Training

RDA Hunter image

On Wednesday 12 February, Regional Development Australia (RDA) Hunter and NSW Minerals Council (NSWMC) launched their new partnership, PRIME (Pathways to Resource Industry and Mining Employment).

PRIME is a two-year partnership that will see NSWMC leverage RDA Hunter’s strong reputation for implementing industry-skilling and workforce development initiatives to increase awareness of the NSW mining industry and its career opportunities.

The new collaboration will assist Hunter secondary school students better appreciate how science, maths and geography subject matter applies across the lifecycle of a mine, and the types of skills and jobs that are required to support a mining operation.

The project will include the implementation of mining-specific content, scenario-based learning activities and real-world problem solving in the classroom.

Stephen Galilee, CEO of the NSW Minerals Council said the organisation is very happy to be working with RDA Hunter to promote the breadth of mining industry career opportunities that exist in the Hunter.

“NSW’s mining sector consistently innovates to implement leading edge technology, and international best-practice across its operations. Our aim in developing this project with RDA Hunter is to build a motivated future talent pool by encouraging interest in the diverse and interesting job opportunities available in the industry,” he said.

“Mining jobs are secure and rewarding and part of the positive contribution the industry makes to communities in the Hunter and beyond. We’re looking forward to building on the work we already do in the region’s schools to support young people develop the knowledge and skills needed for a sustained mining-industry career.”

According to its Chair, John Turner, RDA Hunter works to support innovation-driven industry development and jobs growth in the Hunter and is pleased to support young people considering a mining industry career.

“The mining sector continues to be a large employer and important driver of economic growth in the Hunter region. We’re delighted to be NSW Mineral Council’s partner of choice for this new project. We have significant experience connecting Hunter schools with industry to deliver graduates with relevant industry knowledge and skills.

“We’re looking forward to working with NSW Minerals Council to hone our model for the mining industry and helping them highlight the career opportunities that will continue to exist in the sector well into the future,” Mr Turner said.

Careers Adviser and Learning Support Teacher at PRIME participating school All Saints’ College Maitland, Kim Wickham, said the real-life experience will be a great asset to students.

“As teachers of young, enthusiastic and energetic learners we know there is no better teacher than real-world life experience and we see great benefit in joining this mining industry partnership to bring that into our classrooms,” she said.

“We know mining is a sustainable employer offering a range of prosperous employment pathways for students with an interest in science, maths and geography. We are genuinely excited about this new project and keen to work with RDA Hunter again. Historically they have helped us develop strong relationships with industry which has enhanced our students’ learning and contributed to them being educated citizens of the world.”

This year the PRIME partnership will see 20 participating Hunter high schools receive 2 x Oculus VR sets and programs to give students a real mining industry experience; lesson plans pertaining to the lifecycle of a mine; real-world industry challenges set by the mining industry for resolution by student teams; and teacher professional development sessions.

IMAGE | John Turner (RDA Hunter Chair) and Stephen Galilee (CEO of NSW Minerals Council)

The project will include the implementation of mining-specific content, scenario-based learning activities and real-world problem solving in the classroom.

Stephen Galilee, CEO of the NSW Minerals Council said the organisation is very happy to be working with RDA Hunter to promote the breadth of mining industry career opportunities that exist in the Hunter.

“NSW’s mining sector consistently innovates to implement leading edge technology, and international best-practice across its operations. Our aim in developing this project with RDA Hunter is to build a motivated future talent pool by encouraging interest in the diverse and interesting job opportunities available in the industry,” he said.

“Mining jobs are secure and rewarding and part of the positive contribution the industry makes to communities in the Hunter and beyond. We’re looking forward to building on the work we already do in the region’s schools to support young people develop the knowledge and skills needed for a sustained mining-industry career.”

According to its Chair, John Turner, RDA Hunter works to support innovation-driven industry development and jobs growth in the Hunter and is pleased to support young people considering a mining industry career.

“The mining sector continues to be a large employer and important driver of economic growth in the Hunter region. We’re delighted to be NSW Mineral Council’s partner of choice for this new project. We have significant experience connecting Hunter schools with industry to deliver graduates with relevant industry knowledge and skills.

“We’re looking forward to working with NSW Minerals Council to hone our model for the mining industry and helping them highlight the career opportunities that will continue to exist in the sector well into the future,” Mr Turner said.

Careers Adviser and Learning Support Teacher at PRIME participating school All Saints’ College Maitland, Kim Wickham, said the real-life experience will be a great asset to students.

“As teachers of young, enthusiastic and energetic learners we know there is no better teacher than real-world life experience and we see great benefit in joining this mining industry partnership to bring that into our classrooms,” she said.

“We know mining is a sustainable employer offering a range of prosperous employment pathways for students with an interest in science, maths and geography. We are genuinely excited about this new project and keen to work with RDA Hunter again. Historically they have helped us develop strong relationships with industry which has enhanced our students’ learning and contributed to them being educated citizens of the world.”

This year the PRIME partnership will see 20 participating Hunter high schools receive 2 x Oculus VR sets and programs to give students a real mining industry experience; lesson plans pertaining to the lifecycle of a mine; real-world industry challenges set by the mining industry for resolution by student teams; and teacher professional development sessions.

IMAGE | John Turner (RDA Hunter Chair) and Stephen Galilee (CEO of NSW Minerals Council)

SOURCE: https://www.hunterheadline.com.au/hh/business-news/rda-hunter-nsw-minerals-council-partner-industry-skilling/

Cover Letter image

by Alyse Kalish

We love having examples. It’s so much easier to follow a recipe, build a puzzle, or yes, even write a cover letter when you know what the end product should look like.

So that’s what we’re going to give you—all the cover letter examples and tips you need to make yours shine (we’re unfortunately not experts in recipes or puzzles).

Want to get right down to business? Skip ahead to:

Why Bother With a Cover Letter at All?

Before we jump in, it’s worth emphasizing why cover letters still exist and are worthy of your attention. I bet when you see a job listing where one’s “optional” you gleefully submit a resume and move on. But you’re truly doing yourself a disservice by not creating one (or by writing one that’s super generic or formulaic).

“When you’re writing a resume you’re oftentimes confined by space, by resume speak, by keywords—you’re up against a lot of technical requirements,” says Melody Godfred, a Muse career coach and founder of Write in Color who’s read thousands of cover letters over the course of her career, “whereas in a cover letter you have an opportunity to craft a narrative that aligns you not only with the position you’re applying to but also the company you’re applying to.”

When you’re writing a resume you’re oftentimes confined by space, by resume speak, by keywords—you’re up against a lot of technical requirements, whereas in a cover letter you have an opportunity to craft a narrative that aligns you not only with the position you’re applying to but also the company you’re applying to.

It helps you explain your value proposition, stand out from the stack, and create “continuity between your application and the person you’re going to be when you walk into the room,” Godfred says. If there’s a gap in your resume, you have the opportunity to explain why it’s there. If you’re changing careers, you have the chance to describe why you’re making the switch. If your resume’s pretty dull, a cover letter helps you add personality to an otherwise straightforward career path.

Convinced? A little less worried? Maybe not sold on the idea but now know why you need to spend time on it? Either way, let’s get started—we promise this will be painless.

The Elements of a Perfect Cover Letter

Let’s go back to puzzles for a second. They’re made up of bits and pieces that fit together a specific way to complete the whole, right?

Cover letters are a little like puzzles. When you put each component in its proper place (and remove any parts that don’t fit), you create a complete picture.

Every great cover letter includes the following:

An Engaging Opening Line

Not “I’m applying for [position].” Not “I’m writing to be considered for a role at [Company].” Not “Hello! How’s it going? Please hire me!”

