively online. An effective recruiter brand can bridge this gap by putting a human face to the recruiting process and company culture through sharing recruiters' expertise, stories, and proving their experience. This helps reinforce company messaging and provides transparency and opportunities for personal relationships with job candidates.
Justin Hammond is applying for a Jr. Graphic Designer position at DKNG Design Studios. He enjoyed meeting with them to discuss the role. He feels he has the strong design and illustration skills they are looking for in a candidate. Hammond sees the role not just as a job but as a chance to work with great people and create memorable designs. He has included references as requested and looks forward to potentially being offered the position.
The 7-step salary negotiation guide for women recommends: 1) Knowing your market value and desired salary, 2) Backing your ask with data on your positive impact, and 3) Picking the right timing while also being prepared for a "no" and continuing negotiations. It also suggests understanding changes to your job duties, not antagonizing your boss, and using body language to build rapport.
The document provides three quick tips to improve a LinkedIn profile in 15 minutes or less: 1) Update the photo to include a genuine smile, 2) Edit the job title to include engaging keywords and personality, and 3) Refresh the summary to convey personality and passions in a warm, inviting manner. Completing these three tasks can raise a LinkedIn profile closer to "all-star" status with minimal time investment.
From Stranger To Prospect: Capturing More Web Visitors And Converting More Of...Noisy Little Monkey
Acquiring new visitors to your website from Google and the various social channels which now exist is ever more difficult in today’s competitive marketplace. Jon will reveal the secrets from successful campaigns which have driven new traffic and converted leads into sales.
Global Head of Project Services
End User Platform, New York City
145
On Tuesday, Sept. 9th, 12:02 PM, Steve wrote:
Jason, A few days after I attended your class I went on vacation for 2 weeks.
Well, now I'm back and have been putting into practice many of the
improvements we discussed in class. So far, I have:
Changed the subject line of emails in my inbox
Created an agenda category in my tasks to track discussion items for the future
Used many of the keyboard shortcuts we learned
Used verbs for tasks and subject lines
I have to report this is a huge success. My energy and focus have improved a
great
Time Mastery & Personal Effectiveness - For Those Who Never Seem to Have Enou...Brian Smith - PLD
You have 168 hours in the course of a week - no more - or no less. Are you accomplishing what's most important to you? This presentation is for those people who never seem to have enough time.
This document discusses personal productivity. It defines productivity as the efficient production of good results from work. Personal productivity is completing actions needed to accomplish goals in a balanced way. The productivity cycle involves setting objectives, breaking tasks into smaller parts, completing tasks on a schedule, and evaluating progress. Tools can help with productivity, but behaviors and overcoming hurdles also affect it. The document promotes a training on personal productivity techniques.
This document discusses the agile mindset and how it relates to learning and adaptation. It covers several key points:
1) The mindset determines goals, reactions to failure, beliefs about effort and strategies, and attitudes toward others' successes.
2) Agile processes like Scrum and Lean Startup are empirical and focus on learning through doing, getting feedback, and adapting.
3) Organizations and individuals with an agile mindset are pragmatic and focus on continuously learning, inspecting outcomes, and refining their approaches based on new information and validation of assumptions.
4) Nonaka's SECI model and the concept of "phronesis" or practical wisdom are discussed as ways
This co-presented experience report at #Agile2016 is about our journey of agile changes in higher education administration, and what we learned from our mistakes.
The document discusses topics related to personal effectiveness at work such as developing communication skills, setting goals, managing time and stress, and having a positive attitude. Some key points are developing the ability to think clearly and present ideas effectively, setting goals using the SMART framework, managing time by prioritizing and avoiding time wasters, and addressing emotions at work by staying calm under pressure and controlling reactive behaviors. The overall document provides guidance on behaviors and skills to improve personal and professional effectiveness.
How to Engage Millennials with Social Recruiting Ashley Cheretes
- The five need-to-know facts about millennial candidates
- Proven ways to excite and motivate millennials to learn more
- Immediate social recruiting takeaways and tips for writing content
View the recording: https://youtu.be/JWs5NlYE4Xs
At 80 million and counting, millennials are the fastest growing talent segment and expected to be 50% of the workforce in just five years. But how do you reach this growing group?
Flip through this on-demand webinar by Dice and Ashley Cheretes, Recruitment Marketing Manager at ADP, to learn:
• The five need-to-know facts about millennial candidates
• Proven ways to excite and motivate millennials to learn more
• Immediate social recruiting takeaways and tips for writing content
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
5 Stages Of Social Media For Recruiting Finalanthonybates
The document discusses the 5 stages of using social media for recruiting: denial, anger, bargaining, depression, and acceptance. It provides an overview of the top social media sites for recruiting (LinkedIn, Facebook, Twitter), how to overcome reluctance at each stage, and best practices. The key recommendations are to have all recruiting staff create compelling LinkedIn profiles and update them twice weekly, and start using social media in a targeted way rather than trying to do everything at once.
