Employees

linkedin

Long gone are the days where you’d stay in one job for life: it’s now the norm to jump between jobs and even careers every few years.

LinkedIn research shows 70 per cent of Australians would consider a career change, while two in five Aussies have worked in two different industries over the last five years.

And if you’re looking for that job change, a clean, up-to-date LinkedIn profile could be the difference between being shortlisted or being overlooked entirely.

Speaking to Yahoo Finance, LinkedIn Australia’s career expert Shiva Kumar revealed the top tips to take your profile to the next level and make the most of the professional networking website.

“First and foremost, you have to get the basics right,” he said. Make sure your profile has these two non-negotiable must-haves ticked:

A professional photo of yourself; and

Your current job title and industry.

“These are all simple but important aspects that help to tell a compelling story about who you are as a potential job candidate.”

And before you even begin your hunt, ensure that the ‘Open to opportunity’ setting of your LinkedIn profile is switched on to ensure recruiters get the message you’re open to opportunities, Kumar advised.

LinkedIn Australia career expert’s top tips for a killer profile

1. Say where you’re based

“Recruiters rely on location information to find candidates,” Kumar said. “You’ll stand out by as much as 23 times more if you include the city you’re based in in your profile.

“Often times recruiters will use advanced search based on location, so the more details you have the more likely you will be found and connected to your next opportunity.”

2. Have your elevator pitch ready

If you’re wanting to attract and capture the attention of recruiters or potential bosses, say a few words about yourself and what you do to make yourself memorable.

“Adding a summary of 40 words or more, makes your profile more likely to turn up in a future employer’s search,” Kumar said.

“A good tip is to ensure your summary includes keywords featured in desirable job descriptions for your field.”

3. Let your skills do the talking

Job titles will vary from organisation to organisation, so it’s a little tough to know what to search for when you’re job hunting.

“By listing all of your skills on your profile you are more likely to attract recruiters and show up in the right talent searches,” said Kumar.

4. Avoid buzzwords such as ‘motivated’

How much have you stumbled across the profile of someone who claimed to be an “influencer” or an “entrepreneur” or “enthusiastic” or a “team player”?

Avoid overused yet less valued words like the plague if they’re not actually adding anything to your profile – recruiters see the same descriptors in every profile day in day out.

“What they really want is to understand your capability for a certain role,” said Kumar.

“Let your experience do the talking; show who you are, don’t tell. Add visual examples of the work that you did.”

5. Showcase your interests

An active LinkedIn profile can speak volumes for you: share content that you enjoy like an interesting video or a thoughtful news story, or even a particularly impressive presentation through regular updates, said Kumar.

“With as little as a sentence, updates help get you noticed, and they are a great way to interact with and engage your professional network in conversations.”

Tick all these boxes – and don’t forget to set up job alerts – and you’ll be in good stead to catch the recruiter’s attention, Kumar said.

 

 

Source: https://au.finance.yahoo.com/news/linkedin-australia-career-expert-top-profile-tips-200053689.html

ING

An $11 million ING bank call centre has been approved for Wyong, with the potential to house 600 staff.

Central Coast Council has voted in favour of the four-storey development at 4 Dulmison St, north of the Pacific Hwy, opposite the Wyong Golf Club.

The land is currently occupied by a car park, as well as the North Grounds Cafe.

The creation of jobs and attraction of high-profile business to Wyong was the clincher for approval, despite the building exceeding height limit restrictions by 4.1 metres.

ING will relocate the bank’s 350 staff from the existing ING operations in the Tuggerah Business Park, while making room for an extra 250 staff at the premises.

ADW Johnson senior planner Adam Crampton told councillors ING had outgrown the Tuggerah premises it has been based at since 2002.

He said the bank was attracted to the Wyong site due to its space for carparking and the nature of the vertical building was to keep staff close together and ensure tight security.

“They are choosing to remain on the Central Coast providing employment for up to 600 people, an investment of $11 million with an extremely long lease,” he said.

Councillor Kyle MacGregor said the development “is in the public interest” however there needed to be a traffic management plan for the area.

“It’s important that we are attracting high quality businesses, but it is important we are looking at traffic concerns,” he said.

Councillor Greg Best said approving the ING development would ensure council could “land these economic giants”.

The applicant, known as Dulmison Ave Pty Ltd, indicated public art would soften the impact of the height and tell the industrial story behind North Wyong.

The ING office and call centre is intended to operate 24-hours a day in three shifts.

 

Source: https://www.dailytelegraph.com.au/newslocal/central-coast/ing-call-centre-to-house-600-staff-approved-for-wyong/news-story/cd281a2e94bf6a6ede166aa81d6810a6?fbclid=IwAR3PfdSCO4HYINoMa9vewk3C2Bkzy57fLioJMhTHx_QUAJoQLaX1kOiZ5cs

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We’re all looking for ways to improve ourselves—at least that’s what the thriving $10 billion self-help industry seems to imply.

But as popular and alluring as the principles of personal development may be, many of us still have only a fuzzy understanding of it. Even fuzzier: How to turn personal growth into professional gains.

At the same time, there’s an undeniable overlap between the two—after all, our personal strengths and weaknesses affect us at work, too. And there are ways in which growing personally and working on ourselves can make us more effective at work.

If that still feels a little murky, we get it. Read on to learn exactly what personal growth is and get concrete ways to leverage it in your career.

What Is Personal Growth Anyway?
Personal growth or development is difficult to define, in part because it’s, well, personal. Broadly speaking, personal development is an effort to improve yourself, the outcomes in your life, or how you experience life, explains Sumayya Essack, a career-change coach and founder and owner of Curate the Future.

“Personal growth is the process of growing stronger, more confident, and more effective as a person and an agent of change for your own life,” says Kathy Caprino, a career and personal growth coach. More specifically, it relates to “how you see and perceive yourself, interact with others, engage with the world, and envision your future and your possibilities.”

It affects you in both concrete and more abstract ways, including emotional regulation, communication abilities, well-defined boundaries, decision-making, and personal satisfaction and positivity.
Where Personal and Professional Development Meet

At first glance, personal growth can seem a little vague compared to professional development goals. “Career growth tends to focus on tangible performance-related goals, such as raises [and] promotions,” Essack explains. It may also emphasize hard skills, which depending on your field could include things like data analysis or proficiency in a certain language or type of software.

However, if you think of personal and professional growth as two circles of a Venn diagram, there’s a healthy overlap between them. “Your career success and enjoyment of your career aren’t just the result of domain-related skills and knowledge. It’s also a result of what you bring to the table as a person,” Essack says.

Things we think of as soft skills—such as communication style, self-motivation, and how you relate to other people—fall into the area of overlap. And these skills greatly impact our ability to get things done at work. Developing them can help you become more effective in your career, and maybe even nab a promotion.

4 Personal Development Goals That Can Help You Get Ahead at Work
Even if you’re sold on the benefits of personal growth for your career—where do you start? In large part, it’s up to you.

“At the root of all personal development is becoming aware of what’s happening in your own mind and becoming aware of how the thoughts you’re thinking affect your emotions, behaviors, and results,” Essack says. If you can identify a result you’re unhappy with or, conversely, one you want to achieve, you can work backwards from there to determine the underlying thoughts, emotions, and behaviors you should address to make the change you desire.

For example, are you constantly struggling to get tasks done? Maybe you need to work on focusing better on the task at hand in order to become more efficient. Eager for a promotion? Perhaps you need to build better relationships to get there. Whatever area you choose, work on it in small doses.

While there are many ways you might implement personal growth into your career development, here are four examples of areas to improve, as well as advice for tackling them:

1. Build Emotional Intelligence
Solid emotional intelligence can help you forge strong working relationships with colleagues and clients, which in turn promote productivity and strengthen your professional reputation.

The ability to deal with people and conflict is important in most any job, but perhaps especially so when you take on a management or leadership role. “Emotional intelligence means being able to understand where someone else is coming from,” Essack says. “People want to work for someone who understands them.”

How to tackle it: Focus on becoming a better active listener, which helps others feel heard and understood. “We get caught up in saying what we want to say, but communicating effectively is also about being a great listener,” Essack says.

First, show the speaker that you’re paying attention. “Put away your devices, make eye contact, and fully concentrate on them rather than mentally preparing what you will say next,” Essack says. “Then, show that you’re listening with verbal cues such as ‘uh huh’ and body language, such as nodding, smiling, and leaning forward.” Finally, ask clarifying questions or reflect back with paraphrasing. Try starting with: “So what you’re saying is…,” or “What do you mean by…?”

2. Feel Confident in Your Talents
Building confidence is a common goal of personal development, and one that has a clear line to career gains. Developing your confidence can help you land a better job, negotiate for a raise or promotion, earn credit for your contributions, and be seen as a leader, Caprino says. But confidence isn’t something that’s easy to just switch on.

Instead, look for a path to confidence by working on recognizing your talents. If you don’t fully grasp what you’re amazing at and aren’t able to speak confidently about these talents, you won’t be able to fully leverage your unique abilities, Caprino adds.

How to tackle it: Many people struggle to look inward to discover where they shine—especially if they grew up hearing that they shouldn’t brag. So instead, look outward to colleagues and mentors for help identifying your unique talents. Ask them to name any contributions that have stood out to them as well as elements of your approach to work they consider particularly effective.

3. Grow Your Motivation
Wouldn’t it be great if we could bottle up motivation and consume it like we do our morning coffee? Imagine the benefits! At work, being more motivated can of course make you more productive, but it can also help you be seen as more driven and ambitious.

How to tackle it: Until motivation is sold by the bottle, you can work on building it little by little, Essack says. Think of motivation not as a mindset or mood that randomly descends on you outside of your control, but as a behavior. We tend to assume that when we’re motivated, we’ll take action—but the reverse can be true. “First you do the behavior and have a mini success, and that’s what makes you feel motivated again. Success builds on itself,” Essack explains.

For example, if you’re intimidated by holding performance conversations with employees, you might be tempted to avoid them until the last minute. But when you successfully commit to a small action, such as holding shorter, less formal performance check-ins, you may find more motivation to improve your skills and take on longer talks.

So instead of waiting for motivation to strike, try structuring your big goals into small achievable tasks to build momentum. This way you’ll help yourself experience each one you complete as an invigorating success and feel motivated to take the next step toward where you want to be.

4. Become More Mindful
Mindfulness is a term that’s thrown around a lot today, and its meaning can be as blurry as the concept of personal growth as a whole. Essentially, mindfulness is the act of training your brain to focus on the present moment, rather than racing ahead to the future, or drifting to the past.

Research has linked mindfulness to reduced stress, improved focus, and better working memory. At work it could help you zero in on the task at hand and filter out some of the surrounding noise, allowing you to become more efficient.

Mindfulness has emotional benefits too. Mindfulness can help you respond more thoughtfully to someone instead of having a knee-jerk reaction or snapping, Essack says. “You become more aware of what’s happening in the moment, so you choose a conscious response.” Building this skill can help keep you from burning bridges with clients or colleagues when tension rises or tempers flare.

Let’s say you receive some criticism that you don’t agree with or that injures your ego. “The tendency is often to react automatically because we feel defensive, but when we cultivate mindfulness, we’re able to take a step back in the moment and respond intentionally,” Essack explains. In this instance, a more mindful approach could help to de-escalate conflict and make feedback discussions more productive.

How to tackle it: Develop a daily mindfulness meditation practice, which over time, can help you become more mindful throughout the day. Set aside five or 10 minutes a day to do a guided meditation, with help from an app like Calm or Headspace that will talk you through the process.

As difficult as personal development may be to define, investing in it can help lay the groundwork for professional success. As Caprino says, “If we don’t do the work to strengthen ourselves as people first, our careers will be a dismal disappointment.”
Source: https://www.themuse.com/advice/personal-development-growth-goals-at-work-examples

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So you just landed a leadership role at a new company. Congratulations! Going in, you know there’ll be a learning curve when it comes to handling your new responsibilities. But there’s also the people factor to consider.

Being the boss of a completely new team also means influencing a group of employees you don’t know very well to work together (and with you) toward a common goal. Nerve-racking, yes. But not impossible!

Even seasoned leaders make mistakes when managing a new team. Here are four common ones to avoid if you want to make your transition as smooth as possible for both you and your direct reports.

Mistake #1: Acting Before Understanding
If you think the first thing you need to do when joining a new team is to start making changes—slow down. Yes, part of your role is to help things run better, and you were most likely hired to bring in some new perspectives and fix some outdated or dysfunctional strategies. But ignoring input from experienced team members—particularly those who have been at the company for a while—won’t win you any fans.

Instead, you’ll signal to your team that you’re only interested in running a one-person show. And it will leave you vulnerable to making bad decisions that could’ve been avoided had you gotten some context.

This isn’t to say that you need to form a whole committee to make decisions on every little thing. You’re the boss, after all, and sometimes it’s your duty to make the final call. But strive to implement changes (especially big ones) in baby steps and over time. Be receptive to (and ask for!) feedback from your team before moving forward, and communicate your intentions clearly and proactively when you do.

Mistake #2: Constantly Talking About the “Old Job”
Do you find yourself saying all too frequently, “At my old job, we…”? Maybe you’re trying to prove yourself by bringing up your old wins. Or you may just feel comfortable referring back to a time when everything didn’t feel so foreign. (Being the new kid on the block isn’t easy.)

Here’s the thing: Your current team will quickly tune you out if you’re constantly talking about how things were done at your previous company. They want to see that you’re able (and willing!) to adapt to a new environment, and that you can competently lead and work with their unique skill sets.

Yes, you achieved great things in your last role. But don’t get caught living in the past—it’s time to focus on creating new wins with what your new team has to offer.

Mistake #3: Hiding in Your Office
Closing your office door or hiding behind your monitor can give off the appearance that you’re not interested in being there for your employees.