Your opening line is everything. How you start a cover letter influences whether someone keeps reading—and you want them to, right?

“Starting with something that immediately connects you to the company is essential—something that tells the company that this is not a generic cover letter,” says Godfred. “Even if your second paragraph is something that doesn’t ever change, that first intro is where you have to say something that tells the employer, ‘I wrote this just for you.’”

It can be a childhood memory tying you back to the company’s mission. It can be a story about the time you fell in love with the company’s product. It can be an anecdote from another job or experience showing how hard of a worker you are. Whatever you decide to open with, make it memorable.

A Clear Pitch

The next few paragraphs, Godfred explains, are where you include one of two things: “If you’re someone who’s transitioning careers, and you need to explain that transition, you do it there.” But if you’re not a career changer, use this section to “hit them with the strongest results you have that are aligned with the opportunity,” she states.

Ryan Kahn—Muse career coach and founder of The Hired Group—calls this your pitch. In other words, the part where you’re “selling yourself for the position and why you’re qualified for it.”

Godfred emphasizes that this section should have a balance of soft and hard skills. Talk about your experience using Salesforce or doing SEO work (and get those job description keywords in! More on that later), but also highlight your ability to lead teams and communicate effectively.

“Companies are embracing authenticity, they’re embracing humanity, they’re looking for people who are going to fit their culture. So what are your values? What do you stand for?” says Godfred. These values should be as much a part of your cover letter as the nitty-gritty.

A Great Closing Line

Kahn explains that your closing line could include your next steps, such as “I welcome the opportunity to speak with you more about how I can contribute to [team]” or “I would love to schedule a time for us to discuss this role and my experience.”

But more importantly, “you want to make sure that you’re gracious and thanking them,” he says. While seemingly cliché, it never hurts to end on a simple “thank you for your consideration.”

You can, however, exclude the “references upon request” line. “If an employer wants your references, you better believe they’ll ask for them,” says Godfred.

A Few Other Cover Letter Essentials

First off—please, I beg you, address your cover letter to a person. No “To Whom It May Concern” or “Dear Sir or Madam.” People don’t talk that way, so why would they want to read it?

Secondly, keep the applicant tracking system, or ATS, in mind. This robot will be sifting through your cover letter much in the way it does with your resume, so you’ll want to scatter relevant keywords from the job description throughout your cover letter where it makes sense.

Third of all, get your contact information on there, including your name, phone number, and email (most of the time, your address and theirs is irrelevant)—and on every page, if yours goes over one.

“Imagine you come across a cover letter and you print it out with a bunch of applications to review and it doesn’t have the person’s contact information on it,” states Godfred. “You never want to put yourself in a situation where you’re the right person and they can’t find you.”

And know that the ATS can’t read crazy formatting, so keep your font and layout simple.

How to Get Started Writing a Cover Letter

Overall, says Godfred, “when you’re up against dwindling attention spans, the more concise you can be the better. Make every single word count.”

To get started, she always suggests that her clients do a “brain dump.” Once you just get your ideas onto the page, then “ask yourself how you can cut half of it.” Through this process, “you’ll find that those very generic phrases oftentimes are the first to go,” she says. You only have so much space to get your point across, so focus on the information that isn’t stated elsewhere rather than simply regurgitating your resume.

This can feel like a lot to do on one cover letter, let alone several, so Kahn likes to remind his clients that quality comes first. Target the jobs you’re most closely drawn to and qualified for and give them all your energy, rather than try to churn out hundreds of cover letters. You may not be able to apply to as many jobs, but you’re guaranteed to have better results in terms of response rate.

Cover Letters Come in All Shapes and Sizes

Whether you’re writing a cover letter for a data scientist or executive assistant position, an internship or a senior-level role, a startup or a Fortune 500 company, you’re going to want to tailor it to the role, company, and culture (not to mention, the job description).

Don’t fret! We’ve got examples of the four basic types of cover letters below: a traditional cover letter, an impact cover letter, a writing sample cover letter, and a career change cover letter. We’ve also included the exact job descriptions they’re written for—to help inspire you to tailor yours to a specific position.

One note before you read on: There’s a difference between your cover letter and the email you send with your application. If you’re not sure whether to copy and paste your letter into your email or attach it as a document, common practice is to pick either/or, not both.

Example #1The Traditional Cover Letter

A traditional cover letter, is, as you guessed it, based on your average cover letter template. You’ll most likely write this version if you’re applying to a very traditional company (like a law firm or major healthcare company) or a very traditional role (like a lawyer or accountant), or when you’re just looking to lean more conservative and safe.

The Job Description

Let’s say you’re applying to a paralegal job opening. The job description might look something like this:

Responsibilities

  • Draft routine legal documents for review and use by attorneys
  • Coordinate and organize materials and presentations for board meetings
  • Research legal and related business issues and report findings and conclusions to team
  • Provide overall legal administrative support of the legal team
  • Maintain calendars and ensure timely filings

Requirements

  • Bachelor’s degree or equivalent of relevant education and work experience
  • Strong communication skills (oral and written)
  • Strong organizational, multitasking, and prioritizing skills
  • Proficiency with Microsoft Office Suite
  • Trustworthy, positive, energetic, and optimistic attitude with a willingness to roll up your sleeves

The Cover Letter Example

Under the constraints of keeping things strictly professional, here’s what you could write without sounding too boring or jargon-y:

Dear Ms. Jessica Tilman,

In my five-year career as a paralegal, I have honed my legal research and writing skills, and the attorneys I’ve worked with have complimented me on my command of case law and litigation support. Spiegel Law Firm’s 20 years in practice proves that the firm has strong values and excellent attorneys, which is why I want to be a part of the Spiegel Law Firm team.

I currently serve as a paralegal for Chandler LLC, where I work closely with the partners on a number of high-priority cases. During my time here, I implemented a new calendar system that ensures timely filing of court papers. This system has prevented missed deadlines and allowed for better organization of internal and client meetings.

Previously, as a paralegal for the Neuerburg Law Firm, I received praise for my overall support of the legal team and my positive attitude.

My further qualifications include a bachelor’s degree from Rutgers University, a paralegal certificate, and training in LexisNexis, Westlaw, and Microsoft Office Suite.

I would love the opportunity to discuss how I can contribute to your legal team. Thank you in advance for your consideration, and I look forward to hearing from you.

Sincerely,
Chase Broadstein
chasebroadstein@emailcentral.com
(222) 222-2222

Download this example

Why This Works

It’s short, sweet, and to the point. It shows both a knack for getting things done in a thorough and timely matter and an energy for helping out wherever it’s needed. They also toss some important keywords in there: implemented a new calendar system, My further qualifications include a Bachelor’s Degree…, training in LexisNexis, Westlaw, and Microsoft Office Suite…

Finally, it expresses a genuine interest in this specific firm in its opening lines.

Example #2The Impact Cover Letter

The impact cover letter works best for roles where you’re expected to deliver on certain goals or results. Maybe you’re in sales and the job calls for hitting a certain quota each quarter. Or maybe you’re an event planner looking to show you can run X number of conferences or create Y number of marketing campaigns. The key for this, then, will be to put your accomplishments front and center.