The document discusses job searching strategies and virtual assessments used by employers. It provides tips for using social media platforms like Facebook and LinkedIn effectively for job searching and maintaining an online presence. It also discusses using online assessments to evaluate strengths and fit for roles. Employers are increasingly using applicants' online profiles to screen candidates before interviews.
5 Stages Of Social Media For Recruiting Feb 2010emmacooperscott
The document discusses the 5 stages of social media for recruiting: denial, bargaining, anger, depression, and acceptance. It provides examples of how recruiters typically progress through each stage as they adopt social media recruiting strategies. The document also provides best practices and tips for using sites like LinkedIn, Facebook, and blogs for recruiting purposes. It emphasizes building relationships, employing a strategic approach to social media, and having marketing and recruiting teams work together.
This document provides tips for marketing yourself and finding a government job. It discusses that career changes are now common and networking is the best way to find opportunities. Effective networking involves continuously building relationships, not just when looking for a job. The "Brand of You" is one's reputation and how you present yourself. Developing an online presence through profiles and maintaining them is important. Recruiters look for keywords and spend little time reviewing each resume. Referrals remain the top way positions are filled.
Personal branding for career advancement.Robin Low
Personal Branding for career advancement and success. Today, it is imperative to develop and communicate your personal brand with the help of social media to create more visibility and opportunities.
Recruiting is Marketing: 4 Steps to Get StartedWilsonHCG
This document provides an overview of effective recruitment marketing strategies. It discusses four key steps:
1. Establishing a strong employment brand to attract top talent and reduce costs. This includes crafting clear messaging and getting company-wide involvement.
2. Conducting market research to understand the target audience and build talent communities.
3. Engaging internal and external influencers to advocate for the company as recruitment marketing dwarfs traditional teams.
4. Leveraging content marketing which generates more leads at lower costs than outbound tactics. The document emphasizes consistency, customization, and relationships to proactively engage talent.
Gen Y; Millennials; Echo Boomers; the Trophy Generation; Net Y Not. Google “managing” any of those
terms and you’ll receive hundreds of thousands of hits. The literature positively explodes with deep
insight and pop psychology on how to deal with younger employees—professionals in their mid-20s to
early 30s.How do you recruit, hire,
manage and survive with younger, rising executives who may not speak your language or respect your
values? If the Millennials receive most of their validation from outside of their professional network,
what leverage does the leadership of your organization have to shape raw talent into valuable current
and future leaders?
Career Advancement and Transition, Cardea Women's ForumJobnob
Presentation by Julie Greenberg, Bobbie LaPorte and Karen Colligan at the Cardea Women's Center Women's Forum on September 26, 2009. The Career Advancement and Transition session.
Getting that next job requires marketing yourself in new ways. You must view your career as a continual process of networking, building your brand, and maintaining an online presence. Your personal brand and online profiles represent your "product" in the job market. It is important to keep these updated and ensure they highlight your skills, accomplishments, and areas of expertise in order to be found by recruiters and hiring managers. Building strong professional relationships through referrals and in-person networking remain very important strategies for finding new opportunities.
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
Why does it seem like finding a new executive job was so much easier in past?
In today's work environment, we are flooded with online apps, job boards, social media and virtual recruiting tools and it's easy to become overwhelmed and discouraged with the executive job search process.
So what are the right steps to a successful job search and is there such a thing as the hidden job market?
In this presentation, Abby Locke will show you:
- How to understand the new executive job search
- How to manage mindsets and expectations
- How to break old habits and embrace new strategies
- How to solve the executive job search challenge in 7 key steps
- How to use non-traditional tactics to shorten your executive job search
Gallup report: State of the American WorkplaceAgustin Varela
U.S. workers are increasingly confident and ready to leave their jobs. A record 47% say now is a good time to find a quality job, and 51% are actively looking or watching for openings. While the job market has improved overall, not all workers have benefited, as many lack skills for in-demand roles or struggle financially even with full-time work. Organizations must adapt to attract and retain talented employees, as workers now have more options and are willing to search until they find an exceptional workplace that meets their needs and values.
Batavia Social Networking and the Job SearchBen Thomas
The document provides advice and information on job searching, networking, and developing a personal brand in the current job market. It emphasizes that the traditional job search methods like resumes and job boards are ineffective, and that networking and developing an online personal brand are critical. It provides tips on developing profiles on LinkedIn, Twitter, blogs and other sites to establish expertise and build connections that can lead to job opportunities.
Have Job Search Strategies changed since you last looked for work. Have you done everything you can think of but you still don't have a job. Have questions about developing relationship with people who can help you. Need help identifying and connecting with the decision makers. Check out this presentation and contact me after hiremecaptialarea@gmail.com
This journal can be done as a stand-alone journal or in .docxglennf2
This journal can be done as a stand-alone journal or in conjunction with an article.
Read an article on aligning interests with a career. For example:
“When I Grow Up: Lessons scientists would share with their younger selves”
Journal #1: What career interests you the most and why? Explain in
detail your career interest and tell why you feel that you would be
successful in your chosen field.