You may think, “I’ve told my team they can come to me any time with questions.” But as the saying goes, actions speak louder than words, and it can be intimidating for employees to knock on a new boss’ door. There’ll be times when you’ll need (or want) to close the door, and that’s OK—but make sure this doesn’t create a barrier between you and your team.

Make a conscious effort to show your employees that they’re welcome to come seek guidance or share concerns. Literally keeping your door open helps, so does providing “office hours” or popping your head out every few hours or so to see how everyone’s doing.

If you work in an open office, try to avoid wearing headphones all day, and when you can, sit near your team. You can also schedule weekly touch-base meetings with your direct reports so you have dedicated face time with them on a regular basis—and so that they know they will always have the opportunity to discuss something with you.

Mistake #4: Believing You Don’t Need to Know the Details of Your Employees’ Work
Some people think that the role of a leader is to just tell others what to do and set expectations. But there’s more to it than that. You can’t hold employees, especially new direct reports, accountable if you don’t fully grasp what their roles entail and how they approach their work.

While you don’t need to know all of the nitty gritty details of their responsibilities, you want to do more than just care that tasks are getting done. Understanding the “how” of operations and the “whys” behind how your employees tackle them will make both you and your team function better. You’ll be able to better manage them knowing their strengths, weaknesses, and preferred forms of communication, and they’ll feel more comfortable around you and motivated to do great work with the knowledge that you’re invested in their success.

Take the time when you’re just starting out to talk to each employee individually to learn about what they do, what their current challenges are, and how their tasks fit into team or company goals. You can even ask the following questions in your next one-on-one:

What challenges are you facing that are making you less productive?
What’s missing from the team that will help make everyone’s life easier?
How do you like to receive constructive feedback?
What are you hoping to learn from me that will support you in your role?
What do you enjoy the most about your work?
Or you can have them fill out this user manual so you have all the information you need about their working style.

Mistakes are going to happen when you’re starting a new job, whether you’re a manager or not, so don’t be too hard on yourself if you don’t get things “right” the first time. Even just reading this article means you care deeply about being a good boss to your new team—and that’s a great place to be in!

Most importantly, make sure you enjoy this new beginning—because it’s one more phase in your career that will help you grow and become the kind of leader you want to be.
Source: https://www.themuse.com/advice/common-mistakes-starting-new-job-boss?ref=recently-published-1

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When you’re starting a job search, your goal is to make your credentials strong enough to get you selected for a job interview. Once you get to a job interview, you can sell yourself to the interviewer by confidently making the case that you’re an exceptional candidate. Before that though, what’s on your resume and cover letter is going to be the pitch that gets you picked for an interview.

One of the best ways to achieve that goal is to brand (or rebrand) yourself if necessary, so you’re a close match for the jobs you’re targeting. What does this mean? And how do you do it?

What’s in a Brand?

Branding (if you haven’t worked on creating a brand yet) or rebranding (if you’re considering a job or career shift), means deciding what professional path you’re on and tailoring your credentials, expertise, and what’s visible to network connections and prospective employees, to match that brand.

How to Get Started

The first step in creating or reinventing your brand is to determine what you want that brand to represent. What type of job would you love to have? Would you like a new job in a similar role or the same job in a different industry? If so, that’s a relatively easy brand update. If you’re looking for a career change, you’ll need to invest more time and energy into rebranding yourself.

Check yourself out. Google yourself and check the results before you start making any changes. You will want to see how the current information available about you reflects your professional persona, and ensure that it clearly reflects where you are in your career and where you want to go next. Look at it from the viewpoint of a hiring manager to see what narrative you are sharing about your achievements and aspirations.

Make a plan. It’s important to figure out how you’re going to get to where you want to be. Does your career need a makeover? Do you need new skills or certifications? Or can you tweak your brand and update it so it’s a fit for where you want to go next? Make a list of what you need to do before you get started. There are things you can do at your current job to position yourself for success in the next one. If your career needs a major overhaul, it will require more planning and a bigger investment of time.

Upgrade your credentials. Are you short on the skills you need to make a successful brand switch? If you can carve out some time, it can be easy to gain the skills you need to bolster your qualifications. There are many free and low-cost classes you can take to get the career skills you need. Once you’ve upgraded your skill set, take on some freelance projects to create a portfolio of skills related to your rebranding objective. You can add those skills to your resume and LinkedIn, and refer to them in your cover letters.

Be careful. As with a job search when you’re currently employed, be careful about the changes you make that are visible to your current employer. For example, if you’re working in sales, you don’t want your Twitter feed to be all about product development. Gradually mix in the new topics if you’re using social media for business purposes. Make sure “Share with network” is turned off while you’re updating your LinkedIn profile if you’re connected to current colleagues. If you make changes slowly and carefully, it’s easier to stay under the radar.

Create a Branding Statement

A branding statement is a short and catchy statement that encompasses what makes you a strong candidate for a job. Writing a branding statement can help you to capture the essence of what you want to accomplish in the next phase of your career. Taking time to write your own statement will help you to focus on what you want to accomplish with your branding or rebranding.

Add a Branding Statement to Your Resume

Adding a branding statement to your resume is a way to show employers how you can add value to the organization if you were to be hired. Don’t use the same branding statement every time you use your resume to apply for a job. If your branding statement isn’t a perfect match for the job, take the time to tweak it so it reflects the attributes the employer is seeking. As with all job search materials, it’s important to show the employer how you’re among the best-qualified candidates for the job.

Update Your LinkedIn Profile

Also, update your LinkedIn profile. It doesn’t have to match your resume exactly, but it should be close enough to pass scrutiny because employers will check it. Take time to write a summary that’s informative, reflects your career interests, and will grab hiring managers’ attention.

Check Your Other Social Accounts Too
Is the message you’re sending to recruiters and networking connections consistent? When they look at each of your various public social media accounts will they get the same impression? Consistency is important when you’re using social media for career development. Using the same professional photo across platforms will help to build your brand.

Rebrand Yourself (Carefully)

When you’re thinking about a major job shift or a career change, rebranding might be in order. Rebranding is something you should do slowly and carefully if you’re currently employed. You don’t want to advertise to your current manager, other employees of the company, or clients that you’re rebranding your credentials and seeking new opportunities. That way you won’t jeopardize the job you have, and you can move on when you’re ready.

GRADUALLY CHANGE YOUR LINKEDIN PAGE

Making small changes over time will be less noticeable. For example, you could gradually change your LinkedIn profile by reworking some of your job descriptions to fit better the brand you’re aiming for. They should still reflect what you did at each job, but the focus can shift.

UPDATE YOUR LINKEDIN HEADLINE

The headline section of LinkedIn is designed for short, descriptive text. Use that to highlight the skills you have that match your goals. Again, don’t get too far off-base from your current role if you’re employed. If you’re not currently working, you’ve got some more flexibility in how you write your headline.

REWORK YOUR RESUME

Another option is to keep your LinkedIn job descriptions brief and vague. Instead of changing LinkedIn, you can tweak your resume to match better with each position you’re applying for. There won’t be a noticeable difference to current or prospective employers. There are small and simple, but very powerful changes that you can make that can have a big positive impact.

Use Your Cover Letter to Explain

What’s in your cover letter is between you and the hiring manager reading it. Employ your cover letter to tell the story of your career pivot. Write a targeted cover letter that highlights your strongest accomplishments and assets that qualify you for the job, helping to convince the hiring manager that you’re well worth interviewing.

Start All Over Again

Rebranding your career isn’t a one-time deal. Technology changes, the economy goes up – or down, in-demand skills change over time, and most people’s career aspirations change along the way. The average person changes jobs 10 -15 times over their career. Your career will most likely shift over time too.

As you gain additional work experience, take a course, or otherwise learn new skills, add them to your resume and LinkedIn profile. Tweak your job descriptions as you move forward so they reflect where you are going, as well as where you’ve been.

By making some slow and steady changes your rebranding will be a work in progress, and you’ll be able to use your brand successfully to boost your career.

 

Source: https://www.thebalancecareers.com/how-to-brand-yourself-for-the-job-you-want-4583968

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There’s a whole lot of talking about yourself that goes on in an interview. One of the most stressful parts might be when a recruiter or prospective boss asks you to tell them about your strengths and weaknesses.

You’re bound to hear, “What would you say is one of your weaknesses?” or “What’s your greatest strength?” or both in virtually every hiring process you’ll ever go through. While that might be frustrating—really, every time?!—it also means that you can anticipate the questions and craft thoughtful answers that will impress the interviewer.

In other words, with just a little bit of preparation, you can master the art of selling your strengths without sounding conceited and talking about your weaknesses without undermining your candidacy.

Why Do Interviewers Ask These Questions?
Before you get started planning your responses, it’s helpful to understand why interviewers are asking these questions in the first place and what they hope to get out of them.

“All interviews are about getting to know somebody,” says Muse career coach Angela Smith, founder of Loft Consulting. “I know some people feel like the interview is trying to trip them up or put them in an awkward position, but at the end of the day it’s really about getting to know the person so that you can make the best decision that you can,” she adds. “When I ask those questions, that’s where I’m coming from.”

In this case, the actual strengths and weaknesses you bring up probably matter less than how you talk about them. “I’ve done a ton of interviews over the years and when pressed for it, I can’t really remember the answers,” Smith says. That doesn’t mean the questions aren’t important at all, it’s just that what an interviewer is evaluating likely goes deeper than which specific strength or weakness you cite. They’re trying to understand what kind of employee you’d be and how you’d carry yourself in the role.

“For me it’s: Are they honest? Do they have self-awareness? Can they own their stuff in a professional and mature way? Is this someone that we can have growth and development conversations with? Are they going to hit a wall [when] it comes to giving them feedback?” Smith says. “How they answer that question really tells me the answer to all of those other things—and those are the things that matter.”

5 Tips for Talking About Strengths and Weaknesses in an Interview
Okay, that’s all great in theory, but what do you actually need to do to discuss your strengths and weaknesses successfully?

1. Be Honest
One of the most important things to get right when talking about your strengths and weaknesses in an interview setting is honesty. It might sound trite, but it’s also true. An answer that sounds genuine and authentic will impress, while one that sounds generic, calculated, exaggerated, or humblebraggy will do the opposite.

A boss doesn’t want to hire someone who can’t recognize and own what they bring to the table as well as what they need to work on. You’ll be a better employee if you can understand and leverage your strengths and acknowledge and learn from your weaknesses. So you want to show in the interview that you’re capable of that kind of self-reflection.

2. Tell a Story
Here’s another cliche you shouldn’t discount: “Show, don’t tell.” Anyone who’s ever taken a writing class—whether in seventh grade or graduate school—has heard it. You should keep it in mind when answering just about any interview question, and it’s certainly helpful here.

“Anytime you can have a real-life example or a concrete example, it’s a good idea. It just helps to contextualize the response a little bit,” Smith says. “We just understand concepts and situations better with a story. So if you can tell a story that supports your thesis, then it’s always helpful.”

Talk about a time your strength helped you achieve something in a professional setting or when your weakness impeded you. For example, if you’re talking about how you’re calm under pressure in a fast-paced environment, you might tell the interviewer about that time you delivered a revamped client proposal after a last-minute change of plans. If you’re admitting that your weakness is presenting in front of high-level executives, you might start by briefly describing the time you got so nervous presenting your plan for a new marketing strategy that you weren’t able to effectively convey your (thorough and pretty brilliant) approach and your boss had to step in and help get the plan approved.

Not only will sharing a real example make your answer stand out, but it’ll also make it sound thoughtful and honest and highlight all those other characteristics interviewers are actually looking for.

3. Remember to Get to the Insight
An answer that’s genuine and includes an illustrative anecdote is a great start, but it’s not complete until you add some insight. This goes for both strengths and weaknesses but looks a little different in each case.

When you’re talking about a strength, the last beat of your answer should tie whatever skill or trait you’ve been discussing to the role and company you’re applying for. Tell the interviewer how that strength would be useful in this particular position at this particular company.

So going back to the revamped client proposal example, you might add, “Since things move quickly at [Company], this would allow me to come in and earn a new team’s confidence and foster a trusting team culture while also ensuring we’re all hitting our goals and delivering high-quality work.”

In the case of a weakness, “tell me how they’ve grown from it or what they’ve done to accommodate that or what they’ve learned from it,” Smith says. “Really showcase your growth trajectory, your learning curve, what you’ve done as a result of the awareness of that weakness,” she adds. “It gives you an idea like if I hire this person and they’re here, this is the kind of problem solving or growth that I can expect to see from them.”

So if you were the candidate with the presentation snafu, you might talk about how you sat down with your boss to make a plan to improve your public speaking skills, and how the next time you had to present to the execs you knocked it out of the park.

4. Keep It Short
You don’t have to devote half the interview to these answers. You can keep your response relatively brief and focused on one or two strengths or weaknesses, depending on how the question was phrased. To add to our list of overused-but-handy phrases: Think quality, not quantity. Don’t dive in and rattle off a litany of things you think you’re good or bad at without explaining anything. Instead, narrow it down and go into detail.

5. Don’t Sweat It So Much
While you definitely want to prepare and do your best to nail your answers, try not to stress too much. “Don’t panic,” Smith says. “I have never known an employment decision to come down to how someone answers those questions,” she adds. “It’s just one data point connected with a whole bunch of other ones. So don’t give it too much weight.”

How to Answer “What Are Your Strengths?” in an Interview
The key to talking about your strengths in an interview is to use the opportunity to demonstrate that you’re the best fit for the role, the team, and the company.

Smith recommends reading carefully through the job description and learning as much as you can about what the company is up to and what the culture is like. Read various pages on the organization’s website, take a look at its social media accounts, and catch up on some recent announcements and news coverage if applicable. Use what you’ve learned to identify which of your strengths is most relevant and how it will allow you to contribute. Then make the connection inescapable. “Every answer should position you to help them see how you can solve a problem” and help the company achieve its goals, Smith says.