The Job Description

You’ve come across an opening for an email marketing manager. The job description states the following:

Responsibilities

  • Manage email marketing strategy and calendar, including copywriting, optimization, monitoring, reporting, and analysis of campaigns
  • Improve campaign success through conversion optimization, A/B testing, and running experiments
  • Measure and report on performance of campaigns, assessing against goals
  • Collaborate with the design team to determine content strategy and ensure brand guidelines are followed in emails
  • Partner and collaborate cross-functionally with sales, product, product marketing, and data teams

Requirements

  • 3+ years in email marketing or equivalent field
  • Experience with Google Analytics, HTML, CSS, Photoshop, Microsoft Excel, and SEO a plus
  • Excellent communication skills (oral and written) and an eye for copyediting
  • Team player with strong interpersonal, relationship-building, and stakeholder management skills
  • Excellent project management, problem solving, and time management skills, with the ability to multitask effectively

The Cover Letter Example

Your personality can shine more directly through this kind of cover letter, but you’ll want to make sure your hard skills and successes stand out:

Dear Russ Roman,

I have a problem. See, my inbox currently (and embarrassingly) hosts 1,500 unread emails—including newsletters from at least 50 different brands.

But this problem only fuels my passion for creating emails that are worth opening. Because from my perspective, as someone who can barely get through their own stack of mail, that’s a true win.

I’ve been following Vitabe for years, and can proudly say that I open every single email you send to me. I’m a sucker for a good subject line—“Take a Vitamin-ute—We’ll A-B-C You Soon” being my favorite—and the way your email content feels both fun and expert-backed really speaks to me. This is why I’m thrilled to submit my application for a role as email marketing manager at your company.

I have over four years of experience working in the email marketing space. In my current role at Westside Bank, I was able to implement new email campaigns centered around reengaging churned clients. By analyzing data around the types of clients who churn and the engagement of our current email subscribers, as well as A/B testing headlines and newsletter layouts, we were able to increase email subscribers by 15% and convert 30% of those subscribers to purchase our product, a significant increase from the previous year. I also launched a “Your Credit Matters” newsletter focused on educating our clients on how they spend and manage their credit—which became our highest performing campaign in terms of open-rates and click-through to date.

Previously, as a member of the marketing team at Dream Diary Mattresses, I collaborated with the sales and product team to understand how I could best support them in hitting their quarterly goals. One specific project involving creating personalized emails for customers drew more people to come back to our site after 30 days than direct paid ad campaigns, leading to a 112% increase in revenue from the last quarter.

I take the content I write and the calendars I manage seriously, editing and refining to the point beyond being detail-oriented into scary territory, and I feel my experience and drive would greatly help Vitabe further develop their email program for success.

Thank you very much for your time and consideration. I look forward to hearing from you.

Lad Miller
lmiller@inboxeseverywhere.com
(987) 654-3210

Download this example

Why This Works

This sample cover letter concisely highlights the person’s significant achievements and ties them back to the job description. By adding context to how their projects were created, monitored, and completed, they’re able to show just how results-driven they are.

One thing worth noting: This person didn’t include skills such as Google Analytics, HTML, CSS, Photoshop, Microsoft Excel, and SEO—all of which are listed in the job description. The reason they decided not to was simply because those skills are most likely in their resume, and they wanted to use the space they had to discuss specific projects and tell a story not visible on other parts of their application.

infographic of cover letter example impact cover letter

Example #3The Writing Sample Cover Letter

Often for roles where communication is king, such as PR, copyediting, or reporting, your cover letter will either substitute for or complement your writing samples. So it’s just as important to write eloquently as it is to showcase your skill set.

The Job Description

Let’s take the example of a staff writer position. The requirements might include the following:

Responsibilities

  • Pitch and write editorial content and collaborate with teams to report on timely issues and trends
  • Evaluate content performance and digital trends on a daily basis to constantly adjust pitches and packaging
  • Utilize CMS tools, strategically select photos and videos, and request original graphics to optimize all written content for maximum engagement

Requirements

  • At least 2-3 years of experience creating content at a digital-first outlet
  • Strong writing and reporting skills, and the ability to write clearly and quickly
  • Familiarity with working in a CMS and with analytics tools such as Google Analytics
  • Deadline-driven, strategic thinker with a knack for crafting click-y headlines
  • Strong collaborator who thrives in fast-paced environments

The Cover Letter Example

Have fun with this one, but make sure you’ve tripled-checked for spelling and grammar mistakes, and are showing off your best writing tactics:

Dear Mr. Kolsh,

Since I could walk, I’ve been dancing. And since I could read, I’ve been glued to Arabesque Weekly.

At one point, you featured one of my local heros—a ballerina who struggled with an injury early in her career and went on to become a principal at Pacific Northwest Ballet—and I plastered the article above my childhood bed. It’s still there today.

Of course, I never became a star myself, but it was that article and so many others you’ve published that taught me that dancing was about more than just pirouettes and arabesques (sorry, I had to)—and that the right kind of writer can shed light on aspects of the art that make it surprising, impactful, and universal. I can be that writer.

As an editorial assistant for The Improv Group for the past two and a half years, my main responsibility was to get all of our content ready to go live. This included a final round of proofreading, adding in HTML where necessary, fact-checking, and finding photos, videos, and GIFs that would complement the content and optimize audience engagement. As I tinkered with each post, I became intimately familiar with our internal CMS and what makes a piece perfect.

But, by far, my favorite aspect of this role has been writing. Each week, I pitch and write at least one article, from 250-word news items to 900-word advice pieces to even longer personal essays. I love the challenge of developing pitches that align with the trends we see in the data, fit in with the company’s brand and mission, and allow me to flex my creative muscles.

Collaborating with my team to form the best content library we can has been a dream come true. I am ready to use my experience to help Arabesque Weekly achieve all its big and small goals. And I hope to one day write a story that another child tapes to their wall forever.

It would be an honor to be a part of your editorial team, and I look forward to the possibility of discussing the opportunity with you.

Hoping to be your next staff writer,
Marlee Wood
marleew@mailplace.net
(555) 666-4433

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Why This Works

This candidate is clearly passionate about this specific publication and leads with a unique personal anecdote tied to the company’s mission and further showing their ability to tell stories in a compelling way. There are relevant keywords and phrases, sure, but they’re not just thrown in there. Every sentence carries a specific voice, proving this person knows how to communicate effectively.

Example #4The Career Change Cover Letter

Like I said earlier, cover letters can play a big part in helping career changers prove their worth—especially when it’s unclear how your skills transfer over to this new field.

Writing a career change cover letter requires a bit more strategy. You’ll want to highlight the obvious skills you have that relate to the job description, but you’ll also want to draw a line between experiences you’ve had in the past and responsibilities you might have in this new role. Finally, you’ll want to explain, if not emphasize, why you’re making the switch and what’s driving you toward this specific industry, company, or position.

The Job Description

Let’s say you’re someone who has experience supporting a sales team as an administrative assistant, and you’re now looking to become a sales representative. You come across the following job posting:

Responsibilities

  • Develop new sales techniques and strategies to build pipeline and hit team goals
  • Coordinate with other teams to increase lead generation efforts
  • Assist in the processing of new business, including contacting customers to finalize sales and service transactions

Requirements

  • 1-3 years of successful sales experience
  • Strong communication skills (oral and written)
  • Ability to thrive in a fast-paced, ever-changing environment
  • Ability to work independently to plan, set priorities, and effectively organize work
  • Proven ability to be persuasive, persistent, and confident in closing a sale

The Cover Letter Example

Here’s how you might translate your past experience over to this new (and exciting) prospect:

Dear Maria Ross,

The head of sales at Sunshine Inc. was in a bind. She needed six client meetings scheduled, 18 service transactions processed, and a summary of the team’s new lead generation campaign drafted before getting on a flight to Austin—in three hours. So, she turned to her cool-headed, sales-savvy administrative assistant for help. That assistant was me. Not only did I execute everything on her to-do list, I did it all before her plane left the ground.