6 soft skills everyone needs and employers look for
Technical skills may get you an interview, but these six soft skills will get you the job.
By Larry Buhl
In a 2008 survey of more than 2,000 businesses in the state of Washington, employers said entry-level
workers in a variety of professions were lacking in several areas, including problem solving, conflict resolution
and critical observation.
You'll likely see these "soft skills" popping up in job descriptions, next to demands for technical qualifications.
Employment experts agree that tech skills may get you an interview, but these soft skills will get you the job—
and help you keep it:
Communication skills
This doesn't mean you have to be a brilliant orator or writer. It does mean you have to express yourself well,
whether it's writing a coherent memo, persuading others with a presentation or just being able to calmly explain
to a team member what you need.
Teamwork and collaboration
Employers want employees who play well with others—who can effectively work as part of a team. "That
means sometimes being a leader, sometimes being a good follower, monitoring the progress, meeting
deadlines and working with others across the organization to achieve a common goal," says Lynne Sarikas,
the MBA Career Center Director at Northeastern University.
Adaptability
This is especially important for more-seasoned professionals to demonstrate, to counter the (often erroneous)
opinion that older workers are too set in their ways. "To succeed in most organizations, you need to have a
passion for learning and the ability to continue to grow and stretch your skills to adapt to the changing needs of
the organization," Sarikas says. "On your resume, on your cover letter and in your interview, explain the ways
you've continued to learn and grow throughout your career."
Problem solving
Be prepared for the "how did you solve a problem?" interview question with several examples, advises Ann
Spoor, managing director of Cave Creek Partners. "Think of specific examples where you solved a tough
Journal #2: What qualities and goals do you have and how do they fit
in with your career interest? Based on the soft skills discussed in this
article, discuss one that is a strength for you and one with which you
struggle. Share your hopes and plans for the next five years.
http://oas.monster.com/RealMedia/ads/click_lx.ads/us.monster.en/career-advice/six-soft-skills-everyone-needs-hot-jobs/913302949/Middle1/default/empty.gif/71416c562f6c616d5332344.
Managing Talent - Future of Work InstitutePaul Kingston
This document provides an overview of strategic approaches for finding and recruiting top talent. It discusses how companies must consider their employment brand and ensure their values are reflected in how employees represent the company externally. New technologies like mobile and data analytics can help identify potential candidates through sources like social media profiles, online activities, and predictive analytics. The document also explores sourcing talent through non-traditional methods like online games and communities to engage passive candidates.
Similar to Career- Where is your resume taking you? (20)
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
10. A CLEANER SOCIAL
PROFILE LANDSCAPE
MAXIMIZATION OF
LEADERSHIP SKILLS
WHERE NUMBERS
SHOW PRODUCTIVITY
YOUR GUIDE TO:
11. A CLEANER SOCIAL
PROFILE LANDSCAPE
MAXIMIZATION OF
LEADERSHIP SKILLS
WHERE NUMBERS
SHOW PRODUCTIVITY
15 SECONDS OF
PERFECT CANDIDACY
YOUR GUIDE TO:
12. 94% OF RECRUITERS USE, OR PLAN
TO USE SOCIAL MEDIA TO HIRE.
30% OF ALL GOOGLE SEARCHES (300 MIL/
MONTH) ARE EMPLOYMENT RELATED.
IT’S TRUE
*Source: JobInvite
13. Keep your social profiles clean and make it an
extension of your résumé. You never know who
will search for you online. Advertise yourself in
the best light possible.
HI, I’M HIREABLE.
No.1
19. Employers use your previous professional experience
as an indication of your ability to deliver future
results. The ability to quantify your work and give
a quick overview of how you completed the task will
transform the content in your résumé.
PRODUCTIVITY IS KEY
No.3
21. BE DYNAMIC.
1.
Work in a team structure
2.
Make decisions and
solve problems
3.
Communicate verbally with
people inside and outside
an organization
4.
Plan, organize and prioritize work
5.
Obtain and process information
TOP 5 SKILLS TO HAVE IN 2015
*Source: Forbes
22. You got 15 seconds of fame and it starts with your
profile statement. Tell your future employer upfront
why you’re the right candidate for the job by
highlighting specific skills that sets you apart.
PERFECT
CANDIDACY
No.4
25. A time-honored and storied brand of fine résumé paper,
Southworth Papers by Neenah is the most
popular brand of retailed-package premium cotton
papers for business and personal communications.
By mixing tradition and digital methods together,
Land the Job helps millennials in their job search
through shareable informative content.
@SWLANDTHEJOB
NICE TO MEET YOU.
TWITTER BLOG
LANDTHEJOB.COM
26. Gala Jackson, M.Ed. is a Millennial Expert & Career Management
Consultant with InterviewSnob, a career consulting boutique
for millennials. Connect with Gala @interviewsnob and check
out her website at www.interviewsnob.com