At the same time, you don’t want to go overboard. “It’s such a fine line. I always tell people not to worry about bragging, but you also don’t want to come across as cocky or too full of yourself,” Smith says. Give a confident and honest assessment that does your skills justice, but don’t let yourself veer into hyperbole.

What It Might Sound Like
If you’re applying for an operations role at a startup, you might say:

“I’d say one of my greatest strengths is bringing organization to hectic environments and implementing processes to make everyone’s lives easier. In my current role as an executive assistant to a CEO, I created new processes for pretty much everything, from scheduling meetings to planning monthly all hands agendas to selecting and preparing for event appearances. Everyone in the company knew how things worked and how long they would take, and the structures helped alleviate stress and set expectations on all sides. I’d be excited to bring that same approach to an operations manager role at a startup, where everything is new and constantly growing and could use just the right amount of structure to keep things running smoothly.”

How to Answer “What Is Your Greatest Weakness?” in an Interview
While you’ll definitely want to tie your strengths to the role and company you’re applying for, you should avoid that approach when talking about your weaknesses. “You don’t necessarily want them associating a weakness with their company or with what they’re looking for,” Smith says. For example, if the job description for a sales role lists excellent verbal communication skills, you shouldn’t say one of your weaknesses is thinking on your feet during phone calls, even if you’ve worked hard to improve and feel more than competent now.

It’s the same advice she’d give someone writing a cover letter when applying for a job for which they have most, but not all, of the qualifications. Focus on the requirements you do bring to the table, not on the ones you don’t.

Instead, prepare a couple of standard options to choose from and in each interview, talk about a weakness that doesn’t obviously impair your ability to perform the core functions of the role. Make sure you admit the weakness, pivot to the insight, and end on a strong note. “If someone can be honest and have the self-awareness to answer that question, I think that says a lot about their emotional intelligence and their professional maturity,” Smith says.

Her last piece of advice? Don’t pick a “weakness” like “I’m such a hard worker” or “I’m too much of a perfectionist.” Going down that route will backfire, because it comes off as disingenuous, oblivious, or immature—and none of those are qualities that’ll get you the job.

What It Might Sound Like
If you’re applying for an engineering job, you might say:

“My greatest weakness would probably be waiting too long to ask questions to clarify the goals of a project and to make sure I’m on the right path. I noticed in one of my first coding jobs out of college that I would get an assignment and, because I assumed I should be able to work independently, I’d waste time going down a particular road that didn’t 100% align with the ultimate goal and then would have to spend additional time making changes. After it happened once or twice, I started asking my manager more questions about why we were adding a particular feature, who it was intended for, what about the previous functionality had made for a poor experience, etc. And especially for bigger projects, I would reach out when I needed a gut check to ask follow-up questions as well as to share the work I’d done so far and what I was planning to do next. In the long run, it meant I could finish projects faster and do better work.”

 

Source: https://www.themuse.com/advice/strengths-and-weaknesses-interview-question-answer-examples?ref=recently-published-1

1

When you’re getting ready for a job interview, it’s always good to try to predict which questions an interviewer might ask. If you’re like most people, you’re fully prepped to field queries about what you know and the experience you have, like “Tell us about your responsibilities in your current job” or “Explain the strategy you used for [project on your resume].”

But don’t stop there! Recruiters and hiring managers also often ask behavioral questions, which can help them get a better idea of your personality and your soft skills. This could include questions like, “What type of work really excites you?” or “Tell us about a time you were frustrated by your colleagues.”

An even more sophisticated example that may not initially seem like a behavioral question is “What do you like least about your job?” Because it can be a bit of a “gotcha” question, you’ll want to craft your response with care. We talked to a few career experts and got their insights to help you avoid the pitfalls and answer it the right way.

Resist the Temptation to Vent
Even for those of us who genuinely love our careers, “What do you like least about your job?” is a question that we could easily wax poetic about over a few rounds of drinks with friends. But an interview is not the time to dish about, for example, how your boss is not nearly as smart as you.

That’s because this question isn’t really about discovering what you dislike, points out Conrad Woody, a partner at Odgers Berndston, an executive search and recruitment firm. More likely, it’s a test of how you would respond to an invitation to vent. “The interviewer wants to know if you’re the type of person who will go negative when given the opportunity,” says Woody.

Your answer should not leave the interviewer believing they could be your next gossip victim if things don’t go well. Speaking negatively of your current employer ends up reflecting poorly on you, not the company. If you must vent, save that for your friends—ideally not ones you work with.

Focus on New Opportunities
A great way to answer this question is to talk about a responsibility or duty you’d get to have at your new job that your current role doesn’t offer. For example, if the job you’re interviewing for requires that you deliver presentations to large groups, you could share that you wish your current job gave you the opportunity to flex the public speaking skills you’ve honed at your local Toastmasters club.

Alternatively, you can speak about a responsibility at your current job that simply isn’t challenging you any longer because you’ve mastered it. Just make sure that whatever it is, it isn’t a duty that’s integral to the job you’re interviewing for!

Frame the Answer in a Positive Way
No matter what you talk about, always take the opportunity to turn the negative into a potential positive with your new employer. “You don’t want to focus too much time on something you hate or don’t like,” says Tamara Rasberry, an HR Manager in Washington, DC. “Even when you briefly mention something you don’t like, highlight that you are well-versed in it but that it simply doesn’t challenge you anymore or utilize all of your strengths.”

By quickly pivoting to how your current role was a necessary and informative building block for your next career move, you show your ability to find the silver lining and do what needs to get done.

What This Looks Like
Need some inspiration? Consider these sample answers:

The “It Was Fun While It Lasted” Answer
By concentrating on the positives of the new employer, you can avoid mentioning anything explicitly negative about your current job:

“While I enjoyed working for a large law firm because I was able to gain experience across several subject matters, I’d prefer to bring all those learnings to your firm because I believe that your singular focus on the entertainment industry would allow me to have deeper impact.”

The “I’d Rather Be Doing Something Else” Answer
This answer briefly mentions a current responsibility, but focuses on the opportunity the new job would provide:

“In my current role, I’m responsible for drafting media lists to pitch. While I’ve developed a knack for this and can do it when it is necessary, I’m looking forward to a job that allows me to have a more hands-on role in working with media partners. That is one of the things that most excited me about your Account Supervisor position.”

The “You Asked, So Here Goes” Answer
There is of course, always the bold option, which is to speak more bluntly and directly about something not-so-great about your current role or company. But again, you’ll want to end on a positive note that spotlights your enthusiasm for the new job:

“My current company acquires new business through traditional methods like cold calling and direct mail. I’m impressed with the digital, email, and social acquisition campaigns you have implemented and how they reflect a more modern, innovative approach. While I am flexible enough to succeed in a diversity of work environments, I’m eager to work for a company that embraces change.”
Source: https://www.themuse.com/advice/what-do-you-like-least-about-your-job-interview-question-answer?ref=carousel-slide-0

26 05 19

When your job search seems to be stuck and you’re not getting the contacts from employers you were expecting, it’s even more important than usual to make sure that you stand out from the job searching crowd.
You will need to show the hiring manager—at a glance—that you are a candidate who definitely should be selected for an interview.
What can you do to get noticed? It’s not as hard as you might think. Your application materials have to be perfect, of course, and you will need to use your connections to help get an “in” at the company. You’ll also need to actively market your candidacy and yourself, rather than waiting for a new job to find you.

Write a Targeted Resume

Taking the time to edit or rewrite your resume so it matches the qualifications for the job you’re applying for will show the hiring manager that you have the credentials for the job and should be considered for an interview.

Write a Targeted Cover Letter

Write a cover letter that shows, at a glance, why you are a strong match for the job. Don’t repeat your resume, rather link (list or use bullets) your relevant skills to the skills the employer is seeking. Highlight your professional qualifications that match the hiring requirements. You only have seconds to catch the hiring manager’s attention, so use them wisely.

Build Your Professional Brand

Sometimes, recruiters Google candidates even before they schedule an interview so be sure to build your professional brand. You will want to make sure that everything they find when they search and everything related to you on the professional and networking sites (like LinkedIn and Facebook) is information that is presentable to the public. Also, be sure to edit your profile on LinkedIn so your connections know you are available for career and/or job opportunities.

Use Your Connections

Do you have connections at the company you just sent your resume to? If so, use them. They may be able to give your resume a boost and help you get an interview. You can also use your connections to find out more about the company. I know one job seeker, for example, who was able to connect with an employee at the company he was interviewing and get the inside scoop on the job and the company — before he set foot in the door.

Be Proactive

Remember that old saying “He who hesitates is lost” — it’s true. Employers don’t wait forever for applicants to submit their resume (I know more than a few people who have waited too long to apply and lost out on what could have been a good job), so when you find a job listing that’s a good match, apply immediately. Set up job search agents on the job search engines and/or job banks so you get new positions via email as soon as they are posted online. Again, don’t wait to apply.

Unstick Your Job Search

If your job search seems to be stuck, try some new initiatives to get it started, so you can get back on track to find a new job, sooner rather than later.

Practice Makes Perfect

Practice before you go for an interview. Review typical interview questions and research the company so you are well-prepared to interview. Have interview clothes ready (dry cleaned, shoes polished, etc.) so you’re ready to interview professionally at a moment’s notice. That way, your first impression will be positive and that’s the impression you want to make on everyone you meet when you’re job searching.

Send a Thank You Note

Don’t forget to follow up with a thank you note reiterating your interest in the job. Most candidates don’t bother, but those that do are more likely to get hired.

 

 

Source: https://www.thebalancecareers.com/how-to-be-a-compelling-candidate-2059756

1

Work-life balance can be elusive under the best job circumstances, but when you work non-traditional hours—whether you’re in a client-facing role, you have a busy season (hi accountants!), or you’re facing a big project deadline—finding time for the people and things you love can be even more difficult.

After all, early mornings, late hours, and limited breaks aren’t exactly conducive to balance. Still, it’s possible to carve out time for what’s important to you even when your work life seems crazy. And adopting one (or more) of these expert tips can help.

1. Rethink Work-Life Balance
If you feel like you can’t find any work-life balance thanks to your non-traditional schedule, rethink your definition of the phrase, says Samantha Ettus, a work-life balance expert and author of The Pie Life: A Guilt-Free Recipe for Success and Satisfaction.

“Work-life balance is not about having balance every day,” she says. “It’s about creating a balance that feels manageable over the course of time—a week, a month, a year.” The problem comes when you expect balance every day—and judge yourself accordingly. “That’s just not how life works,” Ettus says. “We all know there are days when you start at 7 AM and end with a client dinner at 10 PM.”

2. Set Boundaries When You’re Less Busy
Even the most demanding work schedule likely ebbs and flows—an off season or a time between projects. Take advantage of these slower periods to set personal boundaries, as much as possible, with clients and co-workers.

Will you have to stay later sometimes? Yes. Is an occasional 5:30 PM meeting inevitable? Of course. But in general, once you start setting boundaries, people will respect them—and it may be easier to keep them going when things pick up again.

3. Embrace Micro Actions
If your work schedule doesn’t allow for blocks of personal time, embrace what LoVerde calls “micro actions”—activities that fit into bits of time during your day that are so small it’s easy to discount them. Don’t.

For example, LoVerde says, maybe you can’t fit in a 90-minute yoga class when you’re on a project—but can you do 4 minutes of tabata? Or program your wearable activity tracker to remind you to take a 2-minute walk every hour and drink a glass of water?

Individually, those don’t seem like much, but when you add them all up, you may find you’ve gotten 20 minutes of exercise and downed 10 glasses of water by the end of the day. Not too shabby!

4. Think of Your Life as a Pie
Ettus recommends imagining your life as a pie sliced into seven pieces: career, children, health, hobbies, friends, community, and relationship. Write down how much time you spend on each slice (be honest!), and set a goal for each one.

If you’re already struggling to balance a couple of “slices” (say, career and children), adding five more can seem counterintuitive—but stick with us. “It doesn’t have to be a hobby that you do every day of your life—a once-a-month book club still contributes to balance,” Ettus says. “People who live in all of their slices are the ones who feel more productive and fulfilled, so make sure you set goals for each area.”

5. Become a Quitter
As busy as you are, you’re probably wasting time each day on things that don’t contribute to your work-life balance in a meaningful way. LoVerde recommends quitting the things that get in the way of what you want. Who among us hasn’t lost 20 minutes mindlessly scrolling through Instagram, when we could have been texting a friend or meditating?

6. Build in Rituals
The findings of a 75-year Harvard study show that good relationships are the key to keeping us healthy, happy, and successful. Of course, relationships may occasionally take a backseat due to a busy season at work. But if there’s no down time in your future, then you must build in ways to stay connected with family and friends, Mary says—and the way to do that is to build in rituals, such as FaceTiming with your kids when you miss bedtime or a daily lunchtime text with your partner.

“You have a limited amount of willpower every day,” LoVerde says, “so building in rituals that help you stay connected to what’s really important will help you when you have to work strenuous stretches.”

We can’t promise that you’ll be able to find the perfect work-life balance all the time. But if you follow this advice, you’ll be on your way to creating more time and space for yourself and those who matter most.

 

 

Source: https://www.themuse.com/advice/how-to-maintain-work-life-balance?ref=carousel-slide-1

24.03.19

As a job seeker, your jobactive provider can help you to:

  • write a résumé
  • look for work
  • prepare for interviews
  • get skills that local employers need
  • find and keep a job.

What help can I get?

jobactive providers have the flexibility to tailor their services to your assessed needs to help you get and keep a job.

Your jobactive provider will meet with you to help you find work and develop a Job Plan that could include:

  • activities to help you get skills that local employers are looking for
  • help for you to overcome or manage non vocational issues where relevant
  • looking for up to 20 jobs each month—your jobactive provider can tailor this number to your circumstances and local labour market conditions
  • Work for the Dole or another approved activity (such as part-time work, part-time study in an eligible course, participation in accredited language, literacy and numeracy training or volunteer work) for six months each year.