For three years, I worked in lockstep with a busy, growth-oriented sales leader to support the business development team. As the sole administrative assistant in the department, I balanced a swath of competing priorities, ranging from data entry and meeting coordination to contacting customers, finalizing transactions, and creating promotional materials. This role helped me to develop a comprehensive understanding of the sales cycle, sales strategy, and pipeline growth.

Like many others, my career path hasn’t been entirely straightforward. After leaving Crabapple Media, I enrolled in a local coding training program. Six months later, I emerged with a certificate in computer programming and a certainty that I did not want to be a coder. But education is never wasted. I’m now an aspiring sales representative with experience supporting a thriving sales team and extensive knowledge of the tech space.

Here’s a little bit more about how my experience would translate into this role:

  • At Crabapple Media, I assisted in coordinating three annual sales strategy rollouts, each yielding a 26% increase in pipeline YoY.
  • At Sunshine Inc., I supported 12 independent team members in their lead generation efforts. I also assisted in processing an average of 300 sales transactions every quarter.
  • I thrive in busy, ever-changing environments that require me to communicate clearly and concisely. Supporting a high-volume team and a busy executive helped me to hone these skills—I typically sent more than 200 emails a day!

I would, of course, love to schedule a time for us to discuss this role and my experience, and I truly want to thank you for considering me.

All the best,
Jaclyne Dean
jdean@iloveemail.com
(123) 456-789

Download this example

Why This Works

The opener draws you in, leading you to want to learn more. It toots the person’s horn, but in a way that’s traceable. Then, the next couple sections explain both their experience in the sales space and in roles before, eventually tying that back to why they’re applying to this specific job. Similar to the impact cover letter, the author lists some of the more important qualities they bring to the table, doing a bit of keyword stuffing and resume gap explaining along the way.

Hopefully these cover letter examples help as you go to tackle your own. Remember: This is just one small step in the process! Take your time, but learn to move on when you’ve given it your all.

To further guide you, read some of the best cover letters we’ve ever encountered and check out this cover letter template.

And, don’t forget to edit! Read about how to cut a cover letter down to one page (because any longer and no one’s reading), plus everything you should double check before pressing submit.

SOURCE: https://www.themuse.com/advice/cover-letter-examples-every-type-job-seeker

Interviewing Image

by The Muse Editor

Wouldn’t it be great if you knew exactly what questions a hiring manager would be asking you in your next job interview?

We can’t read minds, unfortunately, but we’ll give you the next best thing: a list of more than 40 of the most commonly asked interview questions, along with advice for answering them all.

While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right person for the job.

Consider this list your interview question and answer study guide.

  1. Tell Me About Yourself.
  2. How Did You Hear About This Position?
  3. Why Do You Want to Work at This Company?
  4. Why Do You Want This Job?
  5. Why Should We Hire You?
  6. What Are Your Greatest Strengths?
  7. What Do You Consider to Be Your Weaknesses?
  8. What Is Your Greatest Professional Achievement?
  9. Tell Me About a Challenge or Conflict You’ve Faced at Work, and How You Dealt With It.
  10. Tell Me About a Time You Demonstrated Leadership Skills.
  11. What’s a Time You Disagreed With a Decision That Was Made at Work?
  12. Tell Me About a Time You Made a Mistake.
  13. Tell Me About a Time You Failed.
  14. Why Are You Leaving Your Current Job?
  15. Why Were You Fired?
  16. Why Was There a Gap in Your Employment?
  17. Can You Explain Why You Changed Career Paths?
  18. What’s Your Current Salary?
  19. What Do You Like Least About Your Job?
  20. What Are You Looking for in a New Position?
  21. What Type of Work Environment Do You Prefer?
  22. What’s Your Management Style?
  23. How Would Your Boss and Coworkers Describe You?
  24. How Do You Deal With Pressure or Stressful Situations?
  25. What Do You Like to Do Outside of Work?
  26. Are You Planning on Having Children?
  27. How Do You Prioritize Your Work?
  28. What Are You Passionate About?
  29. What Motivates You?
  30. What Are Your Pet Peeves?
  31. How Do You Like to Be Managed?
  32. Where Do You See Yourself in Five Years?
  33. What’s Your Dream Job?
  34. What Other Companies Are You Interviewing With?
  35. What Makes You Unique?
  36. What Should I Know That’s Not on Your Resume?
  37. What Would Your First 30, 60, or 90 Days Look Like in This Role?
  38. What Are Your Salary Requirements?
  39. What Do You Think We Could Do Better or Differently?
  40. When Can You Start?
  41. Are You Willing to Relocate?
  42. How Many Tennis Balls Can You Fit Into a Limousine?
  43. If You Were an Animal, Which One Would You Want to Be?
  44. Sell Me This Pen.
  45. Is There Anything Else You’d Like Us to Know?
  46. Do You Have Any Questions for Us?
  47. Bonus Questions

Classic Questions

These frequently asked questions touch on the essentials hiring managers want to know about every candidate: who you are, why you’re a fit for the job, and what you’re good at. You may not be asked exactly these questions in exactly these words, but if you have answers in mind for them, you’ll be prepared for just about anything the interviewer throws your way.

1. Tell Me About Yourself.

This question seems simple, so many people fail to prepare for it, but it’s crucial. Here’s the deal: Don’t give your complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Muse writer and MIT career counselor Lily Zhang recommends using a present, past, future formula. Talk a little bit about your current role (including the scope and perhaps one big accomplishment), then give some background as to how you got there and experience you have that’s relevant. Finally, segue into why you want—and would be perfect for—this role.

Read More: A Complete Guide to Answering “Tell Me About Yourself” in an Interview (Plus Examples!)

2. How Did You Hear About This Position?

Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.

Read More: 3 Ways People Mess Up the (Simple) Answer to “How Did You Come Across This Job Opportunity?”

3. Why Do You Want to Work at This Company?

Beware of generic answers! If what you say can apply to a whole slew of other companies, or if your response makes you sound like every other candidate, you’re missing an opportunity to stand out. Zhang recommends one of four strategies: Do your research and point to something that makes the company unique that really appeals to you; talk about how you’ve watched the company grow and change since you first heard of it; focus on the organization’s opportunities for future growth and how you can contribute to it; or share what’s gotten you excited from your interactions with employees so far. Whichever route you choose, make sure to be specific. And if you can’t figure out why you’d want to work at the company you’re interviewing with by the time you’re well into the hiring process? It might be a red flag telling you that this position is not the right fit.

Read More: 4 Better Ways to Answer “Why Do You Want to Work at This Company?”

4. Why Do You Want This Job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you’re doing great things, so I want to be a part of it”).

Read More: 3 Steps for Answering “Why Do You Want This Job?”

5. Why Should We Hire You?

This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, but also deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates.

Read More: 3 Better Ways to Answer “Why Should We Hire You?”

6. What Are Your Greatest Strengths?

Here’s an opening to talk about something that makes you great—and a great fit for this role. When you’re answering this question, think quality, not quantity. In other words, don’t rattle off a list of adjectives. Instead, pick one or a few (depending on the question) specific qualities that are relevant to this position and illustrate them with examples. Stories are always more memorable than generalizations. And if there’s something you were hoping to mention because it makes you a great candidate, but you haven’t had a chance yet, this would be the perfect time.

Read More: 3 Smart Strategies for Answering “What’s Your Greatest Strength?”

7. What Do You Consider to Be Your Weaknesses?

What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you get more comfortable when addressing a crowd.