To help you get and keep a job, your jobactive provider can access funding to pay for work-related items, professional services, relevant training and support after you start work.

Your provider can also connect you to a range of other government initiatives. These include relocation assistance , employer wage subsidies, training, apprenticeships and help to start a business through the New Enterprise Incentive Scheme (NEIS).

If you’re under 25 years and have been registered with your jobactive provider for more than six months, Youth Jobs PaTH can help you gain the skills and experience you need to secure a job.

Through Youth Jobs PaTH you can undertake practical face-to-face training, tailored to your needs, to improve your job preparation skills and better understand the expectations of employers. You can also undertake an internship placement of between four and 12 weeks with a business looking for new staff to show them what you can do.

If you’d like to know more about Youth Jobs PaTH, including the eligibility criteria, talk to your jobactive provider or visit the Youth Jobs PaTH page on the jobactive website.

Want more information?

  • Call the Employment Services Information Line on 13 62 68 or talk to your provider if you are already registered with jobactive
  • Search for a local jobactive provider on the jobactive website
  • Read the jobactive—helping you find work fact sheet

 

Source: https://www.jobs.gov.au/jobactive-help-job-seekers

170319

Workplace social media apps might make our work life easier, but similar programs can have detrimental effects on our personal lives. So, should we really be using them at work?

Organisations work hard to create connections and collaboration between their employees. Firms are increasingly embracing social media platforms to encourage this with tools such as Yammer’ and ‘Workplace’ becoming ubiquitous. But as there’s an increasing body of research showing the negative effects of social media usage in our personal lives, it might be time to consider whether using these tools at work is similarly damaging?

Social media is a fact of life in most workplaces. Thirty-thousand companies around the world use Workplace by Facebook in the hope it will “promote openness, feedback and diversity to engage employees and drive cultural change”.

Subscribers to Yammer, Microsoft’s rival platform, are harder to spot as the platform is integrated into Office 365, but a 2012 McKinsey Global Institute study found that 72 per cent of companies were using some form of internal social media to promote communication and collaboration.

The plus side

There are plenty of advocates who point to the benefits social media has brought to our workplaces. In the Harvard Business Review, researchers found that employees who used such platforms were 31 per cent more likely to find colleagues with relevant expertise to complete a task, as well as using the platforms to “make faster decisions, develop more innovative ideas for products and services, and become more engaged in their work and their companies”.

Impressed? It gets better: the McKinsey study, which looked at just four industry sectors, argued that maximising the use of social media technologies at work could unlock $1 trillion in value annually.

The benefits are not just clear, they are substantial, inarguable even. Workplace social media platforms are designed on the same principles as their non-work counterparts. Engaging and user-friendly, they provide a constant stream of news, video clips and updates from colleagues across the organisation. Posts can be liked and shared just as they can outside of work.

The dark side

While the above research argues the productivity benefits of social platforms in the workplace, there is an increasing amount of evidence that these exact same features can be very damaging to users in their personal lives.

A 2014 study from the University of Toledo demonstrated the impact Facebook can have, finding an inverse correlation between time spent on the platform and self-esteem; the longer you spend on Facebook, the less likely you are to feel good about yourself.

This is in part because we compare our lives and experiences to those we see online; photos of a friend on holiday can reinforce the fact that we are on the sofa at home, and eating our reheated pasta in front of an Instagram feed of Ottolenghi delights has the same effect.

This in turn is proven to lead to feelings of envy and social isolation, which can be hugely damaging both mentally and physically. And then there’s the productivity issue: social media is addictive – it’s designed that way – and users can easily spend hours on the platforms, feeling genuine symptoms of withdrawal when they eventually log off.

Those cravings can also be accompanied by a fear of missing out, physical fatigue and depression. These are hardly feelings you want to cultivate in your employees.

To cap it all off, a 2018 study demonstrated that the reverse is true; reducing participants’ exposure to social media to ten minutes a day led to a decrease in loneliness and depression.

So, if there is such a large body of research demonstrating the negative impacts of social media, surely it’s time to consider all of these findings in a workplace context?

It’s not hard to imagine employees spending too much time on social media at work just as they do at home, particularly when many companies encourage the creation of online social groups alongside work-related content.

Anxiety can quickly be generated by looking to see whether or not your boss has “liked” your latest post, or when you notice that peers in your team have more followers or connections than you do.

Work platforms are often used to share positive news about promotions, team achievements or company successes. Managers might, post something to provide updates, or to create a sense of shared success and community. But if you’ve missed out on a role you applied for, or feel that your pay rise doesn’t reflect the wider performance of the firm, then this sort of celebration could easily feel smug and self-congratulatory.

Perhaps your colleague has posted a selfie from their trip to the New York office that you see while you’re sitting on the bus on your way to work. Are you going to ‘like’ that? The main social media platforms had a long honeymoon period before academics seriously studied the potential downside of this new phenomenon that was sweeping the world, and it’s only in recent years that this has been comprehensively analysed.

So now it’s time to cast an analytical eye onto workplace social media. Much of the writing to date has focused on the potential upside and benefits it brings – like that trillion-dollar McKinsey bounty – and we are still arguably in that same honeymoon phase.

But if we know beyond doubt that social media can be damaging and dangerous to users in their personal lives then surely it’s time to think twice about how far we should encourage its use in our workplaces?

To go one step further, if a manager insisted their employees perform activities that were proven to have negative physical and mental side-effects then they would be negligent at best, and at worst, culpable. Social media does exactly that, so we should reconsider how we use it at work.

 

 

Source: http://www.hrmonline.com.au/topics/communication-and-social-media/is-there-a-place-for-social-media-workplace/

retirement

Most people take time to adjust to retirement. A job provides not just money but lifestyle, self-image, purpose and friendships. For those who have turned an interest, hobby or passion into a career, a job is a means of personal fulfilment and creative expression.

Responses to retirement for each person, and depend a lot on the reasons for leaving the workforce. For example, a person who carefully planned for their retirement is more likely to feel positive about it, while a person who is forced into early retirement due to redundancy or illness may find it harder to cope with the transition.

If you’re unsure about whether or not to retire, it may help to take long service leave or extended unpaid leave to give retirement living a trial run. Stepping down the number of days you work from five to four, and so on, may make for a more successful transition into retirement.

Plan your post-work lifestyle

Some people look forward to retirement as an extended holiday where they can finally slow down and ‘smell the roses’. Other people expect to have a busier, more active life than when they were working.

The life expectancy for women is around 83 years and for men, 77 years. If you leave work at 65, for example, you could expect between 12 and 18 years (at least) of retirement. How are you planning to live those years? It is important to consider the kind of lifestyle you want before you retire and start to make plans, and even implement some of them, before you leave work.

Financial issues and retirement

Consult with your financial planner, accountant or similar to work out the financial issues of retirement. Some of the factors to consider include:

  • the size of your superannuation nest egg
  • other savings and assets
  • whether you have any dependants
  • if you are planning to continue working part-time or not
  • your eligibility for pensions or part-pensions
  • financial options if you or your partner fall ill
  • the kind of retirement lifestyle you’re anticipating.

Emotional issues and retirement

At first retirement can feel like a holiday and the initial phase is often referred to as the ‘honeymoon’ period. You can sleep in, catch up on reading or hobbies, and spend more time with family and friends. However, once this ‘honeymoon’ period wears off, you may feel down or depressed. Emotional issues to consider include:

  • Our vocation forms part of our identity. Some people can feel a loss of self-worth once they stop working.
  • Daily routine and activities add purpose to life. If there is nothing in particular to do or look forward to on any given day, a person is more likely to feel bored and depressed than a person who lives an active meaningful life.
  • Spending time on hobbies and interests, for example, may not turn out to be as rewarding and meaningful as anticipated.
  • Grandparents may find they are expected to baby sit all the time.
  • Partner issues can include differing (and conflicting) ideas on retirement lifestyle.

Partner issues and retirement

Some of the common issues include:

  • One partner has retired or plans to retire, while the other wants to continue working.
  • Ideas on retirement lifestyle may clash; for example, one partner may want to keep busy with travel, hobbies and volunteer work, while the other expects a more relaxed daily routine.
  • It can be difficult at first to work out how much time to spend together. This is particularly the case if one partner is outgoing and social, while the other is more introspective. In this scenario, the outgoing partner may feel ignored, while the introspective partner could feel harassed.
  • Some people may try to do everything as a couple, but lack of personal space can cause stress and relationship conflicts.

Planning can help create a happy retirement

People who plan an active life after retirement tend to be happier than those who have no plans or routines. Suggestions include:

  • You’ve retired from a 38-hour week, not from working altogether. If you love what you do, consider dropping the hours to part-time (if possible), rather than fully retiring.
  • Volunteer work is a satisfying way to add structure and purpose to your life, and there are many community organisations to choose from.
  • Put time and energy into much-loved interests.
  • Try to achieve at least five hours of purposeful community activity a week.
  • Think about all those hobbies you wanted to try but didn’t have the time – you do now.
  • Further education options range from short courses through to university degrees. You could launch a new career during your retirement years, if you wish.
  • Reduce the risk of health problems by exercising regularly. Joining a gym, walking club or team sport, which can also add a social element to your weekly routine.
  • Make sure that you and your partner discuss ways to accommodate each other’s wants, needs and expectations.
  • Loneliness is a common source of depression in older people, so make sure you maintain and increase your social networks.

Unplanned retirement

A person who has retirement forced on them because of redundancy may find it harder to adjust. Suggestions include:

  • Ask your employer if it’s possible to continue working part-time in the same position.
  • Look for other opportunities. There may be another job you could apply for in the same company.
  • Apply for jobs with other companies, either full-time or part-time.
  • Consider retraining to update your skills and make you more employable.
  • Try volunteer work; it may help get your foot in the door and provide valuable contacts.
  • Discuss your options and expectations with your partner. Remember that meaningful activities, regular exercise and social contacts can help make retirement a satisfying time of life.
  • Seek professional help if you feel prolonged anxiety, stress or depression.

 

Source: https://www.betterhealth.vic.gov.au/health/healthyliving/retirement

1

Going back to work after having a baby is a big career (and life) switch. It isn’t exactly easy, balancing the needs of your child with likely way less sleep than you’re used to, while trying to be the same employee you were before you left. And having a baby changes the way you think about and prioritize your day, and can potentially make you question what you thought you wanted out of your career. It certainly did for me.

Navigating those first few weeks back takes patience, self-care, and boundary setting, both at home and in the office. As I’m transitioning back to work for a second time (I recently took almost six months off in between leaving a long-term role and launching my own company), I’m pulling from my first experience returning from maternity leave three years ago and the community of incredible moms I’ve been blessed to be a part of for advice on making the transition out of parental leave as seamless as possible.

1. Be Patient With Yourself
This is one of the best pieces of advice I got from my boss at the time. You don’t have to be perfect your first day back, your first week back, or really ever. This goes for parenting and your body, in addition to transitioning back to work. The advice is actually pretty universal.

Give yourself some breathing room to get back in the swing of things. Don’t schedule big presentations or client meetings or say yes to big projects right off the bat if you can help it. If you can’t avoid taking on something big, try to find ways to move other items off your plate so you can give that one project your main focus.

Do put blocks of time on your calendar to go through email and catch up on projects, reports, or anything else you missed while you were on leave. Note: You probably won’t get through all your emails in one sitting, and that’s OK. Try tackling the most important stuff first and get to the rest over the next few days.

And schedule individual meetings or coffee dates with your team to hear what they’ve been working on and in general how they’re doing (this will be a nice break from all the work-information overload!).

2. Build Trust in Your Childcare
If you have confidence that your little one is loved and cared for while you’re not there, you’re going to be a better, more relaxed person at work. So start looking for childcare early and take the time to get to know your caregiver(s) before you go back to the office.

If you’re going the nanny route, try to have the person start one to two weeks before you go back, on a reduced schedule if possible. Play and interact with the baby together and run some errands where you’re only gone a couple hours to get used to the idea of being away. And take your nanny to lunch—sans baby—to get to know them outside of their role.

If you’re doing a nanny share, schedule some family hangouts with both families before going back. And if you’re using a daycare, ask to shadow or observe, take advantage of the tour, and ask any and all questions. Again, have the baby start earlier than needed, potentially on a reduced schedule, so both you and baby can get used to the new setting.

3. Set Clear Boundaries With Your Team (and Yourself)
I came back from my maternity leave to a reduced schedule, so I made sure to meet with my team to explain my hours and come up with new normals in our day, including how we could work together in a way that made sense and benefited everyone. The first few weeks I was back, I also started checking in with my team every day an hour before my new “end of work day” to get us all used to the schedule. Even if you don’t have a new routine, make sure your team’s aware of when you are and aren’t available online.

It’s becoming more and more common for new parents to have flexible schedules in those first few weeks back to help ease the transition back to work. But in having more flexibility to work from home, I also had to navigate how to work from home. I experienced, and have heard from quite a few of my fellow parents, that it’s tough to be in both “parent” and “work” mode at the same time, so even at home I set boundaries with myself to try not to be both at once.

When I was commuting, I always checked my email and handled anything that needed immediate attention before walking into my apartment so I could be fully tuned into my family when I stepped through the door. My phone and computer go in another room so I’m not checking them in front of my child or trying to respond to a client while making dinner (and so words like “fart” don’t end up in work emails—yes, I learned that from personal experience). If you’re looking for more tips, here’s advice for working from home as a parent.

4. Advocate for Your Needs (and Your Child’s)
This advice, of course, transcends parenting and applies in all aspects of life, but it’s especially important after having a child. It’s simple: Ask for what you need and don’t assume people know what it is. You’d be surprised how much people will give you if you simply ask for it.

Do you need a meeting moved so you can make pickup time at daycare? Present an alternative solution in your ask, but ask nonetheless. Are you not as available for after-hour client events? Advocate for a colleague to take your place, or suggest other creative ways to get in front of clients that fit into your schedule. Who knows, there could be other working parents who will appreciate your ingenuity.

5. Manage Expectations
I don’t have to tell you that when you have a baby to get home to, you figure out quickly what’s actually important to get done—and that you need to set expectations in order to get those important items done on time.

So when someone asks you to step in on a project, don’t be afraid to ask: When do you need this by? Is this a priority? How much time do you expect this to take?

Then spell out exactly what you can and can’t do for them, clearly and directly: “I’d love to work on that, but since I have X to get done by the time I leave today and it’s not a huge priority, I won’t be able to get that to you until the end of the week. Does that timing work for you?”

While you may not be able to please everyone, by being direct you cover your bases and show you’re proactive and dedicated to doing your job well.

6. Schedule Time to Pump
If you need to pump breast milk at work, block off time on your calendar to do so, and add a 10-15 minute buffer to ensure you stick to your schedule. By slotting it into your day and really making it nonnegotiable (remember those boundaries we talked about earlier?), you can help keep it from being a point of stress. (And it’s not just about emotional distress: Skipping a pumping session can become physically painful, and you can end up wearing the consequences down your shirt.)

If possible, get a second pump to leave at work to minimize lugging the gear back and forth, and make sure you have a comfortable space to pump in your office. If one’s not apparent in your workplace, explicitly ask HR or an office manager about a “lactation room.”

Federal law states that an employer must provide both break time and “a place, other than a bathroom, that is shielded from view and free from intrusion from co-workers and the public” for nursing employees. Specifics can differ from state to state and based on office size, which is why it’s important to first determine what your office has in place before advocating for what you need.

7. Find Your Support Team
Working parent guilt is real, and it comes in all shapes and sizes—guilt for being away from the baby, guilt for not feeling guilty for not being with the baby, guilt for saying “no” to a colleague so you can leave early to get back to the baby…the list goes on.

When these thoughts start to creep in, repeat this to yourself: You are enough.

And, find your community (whether inside or outside the office). Talk to other parents who have been through it and create a safe space to talk about how you’re feeling. A quick Google search of local parenting and mom groups will at the very least hook you up with Facebook groups where you can start connecting. (These groups can also be a good source for nanny shares.) Also, some hospitals put together parenting groups based on when your baby was born. Take advantage of “Baby and Me” classes in your neighborhood or town, too, from swimming lessons to local library reading sessions to group walks.

I randomly ended up at a “mommy and me yoga” class, and after that class I went to lunch with three incredible women with babies the same age as mine. To this day (three years later) I still text with them weekly to talk about all things parenting, working, and babies.

8. Make Time for You—Just You
While it may seem impossible to carve more time out of your day outside of family and work, you can’t be the parent or employee (or really insert anything here) you want to be if you don’t take care of yourself. When I take time for myself, I’m more present in every aspect of my life. I’ve learned that a present moment (even a short one) is worth a million hurried moments.

Here’s how you can realistically make time for yourself during the week:

Actually put lunch on your calendar—and step away from your desk (or turn off your computer) to eat.
Keep up with that once a week yoga (or Pilates, or barre, or whatever) class—you’ll be grateful you did.
Wake up an hour before you actually need to (and an hour before the baby) so you can do something just for you. It’s not for everyone (if you’re not a morning person please sleep in), but for me this way I can take my time drinking my coffee and curl up reading a good book.

Above all remember: There are countless parents out there right now who’ve felt exactly how you feel and may still be trying to figure out how to do what’s best for them and their families. It’s a big deal going back to work after a baby, so hopefully it helps to know that you’re not alone, everything you’re feeling is valid, and it’s okay to be patient with yourself.

 

Source: https://www.themuse.com/advice/tips-parents-going-back-to-work-after-a-baby?ref=the-muse-editors-picks-0

1

I am so tired.

So today I decided, six years into being a mom, to invest in a little thing called “self care.” I went to get my makeup done and when the girl at the counter asked me what look I was going for, I told her, “I want to look like a person who didn’t spend all night googling Coxsackie symptoms through the cries of a screaming two year old while also panicking about a big client presentation.”

Basically, what I’m trying to say is, I get it. As a working parent you experience tons of feelings you’re not properly prepared for. Sure, you’ll get the, “Sleep now while you can”, but once that baby comes, it’s up to you to figure out how to manage it all (and make it look easy). But don’t worry, the 70% of working mothers with children under 18 years old get it, too.

We get it in the way the girl at the counter did when she picked out the heaviest concealer they had.

So, remember, you’re not alone in this. Here’s how to navigate the feelings that come with this crazy, beautiful thing called parenting.

Feeling #1
Exhaustion

Yesterday, my new babysitter started. I came home at 7PM to unfed children, one with a leaking diaper, and a house that looked like my boys had used crayons and Play Doh to get vengeance for any parenting mistake I’ve ever made.

And this was after a day of back-to-back meetings and an inbox ticking towards the triple digits.

So here’s what I did:

I ordered takeout. Immediately and without hesitation.

I put my phone in my bag and stopped looking at it (work panic avoided).

I told the kids I had to go to the bathroom, screamed into the shower curtain, and then came down smiling.

I asked my kindergartener what the best part of his day was.

I did NOT clean the house. And I was OK with that.

That last sentence is very important. Sometimes, as moms, we think that we need to do everything at once.

But I’ve let this go, and you can, too. Let. It. Go. All of it. Or at least, try to. I’ve spent way too much time comparing myself to friend’s cute Facebook photos of children in matching outfits in clean houses. It’s not real. They might have gotten it right this week, but next week they will have a messy house and unruly children. And it will be OK because we are all in this together.

The truth is, I recently realized that I spend too much time thinking about how tired I am and not enough time sleeping. So, I did something I don’t think I’ve done since my children were born. After I put my boys to sleep, I went to bed, too.

And although I didn’t do any work the night before, the next morning I felt like I accomplished more. I was more focused. It was so much better.

So, relax when you can. I’ve started listening to music and reading books on the way home from work instead of answering emails. It’s for my own sanity. Cherish those fleeting moments of “you” time and grab hold of them as tight as you can.

Feeling #2
Loneliness

Being a working parent comes with a feeling I never thought I’d have, but one I’ve heard repeatedly: loneliness. Yes, you’re constantly around kids, co-workers, and clients but the connections just aren’t the same as they used to be.

Here’s my hypothesis: Parenting is hard. You often can’t do a lot of the things you used to (like those fun girl’s trips or romantic weekend getaways). Making friends at work can be difficult (it’s not exactly easy to go out for happy hour). And many of us don’t want to admit when we need help, especially if you never had to wave the white flag before having children.

Here are some ways to combat it:

Find your fellow work parents: You know who gets it? Other parents who work at your company. Here at The Muse, we have a #museparents Slack channel. Do some digging to find your fellow moms and dads.

Put yourself out there, even just a little bit: Attend activities that match your family’s schedule. Make awkward conversation, rinse, and repeat, until you find a mom or dad friend.

Pick one day a month to be kid-less: Get a babysitter once a month to do a whole day of socializing. Maybe that means seeing an old friend, taking a day with your spouse, or attending that co-worker thing that you always say no to. Just make sure it’s something that will leave you feeling good and socially replenished.

Join a networking or support group: I believe in this so much, that I started one. With my hectic schedule I never have time for more than a few minutes of socialization, but through my online social circle, I’ve discovered that plenty of moms and dads are going through the same things I am.

Feeling #3
Overwhelmed

This is probably the most common. Why? Because as working parents we have a lot of stuff going on. And there’s studies that show being a working parent is the equivalent of working more than two full-time jobs (but you didn’t need a study to tell you that).

So, here’s how to to keep your head above water:

Accept help: From pretty much anyone who will give it. Your mother-in-law just offered to come over for an hour so you can stay late and grab a quick cocktail with friends? Let her. Your direct report said he would pitch in so you can pick up your children from childcare? Let him do it. Bottom line: Be honest with others about what you need.

Make lists: Buy yourself a notebook or planner and write everything down. Cross it off as you accomplish it. For me, there’s nothing more satisfying than manually crossing something off, but do what works for you.

Say no, but not sorry: Even superheroes need a break. It’s OK to decline when a non-essential 6 PM meeting encroaches on family time. It’s OK to turn down a work event because it is just too much this week. It’s OK to take a rain check on the girl’s trip because you can’t find sitters or can’t afford it. It’s OK to not have your child in six activities and always wearing matching outfits. Do what feels right for your family, not anyone else’s.

In short, you are not alone. I know it can feel that way at the end of one of those long, hard days. But remember, even when you think you are failing, your children see a hero… and your co-workers are likely in awe of how you do it all, and make it look easy.

Source: https://www.themuse.com/advice/feelings-you-experience-working-parent-how-to-manage?ref=recently-published-0

1

You’re in a job interview, and things are going well. You didn’t get lost on your way to the office, you made some friendly small talk with the hiring manager, and you’re nailing your answers to the questions you’re being asked.

Just when you start thinking you have this in the bag, you hear the interviewer say, “Tell me about a time when…”

Your stomach drops. You rack your brain for something—anything!—you can use as an example. You grasp at straws and finally stumble your way through an anecdote that only sort of satisfies the prompt.

First of all, take comfort in the fact that we’ve all been there. These types of interview questions are tough to answer. But, here’s the good news: There’s a strategy you can use to come up with way more impressive answers to these dreaded questions: the STAR interview method.

What Is the STAR Interview Method?
The STAR interview technique offers a straightforward format you can use to answer behavioral interview questions—those prompts that ask you to provide a real-life example of how you handled a certain kind of situation at work in the past.

Don’t worry—these questions are easy to recognize. They often have telltale openings like:

Tell me about a time when…
What do you do when…
Have you ever…
Give me an example of…
Describe a…
Thinking of a fitting example for your response is just the beginning. Then you also need to share the details in a compelling and easy-to-understand way—without endless rambling.

That’s exactly what the STAR interview method enables you to do. “It’s helpful because it provides a simple framework for helping a candidate tell a meaningful story about a previous work experience,” says Al Dea, the founder of CareerSchooled and a career and leadership coach.

So, let’s break down that framework. STAR is an acronym that stands for:

Situation: Set the scene and give the necessary details of your example.
Task: Describe what your responsibility was in that situation.
Action: Explain exactly what steps you took to address it.
Result: Share what outcomes your actions achieved.

By using these four components to shape your anecdote, it’s much easier to share a focused answer, providing the interviewer with “a digestible but compelling narrative of what a candidate did,” says Dea. “They can follow along, but also determine based on the answer how well that candidate might fit with the job.”

Answering Interview Questions Using STAR
Knowing what the acronym stands for is only the first step—you need to know how to use it. Follow this step-by-step process to give the best STAR interview answers.

1. Find a Suitable Example
The STAR interview method won’t be helpful to you if you use it to structure an answer using a totally irrelevant anecdote. That’s why the crucial starting point is to find an appropriate scenario from your professional history that you can expand on.

There’s no way for you to know ahead of time exactly what the interviewer will ask you (although our list of behavioral interview questions can help you make some educated predictions). With that in mind, it’s smart to have a few stories and examples ready to go that you can tweak and adapt for different questions.

“Brainstorm a few examples of particular success in your previous job, and think through how to discuss that success using the STAR framework,” says Lydia Bowers, a human resources professional. Repeat that exercise for a few types of questions.

If you’re struggling during your interview to come up with an example that fits, don’t be afraid to ask to take a minute. “I’m always impressed when a candidate asks for a moment to think so that they can provide a good answer,” says Emma Flowers, a career coach here at The Muse. “It’s OK to take a few seconds.”

2. Lay Out the Situation
With your anecdote selected, it’s time to set the scene. It’s tempting to include all sorts of unnecessary details—particularly when your nerves get the best of you. But if the interview asks you to tell them about a time you didn’t meet a client’s expectations, for example, they don’t necessarily need to know the story of how you recruited the client three years earlier or the entire history of the project.

Your goal here is to paint a clear picture of the situation you were in and emphasize its complexities, so that the result you touch on later seems that much more profound. Keep things concise and focus on what’s undeniably relevant to your story.

“The STAR method is meant to be simple,” explains Flowers. “Sometimes people provide too much detail and their answers are too long. Focus on just one or two sentences for each letter of the acronym.”

For example, imagine that the interviewer just said, “Tell me about a time when you achieved a goal that you initially thought was out of reach.”

Your Response (Situation): “In my previous digital marketing role, my company made the decision to focus primarily on email marketing and was looking to increase their list of email subscribers pretty aggressively.”

3. Highlight the Task
You’re telling this story for a reason—because you had some sort of core involvement in it. This is the part of your answer when you make the interviewer understand exactly where you fit in.

This can easily get confused with the “action” portion of the response. However, this piece is dedicated to giving the specifics of what your responsibilities were in that particular scenario, as well as any objective that was set for you, before you dive into what you actually did.

Your Response (Task): “As the email marketing manager, my target was to increase our email list by at least 50% in just one quarter.”

4. Share How You Took Action
Now that you’ve given the interviewer a sense of what your role was, it’s time to explain what you did. What steps did you take to reach that goal or solve that problem?

Resist the urge to give a vague or glossed-over answer like, “So, I worked hard on it…” or “I did some research…”

This is your chance to really showcase your contribution, and it’s worthy of some specifics. Dig in deep and make sure that you give enough information about exactly what you did. Did you work with a certain team? Use a particular piece of software? Form a detailed plan? Those are the things your interviewer wants to know.

Your Response (Action): “I started by going back through our old blog posts and adding in content upgrades that incentivized email subscriptions—which immediately gave our list a boost. Next, I worked with the rest of the marketing team to plan and host a webinar that required an email address to register, which funneled more interested users into our list.”