Read More: 4 Ways to Answer “What Is Your Greatest Weakness?” That Actually Sound Believable

Questions About Your Work History

The meat of any job interview is your track record at work: what you accomplished, how you succeeded or failed (and how you dealt with it), and how you behaved in real time in actual work environments. If you prep a few versatile stories to tell about your work history and practice answering behavioral interview questions, you’ll be ready to go.

8. What Is Your Greatest Professional Achievement?

Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don’t be shy when answering this interview question! A great way to do so is by using the STAR method: situation, task, action, results. Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), then describe what you did (the action) and what you achieved (the result): “In one month, I streamlined the process, which saved my group 10 person-hours each month and reduced errors on invoices by 25%.”

Read More: How to Knock Your Next Interview Out of the Park

9. Tell Me About a Challenge or Conflict You’ve Faced at Work, and How You Dealt With It.

You’re probably not eager to talk about conflicts you’ve had at work during a job interview. But if you’re asked directly, don’t pretend you’ve never had one. Be honest about a difficult situation you’ve faced (but without going into the kind of detail you’d share venting to a friend). “Most people who ask are only looking for evidence that you’re willing to face these kinds of issues head-on and make a sincere attempt at coming to a resolution,” former recruiter Rich Moy says. Stay calm and professional as you tell the story (and answer any follow-up questions), spend more time talking about the resolution than the conflict, and mention what you’d do differently next time to show “you’re open to learning from tough experiences.”

Read More: 3 Ways You’re Messing Up the Answer to, “Tell Me About a Conflict You’ve Faced at Work”

10. Tell Me About a Time You Demonstrated Leadership Skills.

You don’t have to have a fancy title to act like a leader or demonstrate leadership skills. Think about a time when you headed up a project, took the initiative to propose an alternate process, or helped motivate your team to get something done. Then use the STAR method to tell your interviewer a story, giving enough detail to paint a picture (but not so much that you start rambling) and making sure you spell out the result. In other words, be clear about why you’re telling this particular story and connect all the dots for the interviewer.

Read More: The Best Way to Answer “Tell Me About a Time You Demonstrated Leadership Skills” in a Job Interview

11. What’s a Time You Disagreed With a Decision That Was Made at Work?

The ideal anecdote here is one where you handled a disagreement in a professional way and learned something from the experience. Zhang recommends paying particular attention to how you start and end your response. To open, make a short statement to frame the rest of your answer, one that nods at the ultimate takeaway or the reason you’re telling this story. For example: “I learned early on in my professional career that it’s fine to disagree if you can back up your hunches with data.” And to close strong, you can either give a one-sentence summary of your answer (“In short…”) or talk briefly about how what you learned or gained from this experience would help you in the role you’re interviewing for.

Read More: How to Answer “Tell Me About a Time When…” Interview Questions

12. Tell Me About a Time You Made a Mistake.

You’re probably not too eager to dig into past blunders when you’re trying to impress an interviewer and land a job. But talking about a mistake and winning someone over aren’t mutually exclusive, Moy says. In fact, if you do it right, it can help you. The key is to be honest without placing blame on other people, then explain what you learned from your mistake and what actions you took to ensure it didn’t happen again. At the end of the day, employers are looking for folks who are self-aware, can take feedback, and care about doing better.

Read More: 3 Rules That Guarantee You’ll Nail the Answer to “Tell Me About a Time You Made a Mistake”

13. Tell Me About a Time You Failed.

This question is very similar to the one about making a mistake, and you should approach your answer in much the same way. Make sure you pick a real, actual failure you can speak honestly about. Start by making it clear to the interviewer how you define failure. For example: “As a manager, I consider it a failure whenever I’m caught by surprise. I strive to know what’s going on with my team and their work.” Then situate the example in relation to that definition and explain what happened. Finally, don’t forget to share what you learned. It’s OK to fail—everyone does sometimes—but it’s important to show that you took something from the experience.

Read More: 4 Steps for Answering “Tell Me About a Time When You Failed”

14. Why Are You Leaving Your Current Job?

This is a toughie, but one you can be sure you’ll be asked. Definitely keep things positive—you have nothing to gain by being negative about your current employer. Instead, frame things in a way that shows that you’re eager to take on new opportunities and that the role you’re interviewing for is a better fit for you. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go from your most recent job? Keep it simple: “Unfortunately, I was let go,” is a totally acceptable answer.

Read More: 4 Better Ways to Answer “Why Are You Leaving Your Job?”

15. Why Were You Fired?

Of course, they may ask the follow-up question: Why were you let go? If you lost your job due to layoffs, you can simply say, “The company [reorganized/merged/was acquired] and unfortunately my [position/department] was eliminated.” But what if you were fired for performance reasons? Your best bet is to be honest (the job-seeking world is small, after all). But it doesn’t have to be a deal breaker. Frame it as a learning experience: Share how you’ve grown and how you approach your job and life now as a result. And if you can portray your growth as an advantage for this next job, even better.

Read More: Stop Cringing! How to Tell an Interviewer You’ve Been Fired

16. Why Was There a Gap in Your Employment?

Maybe you were taking care of children or aging parents, dealing with health issues, or traveling the world. Maybe it just took you a long time to land the right job. Whatever the reason, you should be prepared to discuss the gap (or gaps) on your resume. Seriously, practice saying your answer out loud. The key is to be honest, though that doesn’t mean you have to share more details than you’re comfortable with. If there are skills or qualities you honed or gained in your time away from the workforce—whether through volunteer work, running a home, or responding to a personal crisis—you can also talk about how those would help you excel in this role.

Read More: How to Explain the Gap in Your Resume With Ease

17. Can You Explain Why You Changed Career Paths?

Don’t be thrown off by this question—just take a deep breath and explain to the hiring manager why you’ve made the career decisions you have. More importantly, give a few examples of how your past experience is transferable to the new role. This doesn’t have to be a direct connection; in fact, it’s often more impressive when a candidate can show how seemingly irrelevant experience is very relevant to the role.

Read More: How to Explain Your Winding Career Path to a Hiring Manager

18. What’s Your Current Salary?

It’s now illegal for some or all employers to ask you about your salary history in several cities and states, including New York City; Louisville, North Carolina; California; and Massachusetts. But no matter where you live, it can be stressful to hear this question. Don’t panic—there are several possible strategies you can turn to. For example, you can deflect the question, Muse career coach Emily Liou says, with a response like: “Before discussing any salary, I’d really like to learn more about what this role entails. I’ve done a lot of research on [Company] and I am certain if it’s the right fit, we’ll be able to agree on a number that’s fair and competitive to both parties.” You can also reframe the question around your salary expectations or requirements (see question 38) or choose to share the number if you think it will work in your favor.

Read More: Here’s How You Answer the Illegal “What’s Your Current Salary” Question

19. What Do You Like Least About Your Job?

Tread carefully here! The last thing you want to do is let your answer devolve into a rant about how terrible your current company is or how much you hate your boss or that one coworker. The easiest way to handle this question with poise is to focus on an opportunity the role you’re interviewing for offers that your current job doesn’t. You can keep the conversation positive and emphasize why you’re so excited about the job.

Read More: What Interviewers Really Want When They Ask, “What Do You Like Least About Your Job?”

Questions About You and Your Goals

Another crucial aspect of an interview? Getting to know a candidate. That’s why you’ll likely encounter questions about how you work, what you’re looking for (in a job, a team, a company, and a manager), and what your goals are. It’s a good sign if your interviewers want to make sure you’ll be a good fit—or add—to the team. Use it as an opportunity!

20. What Are You Looking for in a New Position?

Hint: Ideally the same things that this position has to offer. Be specific.

Read More: 4 Steps for Answering “What Are You Looking for in a New Position?”