5. Dish Out the Result
Here it is—your time to shine and explain how you made a positive difference. The final portion of your response should share the results of the action you took. Of course, the result better be positive—otherwise this isn’t a story you should be telling. No interviewer will be dazzled with an answer that ends with, “And then I got fired.”

Does that mean you can’t tell stories about problems or challenges? Absolutely not. But, even if you’re talking about a time you failed or made a mistake, make sure you end on a high note by talking about what you learned or the steps you took to improve.

Bowers warns that too many candidates skip over this crucial, final part of their response. “They don’t make it clear how their action made an impact—the result,” she says. “That’s the most important part of the answer!”

Remember, interviewers don’t only care about what you did—they also want to know why it mattered. So make sure you hammer home the point about any results you achieved and quantify them when you can. Numbers are always impactful.

Your Response (Result): “As a result of those additions to our email strategy, I was able to increase our subscriber list from 25,000 subscribers to 40,000 subscribers in three months—which exceeded our goal by 20%.”

Putting it All Together
It’s making sense now, isn’t it? Here’s one more question-and-answer example for some added clarity.

The Interviewer Says: “Tell me about a time when you had to be very strategic in order to meet all of your top priorities.”

Your Response:

Situation: “In my previous sales role, I was put in charge of the transfer to an entirely new customer relationship management (CRM) system—on top of handling my daily sales calls and responsibilities.”

Task: “The goal was to have the migration to the new CRM database completed by Q3, without letting any of my own sales numbers slip below my targets.”

Action: “In order to do that, I had to be very careful about how I managed all of my time. So, I blocked off an hour each day on my calendar to dedicate solely to the CRM migration. During that time, I worked on transferring the data, as well as cleaning out old contacts and updating outdated information. Doing this gave me enough time to chip away at that project, while still handling my normal tasks.”

Result: “As a result, the transfer was completed two weeks ahead of deadline and I finished the quarter 10% ahead of my sales goal.”

The STAR interview process for answering behavioral interview questions might seem a little overwhelming at first. But it will become second nature with a little practice. And make no mistake, practicing is definitely something you should do.

“Whether it’s in a mock interview or just practicing your answer in the mirror, talk through your response so that it feels natural and comfortable when you’re actually in the interview,” Flowers says.

With just a little preparation and strategy, you’ll soon view behavioral interview questions as less of a burden—and more of an opportunity to emphasize your awesome qualifications.

Source: https://www.themuse.com/advice/star-interview-method?ref=the-muse-editors-picks-0

021218

We all face many situations that require making career decisions. Everyone will manage these in their own way, as each career is unique.

It makes sense for each of us to take as much control of our careers as we can. In doing so, we’ll be better placed to generate our own career plan and make the decisions needed to put it into action.

Learning how to make effective career decisions is crucial. It will help you to:

  • manage and take control of your career
  • adapt to change
  • take advantage of career opportunities as they arise.

What’s your decision-making style?

Decision making can be complex. To reach a choice, we need to take account of our current values, interests, aptitudes and preferences as we try to make sense of the information, ideas and impressions coming from the world around us.

How do you make important decisions? Most people have their own preferences. These can range from working intuitively and according to what feels right, to doing things step-by-step in an ordered, rational and systematic way. Some people may keep things to themselves, weighing up decisions in their own head. Others will want to involve people they know, gathering and testing out their ideas and thoughts.

Reflect on the career decisions you made when you were selecting your senior subjects at school.

  • How certain were you about your next steps?
  • How did you go about making your decision?
  • Were there any important influences?
  • To what extent was it a well-thought through, conscious decision, based on research?
  • Did you collect a lot of information and generate a range of options?

3 obstacles to effective decision-making

Making decisions that affect your career can be complex for several reasons.

  1. The consequences of a decision can be significant – but it’s usually not possible to have all the information.
  2. There may be many alternatives, each with its own set of trade-offs and compromises.
  3. Career decisions can involve complex interpersonal issues arising from the involvement from other people, including our family, partners and friends.

Given these barriers, it’s not surprising that most of us have at some stage made career decisions that weren’t entirely rational and logical. Instead, circumstances and our emotions influenced them.

Good career decisions will depend on your readiness

It’s common for people to try to make career decisions without asking themselves whether they’re feeling ready to do so. Here are some reasons why you may not be ready to make a specific career decision:

  • You may lack motivation and feel that given enough time the ‘right’ career choice will ‘just happen’.
  • You may be indecisive and confused by decision making in general.
  • You may have beliefs and assumptions that aren’t based in reality. For example, ‘I believe there’s only one ideal career for me’ or ‘I only get one chance at making a career decision’.
  • You may find it difficult to commit to a specific career choice, fearing that you may miss out on a better option.
  • You may find it challenging to balance the importance of your ideas with the importance of other people’s ideas (especially of people close to you).

Getting ready to make an effective career decision begins with self-awareness. Put some time into reflecting on your decision-making style. What do you need to find out, do or have to make this particular decision? Time? Information? Skills? Commitment? Inspiration? Support? Confidence? Other resources? How might you make, develop or find what you need?

 

Source: https://myfuture.edu.au/career-insight/details?id=a-quick-guide-to-making-career-decisions#/

1

So, you’ve got a gap in your resume? Maybe you decided to travel, or go back to school, or maybe you looked after a sick relative, or you took time out to be a parent yourself. Whatever the reason, you’re probably feeling like your job hunt is going to be that much harder. Surely any recruiter looking at your resume is going to run a mile away.

Not necessarily.

Most employers nowadays recognize that it’s rare for anyone to stay with just one or two companies for their whole career. Plus, job security isn’t what it used to be (unfortunately).

As a recruiter, I’ve interviewed my fair share of candidates, and if there’s one piece of advice I can give you, it’s this. Think about how to present your gap. With a little foresight, you can turn a potentially tricky interview situation into a masterclass in personal branding.

1. So, You Lost Your Job
Some people find it embarrassing to talk about being laid off, but it’s unlikely to elicit anything but sympathy from your interviewer. It’s fairly commonplace these days. Just remember not to badmouth your past company or boss. Instead, focus your response on all the positive things you achieved while you were there.

Don’t Say
“That #!&$! company had it in for me from day one. I probably would’ve left anyway.”

Do Say
“Unfortunately, the company had to implement some budget cuts and, due to their ‘last-in, first-out’ policy, I was made redundant. However, I’m proud of what I achieved during my time there, something which can be reinforced by my previous manager, who’s one of my referees.”
2. So, You Quit Your Job and Traveled the World
The key with this one is to focus on how traveling contributed to your personal development, rather than how much fun you had schlepping around the world with nothing but a backpack and a smile. If you took on any paid or volunteer work during this time, concentrate your response on the additional personal and professional skills it’s given you.

Don’t Say
“Well let’s face it, partying in Thailand is a lot more fun than going to work. I’m pretty sure I had an awesome time, but I can’t actually remember most of it.”

Do Say
“I spent a number of years working at a company in a very demanding job, in which–as you’ll see from my references–I was very successful. But I’d reached a stage in my career where I wanted to focus on my personal growth. The time I spent traveling taught me a lot about how to get along with people of all ages and cultures. Now I feel more than ready to jump back into my career with renewed energy and focus and I feel this role is the ideal way to do that.”

3. So, You Went Back to School
This is perhaps the easiest one to explain. Particularly if what you did is relevant to your chosen career. Even if not, it’s easy to put positive spin on something that requires a certain level of intelligence and hard work.

Don’t say
“I’m still trying to figure out what I want to do with my life, so I stayed in school rather than getting a job. I am still uncertain if this career path is right for me.”

Do Say
“I wanted to expand my career options by completing some training/getting a qualification in x. Now that I’ve achieved my educational goals, I’m looking forward to using my qualifications to benefit the company I work for. This role is the perfect way for me to do that because…”

4. So, You Took Time Off for Health Reasons
Brevity’s key here. The interviewer won’t expect (or want) you to go into painstaking detail about an attack of depression or a serious back operation. Prepare a straightforward explanation that you’re comfortable sharing. Mention how proud you are that you were able to overcome your health problems and then move the conversation swiftly into the present day by discussing the relevant skills you have to offer this company.

Don’t Say
“Whoa, yeah, things were pretty bad there for a while..”

Do Say
“I went through a tough time emotionally/physically due to… and I took some time out to concentrate on getting better, so I could get back to work as quickly as possible. I’m pleased that I overcame that challenge because it’s made me a stronger person but now I’m fully recovered and ready to focus on the next stage of my career.”

5. So, You Had to Take Care of Your Family
Remember, caring for the sick or elderly and raising a family are tough jobs that require a huge range of skills, which you now have in abundance. No interviewer should make you feel like your decision to prioritize family over career reflects badly on you.

If you had time to keep your skills and industry knowledge up to date, make sure you mention this. End the discussion by telling the interviewer that you’re excited to recommit yourself to your career. And remember, any company worth your time and effort should recognize what an all-round superhero you clearly are.

Don’t Say
“I live the closest to my mom so I drew the short straw in having to take care of her. I just couldn’t handle looking after her and holding down a job!”

Do Say
“After a lot of thought, I decided that my top priority was my child/elderly parent/sick spouse. However, I made sure to keep my professional skills up to date during that time. Now I’m in a position to refocus on my career and I’m looking forward to utilizing all the additional soft skills I’ve learnt.”

Lastly, remember that lying on your resume or in interview is a really bad idea. When you’re asked about a gap in your employment, take a deep breath and acknowledge the interviewer’s concern. Stay composed and don’t get defensive: it will reassure the interviewer that you’re confident and comfortable with your reasons so there’s no reason why they shouldn’t be too.

Source: https://www.themuse.com/advice/explain-resume-gap-interview-right-way?ref=the-muse-editors-picks-2

1

The ability to sell yourself, develop new skills and offer relevant experience are just some of the ways you can stand out in today’s jobs market.

You should also prepare, dress appropriately and listen to the questions asked to avoid common jobseeker mistakes.

Many jobseekers are failing to stand out and do themselves justice in today’s market. For instance, when an employer recruits, they want a proven performer who can hit the ground running and add immediate value to the business.

This means you need to consolidate the experience you have. Use your skills and experience to show potential employers you are a tried and tested candidate.

If you are a graduate, professional work experience completed during your study is a huge benefit that will help you stand out from the crowd. Even a few weeks completed during semester break gives you an advantage over fellow graduates who have not taken the initiative to gain relevant experience.

Our top five tips to stand out:
1. Write an impressive resume: Make a good first impression. Use a common program, such as MS Word, and start with your contact details. List your education and qualifications and then your work experience in reverse chronological order, beginning with the most recent. If you have your own website profiling your work, include the URL, but do not submit it instead of a resume. Proof-read your resume and take the time to get it right.

2. Sell yourself: Highlight one or two unique selling points to differentiate yourself in your resume and in an interview. For example, were you one of the highest achievers in your university degree? Have you improved customer retention levels or led a project successfully? Have relevant examples and statistics at your fingertips.

3. Experience: The most valuable skill a jobseeker can have is relevant experience. For seasoned professionals, this means matching your existing skills and experience with the job requirements. For graduates, this means gaining relevant industry experience through volunteer work or a study placement.

4. Use your networks: Contact a recruiter, search job websites, use social media sites such as LinkedIn and talk to your networks, industry bodies and university alumni.

5. Develop new skills: Stay on top of industry trends to demonstrate to an employer that as their industry and business moves forward, you are moving forward with it.

Our top five mistakes to avoid:
1. Arriving late for your interview: Interviewers have heard every excuse when it comes to candidates arriving late. There should be no excuse. Anticipate traffic or public transport delays and leave the house earlier than you normally would. Often, you will only get one chance to get your foot in the door.

2. Failure to prepare: Another common jobseeker mistake is to fail to research the organisation prior to your interview. A company’s website, professional bodies, annual reports, your networks, and your recruitment expert will help you gain a better understanding of the business and how your experience and skills match. Use this to prepare for likely interview questions and prepare questions to ask at the end of the interview.

3. Dressing inappropriately: You should look professional, act professionally and dress professionally for your interview.

4. Inability to listen: Listen carefully, give the interviewer your full attention and answer the questions asked. If you are asked behavioural questions, such as “Describe an occasion when …” you need to answer with a relevant real-life example. Do not evade the question as it is more obvious than you think.

5. Inappropriate use of social media: A growing number of employers are now extending their vetting process to include social media, particularly when they feel a candidate might not be what they are portraying themselves to be in an interview. Change your privacy settings and be sensible in the content you post online. Failure to be aware of your digital footprint is a huge mistake in today’s market.
Source: https://www.hays.com.au/career-advice/job-search/HAYS_238194

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Anyone who has built a career knows that finding your first job is a real challenge. There’s no class in college called, “How to Find a Job That Will Make You Happy,” and many stumble to carve out their own paths in those first couple of years.

When you’re on the verge of graduating, it’s tempting to get buried under online applications and advice from career counselors, all the while forgetting there’s one untapped resource right at our fingertips. Remember those people who raised you?

Your parents are a great resource for the job search process, serving as consultants who help you hone in on your strengths, tap into a wider network, prepare for an interview, and evaluate an offer. But don’t just take our word for it, we spoke with Campus Recruiters at Philips, Brett Romary and Rebecca Abrahams, about how to leverage your parents’ wisdom to make that big jump into your first job a great one:

Get Their Feedback
Your parents, it turns out, know you better than almost anyone. They’re a great resource to help you understand your strengths and passions. And luckily, parents are always there (remember when you couldn’t get away from them fast enough?). They can help with the job search process from the very beginning—from figuring out what cities you want to live in, to what kind of role you want to pursue.

As you consider the route you want to take—and the opportunities that arise from there—parents are a great sounding board to help you process this big life change. Rebecca says, “Young professionals and their parents would benefit from having a good conversation about each opportunity. Is this something that’s aligned with what you did in college and your interests?” You can be a bit more vulnerable (hopefully) with your parents than with your career counselor, which will help you to honestly examine how you feel about a certain opportunity.