21. What Type of Work Environment Do You Prefer?

Hint: Ideally one that’s similar to the environment of the company you’re applying to. Be specific.

Read More: 3 Steps to Answering “What Type of Work Environment Do You Prefer?”

22. What’s Your Management Style?

The best managers are strong but flexible, and that’s exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach…”) Then share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company’s top salesperson.

Read More: How to Answer “What’s Your Management Style?”

23. How Would Your Boss and Coworkers Describe You?

First of all, be honest (remember, if you make it to the final round, the hiring manager will be calling your former bosses and coworkers for references!). Then try to pull out strengths and traits you haven’t discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.

Read More: 3 Strategies for Answering “How Would Your Boss or Coworkers Describe You?”

24. How Do You Deal With Pressure or Stressful Situations?

Here’s another question you may feel the urge to sidestep in an effort to prove you’re the perfect candidate who can handle anything. But it’s important not to dismiss this one (i.e. don’t say “I just put my head down and push through it” or “I don’t get stressed out”). Instead, talk about your go-to strategies for dealing with stress (whether it’s meditating for 10 minutes every day or making sure you go for a run or keeping a super-detailed to-do list) and how you communicate and otherwise proactively try to mitigate pressure. If you can give a real example of a stressful situation you navigated successfully, all the better.

Read More: 3 Ways You’re Messing Up the Answer to “How Do You Deal With Stressful Situations?”

25. What Do You Like to Do Outside of Work?

Interviewers will sometimes ask about your hobbies or interests outside of work in order to get to know you a little better—to find out what you’re passionate about and devote time to during your off-hours. It’s another chance to let your personality shine. Be honest, but keep it professional and be mindful of answers that might make it sound like you’re going to spend all your time focusing on something other than the job you’re applying for.

Read More: 5 Secrets for Acing Your Next Interview

26. Are You Planning on Having Children?

Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation and might not realize these are off-limits—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question, think: “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?”

Read More: 5 Illegal Interview Questions and How to Dodge Them

27. How Do You Prioritize Your Work?

Your interviewers want to know that you can manage your time, exercise judgement, communicate, and shift gears when needed. Start by talking about whatever system you’ve found works for you to plan your day or week, whether it’s a to-do list app you swear by or a color-coded spreadsheet. This is one where you’ll definitely want to lean on a real-life example. So go on to describe how you’ve reacted to a last-minute request or another unexpected shift in priorities in the past, incorporating how you evaluated and decided what to do and how you communicated with your manager and/or teammates about it.

Read More: A Foolproof Method to Answer the Interview Question “How Do You Prioritize Your Work?”

28. What Are You Passionate About?

You’re not a robot programmed to do your work and then power down. You’re a human, and if someone asks you this question in an interview, it’s probably because they want to get to know you better. The answer can align directly with the type of work you’d be doing in that role—like if, for example, you’re applying to be a graphic designer and spend all of your free time creating illustrations and data visualizations to post on Instagram.

But don’t be afraid to talk about a hobby that’s different from your day-to-day work. Bonus points if you can “take it one step further and connect how your passion would make you an excellent candidate for the role you are applying for,” says Muse career coach Al Dea. Like if you’re a software developer who loves to bake, you might talk about how the ability to be both creative and precise informs your approach to code.

Read More: 3 Authentic Ways to Answer “What Are You Passionate About?” in a Job Interview

29. What Motivates You?

Before you panic about answering what feels like a probing existential question, consider that the interviewer wants to make sure you’re excited about this role at this company, and that you’ll be motivated to succeed if they pick you. So think back to what has energized you in previous roles and pinpoint what made your eyes light up when you read this job description. Pick one thing, make sure it’s relevant to the role and company you’re interviewing for, and try to weave in a story to help illustrate your point. If you’re honest, which you should be, your enthusiasm will be palpable.

Read More: 5 Easy Steps to Answer “What Motivates You?” in an Interview

30. What Are Your Pet Peeves?

Here’s another one that feels like a minefield. But it’ll be easier to navigate if you know why an interviewer is asking it. Most likely, they want to make sure you’ll thrive at their company—and get a glimpse of how you deal with conflict. So be certain you pick something that doesn’t contradict the culture and environment at this organization while still being honest. Then explain why and what you’ve done to address it in the past, doing your best to stay calm and composed. Since there’s no need to dwell on something that annoys you, you can keep this response short and sweet.

Read More: 6 Tips for Answering “What Are Your Pet Peeves?” in an Interview

31. How Do You Like to Be Managed?

This is another one of those questions that’s about finding the right fit—both from the company’s perspective and your own. Think back on what worked well for you in the past and what didn’t. What did previous bosses do that motivated you and helped you succeed and grow? Pick one or two things to focus on and always articulate them with a positive framing (even if your preference comes from an experience where your manager behaved in the opposite way, phrase it as what you would want a manager to do). If you can give a positive example from a great boss, it’ll make your answer even stronger.

Read More: 3 Easy Steps to Answer “How Do You Like to Be Managed?” in an Interview

32. Where Do You See Yourself in Five Years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you’ve set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn’t the first time you’re considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

Read More: How to Answer “Where Do You See Yourself in 5 Years?”

33. What’s Your Dream Job?

Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them.

Read More: The Secret Formula to Answering “What’s Your Dream Job?” in an Interview

34. What Other Companies Are You Interviewing With?

Companies might ask you who else you’re interviewing with for a few reasons. Maybe they want to see how serious you are about this role and team (or even this field) or they’re trying to find out who they’re competing with to hire you. On one hand, you want to express your enthusiasm for this job, but at the same time, you don’t want to give the company any more leverage than it already has by telling them there’s no one else in the running. Depending on where you are in your search, you can talk about applying to or interviewing for a few roles that have XYZ in common—then mention how and why this role seems like a particularly good fit.

Read More: How to Answer “What Other Companies Are You Interviewing With?”

35. What Makes You Unique?

“They genuinely want to know the answer,” Dea promises. Give them a reason to pick you over other similar candidates. The key is to keep your answer relevant to the role you’re applying to. So the fact that you can run a six-minute mile or crush a trivia challenge might not help you get the job (but hey, it depends on the job!). Use this opportunity to tell them something that would give you an edge over your competition for this position. To figure out what that is, you can ask some former colleagues, think back to patterns you’ve seen in feedback you get, or try to distill why people tend to turn to you. Focus on one or two things and don’t forget to back up whatever you say with evidence.

Read More: A Simple Way to Answer “What Makes You Unique?” in Your Job Search (Plus, Examples!)

36. What Should I Know That’s Not on Your Resume?

It’s a good sign if a recruiter or hiring manager is interested in more than just what’s on your resume. It probably means they looked at your resume, think you might be a good fit for the role, and want to know more about you. To make this wide-open question a little more manageable, try talking about a positive trait, a story or detail that reveals a little more about you and your experience, or a mission or goal that makes you excited about this role or company.

Read More: The Right Way to Answer “What Should I Know That’s Not on Your Resume?”

Questions About the Job

At the end of the day, the people on the other side of the hiring process want to make sure you could take on this role. That means they might ask you logistical questions to ensure that timing and other factors are aligned, and they might have you imagine what you’d do after starting.

37. What Would Your First 30, 60, or 90 Days Look Like in This Role?

Your potential future boss (or whoever else has asked you this question) wants to know that you’ve done your research, given some thought to how you’d get started, and would be able to take initiative if hired. So think about what information and aspects of the company and team you’d need to familiarize yourself with and which colleagues you’d want to sit down and talk to. You can also suggest one possible starter project to show you’d be ready to hit the ground running and contribute early on. This won’t necessarily be the thing you do first if you do get the job, but a good answer shows that you’re thoughtful and that you care.