That said, make room for your own instincts, too. Sometimes, parents want to sway you in a certain direction; building awareness around that will help you strike a balance between benefiting from their support and making independent decisions.

Tap Into Their Network
Parents have networks, even if they’re informal. These communities may be the key to making inroads into your first job, and they’re worth tapping into. “Making professional introductions is huge,” says Brett. “Parents probably have connections somewhere, whether they work in this field or not. They can really help candidates learn more; the possibilities of these connections are endless.”

Don’t dismiss your parents’ network just because they don’t work in a field related to your interests. Although it’s hard to believe, your parents are social beings. Maybe a neighbor, PTA member, or friend of your dad’s has your dream job. So, ask your parents to mention to their friends (and acquaintances) that you’re looking for a role—you never know what will come of it.

As Brett notes, “These communities often serve as the bridge between students who are just graduating and a job.” And, your parents’ network is one of the easiest ways to get your hat into the ring—you know your parents are dying to brag about your qualifications!

Ask for Professional Prep
Many parents have worked in a professional setting for years, if not decades, so they have a wealth of information about how to navigate a new job. Talk to your parents about the most important career lessons they’ve learned along the way. “Parents can really help their children develop business acumen within the field,” Brett says.

In no situation is this truer than in the interview process. “Young professionals are really nervous because they’ve never interviewed before,” says Brett. “We tell them to practice; if their parents can help prep them at all, it’s a huge plus.”

Set aside time to do a few mock interviews with mom or dad. This kind of exercise will make it easier to get comfortable when you’re in front of a hiring manager, and ask your parents to give you helpful tips to improve your pitch.

Evaluate Compensation
When you’re evaluating a compensation package, it’s difficult to know where to even begin. You probably don’t know the difference between HMO and PPO insurance plans or have a clear sense of expectations for vacation days.

Online research can be really helpful, but if your parents have experience negotiating compensation packages, they could be your best resource. Rebecca says, “It can become really overwhelming to assess your first package because you’re not sure what’s the norm. That’s why we encourage students to talk to their parents.”

Beyond helping you assess the package itself, they can give you insight into whether the compensation is something you could really live on. Work with your parents to create a budget around your potential salary to make sure you can cover daily expenses, have savings, and plan for retirement.

As a young professional, you’re in the driver’s seat. But use the knowledge and experience of your parents, and give yourself a boost when you need one most. We bet your parents are going to give you unsolicited advice anyway, so why not solicit the advice you really need—that extra support from your parents could help you launch your career.

 

Source: https://www.themuse.com/advice/use-your-parents-as-resource-when-looking-for-job?ref=recently-published-1

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Recently, I shut down a project I’d been working on for the last several months. It was a sentimental moment for sure—no longer spending my time on something that had been a big part of my day was certainly a tough pill to swallow. However, it was an experiment from the start, and I knew that once we got the results we needed, it would draw to a close.

Having to end—or in corporate jargon, sunset—an initiative you’ve been a crucial part of is bound to happen in your career, whether by your own accord or someone else’s. Maybe budgeting runs out, maybe it’s a bandwidth issue, maybe goals and priorities shift, maybe someone made a mistake assigning it in the first place.

Regardless, knowing how to wrap everything up in a pretty bow is an important skill—just because it’s coming to an end doesn’t mean you don’t have a responsibility to end it smoothly and professionally. Plus, when done correctly, you can use all you’ve learned and achieved for future career advancement.

Here’s how:

1. Gather All the Facts

Before doing anything, you need to understand why this project is ending. Ask questions, talk it out with relevant team members, and understand what this means for the long-term.

For starters, this could give you both confidence and perspective—especially if you’re concerned that it’s ending because of something you did (or didn’t) do.

This also helps you make more educated decisions going forward. When you know why a project is no longer needed, you can make smarter choices for future initiatives and ensure that you’re on the same page on:

  • whether this is a permanent, trial, or temporary initiative
  • how success will be measured
  • what the timeline expectations are

2. Set an End Date and Prepare

Next, get the little details sorted out. When will this be completed? Who will help in wrapping up loose ends? What’s needed to get done before it is? Who needs to be notified?

Once you know all this, you can start preparing immediately—both for the last day and for what comes after (if anything). You’re going to have more time on your hands after this is over, so figure out how you want to spend your time moving forward and what other projects you might like to start or be a part of. Make sure to talk to your boss to get a sense of what they want you to focus on and prioritize.

Also, take advantage of the time you have to complete this project. Is there an experiment you’ve been meaning to try? Or, a skill you’re looking to build? Use this stretch to test any last-minute ideas or thoughts.

3. Notify Your Team (and Anyone Else Who Was Involved)

This is key: Whoever was involved in some way or another—whether they helped out, contributed feedback, or just followed it passively—should be looped in.

Send out an email or set up a meeting outlining why the project is ending, what this means for each team member and the company, and what the next steps will be. Give your colleagues a chance to ask questions and contribute feedback (and jot that information down for step five).

4. Take the Time to Celebrate Key Players and Accomplishments

This goes hand-in-hand with step three, but it’s so important to acknowledge all the hard work and achievements associated with the project. Make sure to call out and celebrate those who helped and shout out any big positive outcomes that resulted.

Also, celebrate yourself! Whether or not it was a “success,” you spearheaded something and no doubt gained skills along the way (even if those skills are better project management). So, take the time to feel proud of the work you did.

5. Do a Reflective Analysis

Once you’ve closed up shop, gather everything you collected over the course of the project, both qualitative and quantitative:

  • What did you do?
  • How long did you do it for?
  • Who was involved? What did they do?
  • What results were you hoping for?
  • What results did you get?
  • What results didn’t you get?
  • What was surprising?
  • What mistakes were made?
  • What lesson were learned?

Define what success meant for this specific initiative, how you did (or didn’t) achieve it, and what can be learned for the future—and write it all down in a report.

Then, use that report! Having all this information in one place is incredibly valuable for a number of reasons:

  • It forces you and your team to be reflective. Set up some time to go over it all, discuss it, and add to it. Use it as a conversation starter for launching new projects or brainstorming other initiatives.
  • It helps you be strategic in making future decisions and prevents history from repeating itself. Whenever you come across a project or problem that feels similar, look back on this report to decide whether to move forward and how so you don’t make the same mistakes or fall down the same rabbit hole.
  • It’s physical proof of your achievements. You can bring this to your next performance review or reference it in your job search. Also, you can use it to just feel good about yourself—you did all this!

It’s certainly not emotionally easy to end a project you care about. But, by doing it in a well-documented, well-thought-out way, you make it easier for yourself to successfully lead future projects. And that’s a great thing.

 

Source: http://www.americanrecruiters.com/2018/09/14/heres-how-to-gracefully-sunset-an-initiative-youve-worked-so-hard-on/

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Most people have a general understanding of how to prepare for an interview. Yet, it can be easy to overlook some of the details, especially if you’re feeling a bit nervous or you’re focusing on preparing for common interview questions.

To help take some of the stress out of your prep, here’s a handy guide to your interview preparation.

1) Mental preparation
Background research: The first step in your preparation is to gain a detailed understanding of the role and the organisation. Pore over the job description so you understand everything that’s involved and gain an understanding of the team you’ll be working with. Research the organisation using all the sources of information at your disposal: the company website; press releases and annual reports; news and other media; social media and LinkedIn; friends and contacts.

Learn about the organisation’s products and services, areas of growth, financial performance, its history, management team, company culture, and its place in the industry. This information will help you understand how you would fit and add value. Also check the LinkedIn profile of the person interviewing you so you understand their role and where they fit into the organisation.

Self-reflection: Now that you’ve gathered information about the organisation, it’s time to reflect on you – your experiences, the skills you’ve developed, your professional achievements and goals. Go through your resume to refresh your memory on the details of your work history.

Think about the specific points you need to be prepared to articulate: your career ‘story’, personal brand and USP, your key capabilities and achievements, what interests you about the role, how you can help the organisation achieve its goals, and why you are attracted to the company and want to work there.

Prepare for common interview questions and behavioural interview questions, and jot down key points. As much as possible, use the terminology used in the job description to describe your competencies and experiences. Also prepare your own questions to ask in the interview.

The most important thing to emphasise in the interview is the fit: between your capabilities and the requirements of the role; between your career goals and what the organisation is offering; and between your personality traits and the culture in the team or organisation.

2) Logistics
Practical details: Sorting out the practical details involved in getting to an interview is just as important as mental preparation, and helps you remain calm on the day. This includes planning what you will wear to the interview and what you will bring to the interview (printout of your CV, notepad and pen, examples of your work). Check the weather – is it likely to rain so will you need to bring an umbrella?

Getting to the interview: If there’s one golden rule about interviews, it’s that you must arrive on time. That means ensuring you know exactly where to go and how to get there, and who to see on your arrival. Make sure you have the interviewer’s full name and its correct pronunciation, and their title.

If you’re taking public transport, check schedules and estimated travel times and give yourself a generous buffer in case of delays. If you’re driving, check the route on Google Maps. If possible, do a test run before the interview and keep your eye out for one-way roads and roadworks. Do you have enough petrol in the car? Always allow more time to get to the interview than you think you’ll need, especially if you’re travelling in peak hour or if rain is expected.

Physical preparation: To perform at your best in the interview, it’s crucial to get a good night’s sleep the night before. Eat a nutritious evening meal (not too heavy or late), avoid alcohol and start winding down before you go to bed. Get an early night and of course, don’t forget to set your alarm.

3) On the day of your job interview
Before leaving: Give yourself time in the morning to review your resume and notes, and run through specific points you wish to make. Ensure you leave early enough to arrive at the interview a few minutes ahead of time.

Final tips: While a morning coffee can help make you more alert, it might be wise to avoid having too many as you don’t want to be jittery during the interview. When you arrive at the interview, give yourself a final once-over: tidy yourself up (check your face, clothes and hair), turn your mobile phone to silent, and take a few deep breaths. When you meet the interviewer, greet them by name and don’t forget to smile!

Source:https://au.hudson.com/career-advice/how-to-prepare-for-a-job-interview

eyeball magnifier

Recruiters spend all of six seconds looking at a resume.

So you only get a brief chance to grab their attention.

The nature of the process means that hiring managers are looking for faults rather than seeking the skills to match the role on offer. A case of looking for weaknessess before strengths.

One key is to make sure achievements in a resume are backed up by metrics. If a project you were involved in was successful, say why it was with numbers.

“Resumes are vital to most job searches, but creating one can quite often be a long and tedious process,” says Ciaran Martin, Talent Acquisition Manager at Open Colleges.

“With so many conflicting pieces of advice, many people feel like they don’t know where to begin.”

Open Colleges, an Australia online education provider, has created a guide to building a career-boosting profile.

1. Pay attention to detail

Be consistent and make sure you spellcheck.

2. Write a cover letter

This shows your interest in the position and, just like with your resume, make sure it is tailored to the role.

3. Lead with a summary or person profile

But make sure it’s only about 10 lines in length.

“This should act as a snapshot to your whole CV,” says Martin. “Use this space wisely as it’s an opportunity to outline your key experience.”

4. Keep the layout simple

Adopt a standard format for each job role you’re discussing, highlighting responsibilities and achievements.

5. Avoid personal details

Only name, email and mobile number. No photographs. “Recruiters try and rule you out before they meet you,” she says. “For example, including your home address might lead to you being disregarded if you live far away from the place of work.”

6. Be careful with the font

Traditional is best, such as Arial or Times New Roman. The font size should be between 10 and 12.

7. Read the job advert

“Make sure you know what you’re applying for,” says Martin. “Tailor your resume so that your responsibilities and achievements are inline with the job spec. If the job was for a more creative/technical position, it would be helpful if those skills were demonstrated.”

8. Highlight key achievements in previous roles

“Ideally achievements that relate to the job you’re applying for, demonstrating your ability to perform well in this next opportunity,” says Martin. “Outline projects you’ve successfully completed – reflects on other skills such as time management, relationship building.”

9. Simple is best

“If you’re applying for a role such as a Graphic Designer, the layout of your resume will be important,” says Martin. “But as a general rule, the most easy to read and accessible is best. If it’s a creative resume, there must also be a link to a portfolio.”

10. Keep it private

“Don’t put your resume up online for everyone to see, plus always PDF,” she says. “Don’t send through a word version which could be edited.”

 

Source: https://www.businessinsider.com.au/10-tips-for-resumes-to-get-a-recruiters-attention-2018-8

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Searching for a job can be a job in itself and is not truly finished until you are offered employment. Entrepreneur Network partner Brian Tracy offers a few tips on how to stay motivated during this often trying time:

1. Clarify your values: If the company’s values are in opposition to your personal value, the employment is inherently set up not to work. This determination of values can be done by being honest with yourself and doing a self-appraisal of what you believe in.

2. Write out your marketable skills and areas of execellence: When you are switching jobs or looking for a more challenging opportunity, be sure to emphasize your strengths. Emphasize how your skills have resulted in measurable consequences in the past. Moreover, certain areas of specialty can serve to add flavor and interest to your candidacy for a job.

3. Pinpoint your areas of weaknesses and determine how you can improve them: Try to avoid fluffier answers like, “I am a perfectionist.” Be honest with areas in which you are not the strongest and think actively about how you can make yourself better.

4. Don’t let the world decide your path for you; choose something you love: Tracy brings up the point that you will spend more time in your life working than any activity other than sleeping. Make sure it’s something you can not only tolerate but find purpose in doing.