Read More: 3 Interview Questions You Should Be Ready to Answer

38. What Are Your Salary Requirements?

The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and reaching out to your network. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then make sure the hiring manager knows that you’re flexible. You’re communicating that you know your skills are valuable, but that you want the job and are willing to negotiate.

You can also try to deflect or delay giving a number, especially if you get this question very early in the process, by saying something like, “I was hoping to get a sense of what range/band you had in mind for this role” or, as Liou suggests, “Before discussing any salary, I’d really like to learn more about what this role entails.”

Read More: Q&A: The Secret to Giving Your “Salary Requirements”

39. What Do You Think We Could Do Better or Differently?

This question can really do a number on you. How do you give a meaty answer without insulting the company or, worse, the person you’re speaking with? Well first, take a deep breath. Then start your response with something positive about the company or specific product you’ve been asked to discuss. When you’re ready to give your constructive feedback, give some background on the perspective you’re bringing to the table and explain why you’d make the change you’re suggesting (ideally based on some past experience or other evidence). And if you end with a question, you can show them you’re curious about the company or product and open to other points of view. Try: “Did you consider that approach here? I’d love to know more about your process.”

Read More: How to Answer the “How Would You Improve Our Company?” Interview Question Without Bashing Anyone

40. When Can You Start?

Your goal here should be to set realistic expectations that will work for both you and the company. What exactly that sounds like will depend on your specific situation. If you’re ready to start immediately—if you’re unemployed, for example—you could offer to start within the week. But if you need to give notice to your current employer, don’t be afraid to say so; people will understand and respect that you plan to wrap things up right. It’s also legitimate to want to take a break between jobs, though you might want to say you have “previously scheduled commitments to attend to” and try to be flexible if they really need someone to start a bit sooner.

Read More: 4 Ways to Answer the Interview Question “When Can You Start?”

41. Are You Willing to Relocate?

While this may sound like a simple yes-or-no question, it’s often a little bit more complicated than that. The simplest scenario is one where you’re totally open to moving and would be willing to do so for this opportunity. But if the answer is no, or at least not right now, you can reiterate your enthusiasm for the role, briefly explain why you can’t move at this time, and offer an alternative, like working remotely or out of a local office. Sometimes it’s not as clear-cut, and that’s OK. You can say you prefer to stay put for xyz reasons, but would be willing to consider relocating for the right opportunity.

Read More: The Best Responses to “Are You Willing to Relocate?” Depending on Your Situation

Questions That Test You

Depending on the style of the interviewer and company, you could get some pretty quirky questions. They’re often testing how you think through something on the spot. Don’t panic. Take a moment to think—and remember, there’s no one single correct answer or approach.

42. How Many Tennis Balls Can You Fit Into a Limousine?

1,000? 10,000? 100,000? Seriously? Well, seriously, you might get asked brain-teaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—they want to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So take a deep breath and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!)

Read More: 9 Steps to Solving an Impossible Brain Teaser in a Tech Interview (Without Breaking a Sweat)

43. If You Were an Animal, Which One Would You Want to Be?

Seemingly random personality-test type questions like these come up in interviews because hiring managers want to see how you can think on your feet. There’s no wrong answer here, but you’ll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say…”

Read More: 4 Steps for Answering Off-the-Wall Interview Questions

44. Sell Me This Pen.

If you’re interviewing for a sales job, your interviewer might put you on the spot to sell them a pen sitting on the table, or a legal pad, or a water bottle, or just something. The main thing they’re testing you for? How you handle a high-pressure situation. So try to stay calm and confident and use your body language—making eye contact, sitting up straight, and more—to convey that you can handle this. Make sure you listen, understand your “customer’s” needs, get specific about the item’s features and benefits, and end strong—as though you were truly closing a deal.

Read More: 4 Tips for Responding to “Sell Me This Pen” in an Interview

Wrapping-Up Questions

When it comes time for the interview to wind down, you might have a chance to add any last thoughts and you’ll almost certainly have time to ask the questions that will help you decide if this company and role might be great for you. In fact, if they don’t leave time for you to ask any questions at any of your interviews, that might be a red flag in itself.

45. Is There Anything Else You’d Like Us to Know?

Just when you thought you were done, your interviewer asks you this open-ended doozy. Don’t panic—it’s not a trick question! You can use this as an opportunity to close out the meeting on a high note in one of two ways, Zhang says. First, if there really is something relevant that you haven’t had a chance to mention, do it now. Otherwise, you can briefly summarize your qualifications. For example, Zhang says, you could say: “I think we’ve covered most of it, but just to summarize, it sounds like you’re looking for someone who can really hit the ground running. And with my previous experience [enumerate experience here], I think I’d be a great fit.”

Read More: How to Answer “Is There Anything Else You’d Like Us to Know?”

46. Do You Have Any Questions for Us?

You probably already know that an interview isn’t just a chance for a hiring manager to grill you—it’s an opportunity to sniff out whether a job is the right fit from your perspective. What do you want to know about the position? The company? The department? The team? You’ll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What’s your favorite part about working here?”) or the company’s growth (“What can you tell me about your new products or plans for growth?”)

Read More: 51 Great Questions to Ask in an Interview

Bonus Questions

Looking for more interview questions? Check out these lists of questions (and example answers!) for different types of interviews.

Source: https://www.themuse.com/advice/interview-questions-and-answers

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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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One of the practices that contributes to Michael Phelps’ success as a swimmer takes place well before he gets into the pool. As part of his training regimen, Phelps visualizes every detail of his race—from responding to something going wrong (like ripping his suit) to crossing the finish line ahead of his competitors.

Phelps has used visualization (along with other training methods, of course) to achieve incredible things in his career, like winning 28 Olympic medals to become the most decorated Olympian of all time. But you don’t need to be a world-class athlete to borrow his tricks—and I’m living proof.

Visualization has played an absolutely essential part in hitting a number of my career goals, such as pitching high-profile clients with confidence, scaling my business to six figures, and tackling large, complex projects without feeling completely overwhelmed. My visualization practice has, in many ways, acted as the bridge between where I am in my career at any given moment to where I want to be—by allowing me to see and feel my future success before it actually happens.

“Think about building a jigsaw puzzle. Have you ever attempted to build one without having the box top to look at? It is extremely difficult to complete the puzzle without knowing what the outcome should look like,” says executive leadership coach Cynthia Corsetti. “You may fit pieces together, you may get bits and pieces of the puzzle done, but it will take longer, be more challenging, and possibly never reach completion.”

Corsetti believes the same is true of your career; the more clear and detailed you are when you visualize what you want from your career, the easier it will be to make it a reality.

Of course, while visualization can definitely help you improve performance, for the best results, you need to pair it with action. Phelps didn’t just visualize himself winning races—he also spent hundreds and hundreds of hours in the pool.

Want to give visualization a try? Here’s what you need to know to get started.

Visualization 101

What’s Visualization?

Before we jump into how visualization can completely transform your career, let’s quickly cover what, exactly, visualization is.

“Visualization is the ability to create a clear picture in your mind of the exact circumstance you wish to create,” says Corsetti. “It has also been called setting intention, attraction, and ‘positive thinking,’” she adds. It’s “an actual skill that a person can learn.”

Visualization is seeing, feeling, and completely embodying a future outcome—whether that’s snagging the corner office, completing a marathon, or buying your dream home—before it happens. By creating your desired future outcome in your mind in as much detail as possible, you can actually transform your visualization into reality.

The Science

How Does Visualization Actually Work?