Source: https://www.entrepreneur.com/video/312868

Resume1

Estimates suggest that prospective employers will spend between 10 seconds and two minutes looking at your resume before deciding whether or not they want to interview you. Make sure your resume grabs their attention and demands a second look. Suggestions include:

  • If possible, tailor your resume to fit the particular job.
  • Remember that a resume is only a summary, not a full-blown account of your every career move. Keep it brief – three pages is more than enough detail.
  • Include basic information (such as full name, address, telephone number and other contact details) on the top of the first page.
  • Next, list your educational qualifications, starting from the most recent and working backwards.
  • Then, list your employment history, once again starting from the most recent. Include position, company and length of employment.
  • For each previous job, only list pertinent and interesting details. Don’t just retype your job description – write about your accomplishments.
  • Include specific information if you can. Use numbers and figures. For example, instead of saying ‘raised funds for projects’, put ‘raised over $100,000 per annum’; rather than ‘supervisory position’, write ‘supervision of 25 people’.
  • Explain any gaps in employment history, if you have them. For example, you may have taken time off to travel or further your education.
  • Consider including a summary paragraph of your work skills.
  • Include any other skills that may be relevant such as first aid training, a forklift licence or typing ability.
  • Include industry awards.
  • Include references or contact details for referees.
  • Avoid using gags or novelty tactics to flag attention to your resume. Always type your resume on white A4 paper, and don’t include little gifts or send your resume in unusual packaging. These tactics are just annoying.
  • Attach a short, to-the-point and professional cover letter. Include a summary paragraph to sell your experience and qualifications.

Source: https://www.betterhealth.vic.gov.au/health/healthyliving/job-hunting-tips

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Woolworths had previously indicated that their next priority, following the opening of their Wadalba store, will be the long-awaited project at the proposed Warnervale Town Centre site. The Town Centre site is also currently seeing the construction of planned housing developments and a park being built by Council. The pace of infrastructure development in the area has picked up in the last year, with a long-awaited new ambulance station being built at Hamlyn Terrace, along with a new private Hospital being built at Kanwal. This is being further complemented by the beginning of the $200m upgrade of Wyong Hospital, representing a huge investment in health infrastructure in the area.

Work has also begun on the new Bunnings development at Lakehaven and a series of industrial and commercial developments ongoing at North Wyong, marking a good sign in the battle against the Central Coast’s 18.1 per cent youth unemployment rate.

David Harris said he welcomed the investment and development in the area and committed to continuing to fight for further funding for local road upgrades and infrastructure needs. “After years of what seemed like a lack of interest from Government and the private sector in our area, we are seeing vital community infrastructure being delivered in and around the Greater Warnervale Area,” he said. “These investments will be a significant boost for jobs in our local area and mean residents have access to better services, closer to home. “I look forward to Woolworths hopefully following through and prioritising its long-awaited development at the Town Centre site. “In 2016, we were facing the imminent privatisation of Wyong Hospital and not much in the way of local service development. “We have fought hard to get where we are and it’s great to see the progress.”

Source: https://coastcommunitynews.com.au/central-coast/news/2018/08/harris-welcomes-new-investment/

Unemployment Workers. Unemployed office workers holding cardboard signs job hunting

Your resume impressed a potential employer, and now you have an interview. Suggestions include:

  • Research the company or organisation. Be familiar with its products and goals.
  • Think about what you want to say in the interview. Imagine the kind of questions you might be asked, and rehearse a few answers.
  • Prepare questions of your own. For example, you could ask them to tell you about the working environment.
  • Dress conservatively and in a business-like fashion.
  • Make sure your personal grooming (such as fingernails and hair) is up to scratch.
  • Arrive on time.
  • Try to be polite, positive and friendly to everyone you meet during the job interview.
  • Don’t use slang or swear words.
  • Display positive body language – such as good posture, firm handshake, relaxed smile and make eye contact – these can make a great first impression.
  • Don’t say anything negative about previous employers.
  • Let the interviewer take the lead. Don’t try to control the conversation.
  • Avoid talking about salary and employee benefits too early.

Source: https://www.betterhealth.vic.gov.au/health/healthyliving/job-hunting-tips

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A job title is a nicely packaged label, but we’re more than just a title.

Your background and experiences provide a wide array of knowledge, skills, and strengths that you can transfer over to any job.

 

Instead of searching by title, I’d start by researching the responsibilities that excite and energize you. That means instead of confining yourself to a job title, start describing what’s involved with your ideal role instead.

Here’s How to Do That

I recommend starting with an exercise that resembles digging for career gold, where you’ll evaluate all of the positions you have held throughout your career and ask yourself things like:

  • What did I love about this job?
  • When did I lose track of time?
  • When was I most excited?

As you go through this process, jot down all of the responsibilities you enjoyed and skills you liked using.

Next, I want you to take a look at this list and start identifying common threads and patterns. Were you happiest when crunching data? Interacting with clients? Problem solving in a team? Building something from nothing? Working on one long-term project vs. multiple short ones?

As you start to understand your skills and interests, you can lead your job search by sharing the story of what you’re looking for. Each time you share your dream role including the skills and interests you align with, two things will happen:

You’ll open up closed doors as more people hear you stating what you’re looking for. It’s amazing what connections and opportunities crop up once we share our goals with the world.

You’ll hear recommendations from people that often sound like, “Have you ever considered [blank]?” or “Have you talked to [blank]?” Whether you’re talking to career experts, recruiters, friends, or strangers, everyone in the world has unique perspectives, contacts, and experiences that they are able to share with you in turn.

Once you figure out what types of roles really intrigue you, then you can craft your personal brand and ensure you’re highlighting a cohesive and consistent story in all of your online and offline marketing materials.

More importantly, you can start a targeted networking campaign to spark conversations with people who will be able to share more about the career paths you’re truly interested in. These informational interviews can lead into informal job interviews… which can lead to offers.

It’s easy to feel welded to your title in your job search, but that doesn’t need to be the case. Turn your attention to your skills and experiences instead, and I’m confident that you’ll find job opportunities that are way better suited to what you’re looking for. Good luck!

Source: https://www.themuse.com/advice/how-to-job-search-with-vague-job-title

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When it comes to a “safe” job versus a “dream” job, it can be hard to turn down the first if there’s no guarantee of the second.

So, the question becomes: If you get an offer that you’re not too excited about, should you take it, or keep looking?

The answer really depends on your situation. There are circumstances in which it makes sense to say “yes:” whether it’s for experience, much-needed cash, or because it’s a stepping stone to a career you do love.

Remember: Not every job needs to be your dream job, but every new position should offer some advantage over your current role.

Here’s your guide to deciding if an only somewhat exciting offer is worth taking.

Yes if: It Will Help You Achieve Big Goals Down the Line
If it’s common practice in your industry to pay your dues with a not-so-great role for a couple of years, then you probably need to accept it for a bit—just make sure it’s part of a larger plan.

No if: You’re Delaying Important Goals by Taking It
If your life’s ambition is to be a designer, and what you’re being offered is a social media manager position (with no chance of changing roles later on), it’s probably in your best interest to turn it down.

Yes if: The Pay Is High Enough That It’ll Solve Other Big Problems in Your Life
If you have a ton of student or credit card debt, are trying to save for a down payment, need to move out of your parents’ house, or have a health problem that needs funding, a high-paying job can take the stress off and make your life easier (until you’re physically and mentally ready to pursue a career you love).

No if: The Pay’s Not a Big Improvement From What You’re Earning Now
Switching jobs should be for career advancement, much more interesting work, or a significant salary bump—not for another boring position at the same pay level.

Yes if: You’re Going to Get Career-Building Experience
Even if the job description sounds dull, if you can get essential experience and learn some valuable skills, it’s worth going for it. Then, after you’ve bulked up your resume, you can start looking for more exciting jobs where you can use your new talents.

No if: It’s a Lateral Move
If it’s a job similar to the one you have or have had, and there’s no potential for gaining valuable experience or skills in your field, take a pass.

Yes if: There’s a Real Opportunity to Move Up
Maybe you’ll be the receptionist now, but the company does interesting design work and is known for hiring internally. Or, there’s an exciting management job that could be yours in a couple of years. Sometimes, you have to do something you don’t want to in order to get what you want—but just make sure there’s a prize worth waiting for.

No if: It’s Truly a Dead End
If the offer comes from a company where the people in your dream job have been around for decades and show no signs of leaving, or you know they’ll never consider you for an internal transfer, decline.

Yes if: You’re Unemployed and Have Been Applying With No Success
A lengthy period of unemployment can raise red flags for potential employers. If the months are going by and no offers are coming in, take it. This allows you to make money as you look and not end up in a far more desperate situation.

No if: You’re Gainfully Employed and Don’t Think This Will Make You Any Happier
There’s no advantage in changing things just for the sake of a change. Keep looking for a role that’ll make a positive difference in your life.

If you decide to accept an offer you’re not excited about, remember two things. First, keep the reason you’re doing it front and center, and remind yourself that you’re here in pursuit of a larger goal. This will help you not feel stuck forever in a career you’re not happy about—and force you to make a change when you’re no longer gaining fulfillment from it.

Second, put in as much effort and enthusiasm as if it were actually your dream job—not only will this help you succeed later on, it will make your work atmosphere a bit more bearable.

 

Source: https://www.themuse.com/advice/should-i-take-a-job-offer-i’m-not-excited-about?ref=recently-published-2

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Early on in my career as an HR generalist, I realized that my favorite tasks had to do with recruitment and hiring—probably because my personality is more like a salesperson, and recruiting is the “sales” side of HR.

My career fantasies consisted of me getting to just focus on recruiting all day—finding and interviewing people, making offers, and convincing them this was the right opportunity for them. Eventually, I made my dreams happen and never looked back.

But is specialization always the right answer? Here are six questions to ask yourself to help you decide if it is, or if you should go the generalize route:

1. Who Are the People I Really Admire and Enjoy Working With?

Do you get excited when you talk with a specialist about what they do? What about their expertise gets you jazzed?
If you find your curiosity leads you down a rabbit hole of ever more detailed questions for them, then specialization could be a great fit for you. If you run out of questions or feel confused or bored, maybe you’re more of a “skim the surface” kind of person. There’s nothing wrong with that—business needs both kinds!

2. Would I Be Content Spending All Day Focused on One Thing?

If you’re in finance, you can take that in a lot of different directions. For those who like to dip their toes in all areas—from accounts receivable to treasury to budget management—specializing would be a downer.

But if you’ve seen all that and want to plumb the depths of one specific field, it may be just the right decision. Talk to a few people who work in those roles to make sure it’s what you think it is and you’ll enjoy it.

3. Will I Need More Education to Go Deep Into What I Really Want to Focus On?

Accountants and lawyers often face this dilemma early on. Tax accounting and tax law, for example, can be a fast path to high rewards, but they typically require advanced degrees and a lot of exposure to the specialty.

If you make that investment in yourself to go back to school, you’re making a long-term commitment to your craft. So be sure you really love it (and can afford it).

4. Will Specializing Increase or Decrease My Work-Life Balance?

It takes 10,000 hours to become an expert at anything, according to Malcom Gladwell’s book Outliers: The Story of Success.

Are you ready to spend a lot of time working to become a topic expert? How will that affect your relationships with your friends and family? It may be smart to ask for their opinion and support first, and decide for yourself if specializing will take away from the things you value outside of work.

5. Will I Box Myself Out of Future Opportunities if I Become Too Narrowly Focused?

It’s key to figure out if becoming a specialist will ultimately limit your career path down the road. Use your networking efforts to get a sense of where specializing will take you—and whether that sounds interesting to you.

Also, consider whether you feel more comfortable in a large organization or a small one. Small companies typically (but not always!) need more “utility players” willing to play several roles and fill in for others, whereas large enterprises often “divide and conquer,” solving problems with teams of specialists.

6. What’s My End Game?

If, down the road, you want to manage others, you might want to keep one foot in the generalist world. As a boss, you’ll need to be able to have credibility beyond your specialty to lead others.

However, if you’re more excited about becoming an expert in your field, specializing might be the way to go.

You may or may not already know all the right people willing to invest in you and advise you as you decide between specializing and generalizing.

If you don’t, that’s okay—but it’s key to have a strong network when making this decision. Talk with colleagues at your current company who are a few years ahead of you. Or, get in touch with fellow alumni who graduated from your university. Or, consider hiring a career coach who specializes in your industry or desired field.

Just be sure not to rush your decision—and know that you can always change your mind. Read a lot of articles and blogs, take people to coffee, listen to podcasts. In short, take your time. After all, this is your career—it’s worth getting right!

Source: https://www.themuse.com/advice/questions-ask-yourself-specialize-generalize?ref=recently-published-0

NSW Premier, Ms Gladys Berejiklian, and Health Minister, Mr Brad Hazzard, officially opened Gosford Hospital’s new 11-storey tower on June 23.

“Together with the $200m Wyong Hospital redevelopment, the $348m Gosford Hospital redevelopment is delivering next-generation, first-class health care to the Central Coast,” Ms Berejiklian said. “The technological advancements in the new 11-storey tower block are incredible, including for the first time, a nuclear medicine service which will greatly improve diagnoses for a range of conditions, and speed up scans for emergency patients. “The redevelopment is part of our government’s record $8b health infrastructure spend over the next four years,” Ms Berejiklian said. Mr Hazzard said clinicians and the community contributed to the innovative design.

“The new tower has been designed with patients in mind, with privacy and comfort front and centre,” he said. “The Intensive Care Unit has the largest windows of any public hospital in the state, and a courtyard with oxygen and gas fittings means that some of our sickest patients can be outside,” he added. The new tower features: a Special Care Nursery, with expanded capacity for newborn cots from 10 to 15, and pull-out beds for parents and carers; an Intensive Care Unit with glass screens that can be switched to opaque (instead of curtains); an MRI machine to diagnose stroke, cancer, infection and joint abnormalities; single or double rooms with an ensuite and a patient/relative lounge in each unit; and, dedicated staff and patient lifts to offer more privacy. The complete redevelopment, due to be finished by 2019, also includes a new $35.5m carpark and refurbished spaces for allied health, cancer day unit, emergency short stay unit and cardiovascular services.

Source: https://coastcommunitynews.com.au/central-coast/news/2018/07/hospital-new-11-storey-tower-opened/