When you visualize yourself hitting a specific goal, your brain interprets that imagery as reality—and, as a result, creates new neural pathways to support that reality.

“Visualization is effective at boosting performance because it activates the same regions of the brain that are activated when actually performing a task—athletic, academic, [or] anything else,” says Roselyn Smith, a licensed psychologist, hypnotherapist, and management consultant. “It actually changes the pattern of our electrochemical brain waves.”

In other words, by using visualization, you’re tricking your brain into acting as if your desired outcome—whether that’s nailing a presentation, landing a big promotion, or launching your own business—has already happened. And because your brain thinks your desired outcome has already happened, you’re more likely to take the actions necessary to align with your brain’s perceived reality.

Visualization can even cause physical changes. One study found that participants who visualized workouts were able to increase their muscle mass by 13.5% over the course of 12 weeks—even though they never stepped foot inside a gym. (Imagine how much more they’d have gained if they’d actually worked out!)

The Exercises

What Visualization Exercises Can I Do to Be More Successful at Work?

So research has shown that visualization can work. But how, in practice, do you use it to make you more successful? Here are a few exercises to get you started.

Start With Basic Visualization
If you’re just hopping on board the visualization train, you’re going to want to start with the basics. Carve out a few quiet minutes each day to sit down, close your eyes, and picture where you want to go, who you want to be, and what you want to do in your career. You can start small (like picturing yourself rocking an upcoming presentation) or go big (like celebrating your first six-figure year in business).

The key to this exercise is being as specific as possible. See what’s going to happen clearly in your mind. Home in on all the small details, from what you’re wearing to the way you’re speaking. And let yourself experience the emotions that go along with the visualization (so, for example, the sense of pride you’d feel when landing a raise or the rush of excitement you’d get when you launch a new product). The more realistic you can make your visualization, the more effective it’ll be.

Picture the Worst-Case Scenario

There are bound to be obstacles on any career journey. With visualization, you can anticipate what they’ll be—and come up with a plan so you know exactly how to handle them when they arise.

Let’s say, for example, that you’re gearing up to pitch a new project idea to your team. Visualize all the things that could go wrong—your presentation crashes, you forget important information in the middle of your pitch, your team says they’re not interested—and, more importantly, how you’ll handle them.

Entrepreneur Tim Ferriss calls this “fear-setting;” basically, you spend time imagining all the potential worst-case scenarios and how you’d navigate them. This way, you’ll be prepared and have a game plan if and when it happens, and you’ll be much more likely to succeed as a result.

Focus on Specific Skills or Goals

As the previously mentioned study showed, practicing a task in your mind can yield measurable results—even if you never practice that task IRL.

Want to become a better public speaker? Spend time visualizing yourself speaking to large crowds. Want to increase the number of potential clients you speak to each day? Picture yourself hitting the phones and connecting with tons of prospects each day. The point is, the more you practice the skill in visualizations, the better you’ll be at said skill in reality.

Write it Down

Have a hard time visualizing things in your mind? No worries! Writing down your visualizations can be just as effective as picturing them in your head—perhaps even more so.

“I have my clients write a story that describes in detail what they want their future to look like—down to the pictures on the wall of their office,” says Corsetti. “Adults learn by using all their senses. By writing the exercise they are using their thoughts as well as the physical activity of writing which seals the idea and makes it more concrete.”

The Next Steps

What Else Do I Have to Do?

Clearly, visualization is a powerful tool. But here’s an important reminder: If you want to see real results, you need to pair it with tangible actions. You can visualize yourself calling up 100 client prospects a day—but if you never actually pick up the phone, you’re not going to get the results you’re looking for.

It’s “more than just ‘think about it and it will happen,’” says Corsetti. “You see, when you visualize yourself as a leader, or as an entrepreneur…you have to start to respond [and act] as you would in that role.”

So, for example, if you’re visualizing yourself landing a coveted promotion, in addition to picturing yourself in this new role, you need to start acting as if you’re already in it, whether that means taking on more responsibility, mentoring newer members of your team, or logging extra hours at the office.

And when you pack this one-two punch—visualization and action? “Opportunities begin to present themselves. You attract people and circumstances that will help you get there,” Corsetti explains. “It literally steps up your game on a daily basis.”

Visualization is like a roadmap for that old saying—if you can dream it, you can achieve it. Because the right exercises can help you imagine the career you want. And with that vision, plus the corresponding actions, you can start making it a reality.

 

Source: https://www.themuse.com/advice/visualization-exercises-boost-career

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HGT Australia and the University of Newcastle have signed a five-year deal that will see students of the training group gain credits and pathways into university.

 The contract opens up a serious of guaranteed credit and direct entry pathway arrangements for international students graduating at HGT Australia to progress onto various Bachelor degrees at the University of Newcastle. Better known locally as Novaskill, HGT Australia launched its International College in 2015.

Head of HGT’s International College Mr John Liddicoat said though HGT had campuses in other cities, Newcastle was its original home and it was fitting to have the deal in place with the university, with “two of Newcastle’s long established educational institutions working side by side.”

 

Source: https://www.theherald.com.au/story/5658012/hgt-in-pathway-deal-with-university-of-newcastle/

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There is certainly a time and a place for a resume overhaul. Taking a couple hours to really clean up your resume is worth doing before you start a job search, or even just once a year as a tune-up.

But sometimes, you don’t have that kind of time. Sometimes, you just have a few minutes, and you want to spend them giving your resume a quick polishing-up. And for those times, we made you this list of resume updates that only take a few minutes, but that can make a big difference in making your resume shine.

Choose how much time you have, pick a (mini) project, and get ready for your resume to be that much more eye-catching.

 

1. Switch the Font

Ready, switch the font of your resume to Helvetica, Arial, or Times New Roman—in other words, make sure it’s not hard to read (or stuck in Word’s standard Calibri). Using a common, clean font may not make your resume the prettiest out there, but it will make it more readable (and less likely to be rejected by applicant tracking systems).

2. Remove “References Available Upon Request”

If they want references, they’ll ask for them!), and use the extra space to add a detail about your abilities or accomplishments.

3. Delete the Resume Objective

That boring boilerplate “I am a hard working professional who wants to work in [blank] industry” is a bit obvious—why else would you be submitting your resume?—and takes up valuable space.

4. Spell Check

…and correct any mistakes.

5. Save it Correctly

Save your resume as a PDF if it’s in any other format. That way, the formatting won’t get messed up when your resume is opened on a different computer. (To see exceptions to this rule, click here.)

6. Change the File Name

Change the file name from “Resume” to “[First Name] [Last Name] Resume”—it makes things easier for hiring managers and ensures your resume doesn’t get lost in the crowd.

7. Remove Your Address.

If you’re not local, recruiters might not look any further. If you are, recruiters may take your commute time into account and turn you down if they think it would be too long.

8. Add Your LinkedIn Profile

In its place, add a link to your LinkedIn profile, as well as any other relevant social media handles (Twitter if it’s professional, Instagram or Flickr if you’re applying to social media or creative positions). Caveat: Never include Facebook, no matter how clean you keep it.

Don’t want to drop your whole ugly LinkedIn URL onto your resume? (Hint: You shouldn’t.) Create a custom URL to your public profile using simply /yourname (or some similar, simple variation if somebody already has your name). LinkedIn has instructions on its website.

9. Make All Your Hyperlinks Live

Your resume is most likely going to be read on a computer, so making things like your email address, LinkedIn and other social profiles, and personal websites clickable makes it easier for the recruiter to learn more about you.

10. Delete Irrelevant Data

Omit any references to your birthdate, marital status, or religion. Since it’s illegal for employers to consider this when looking at your application (at least in the U.S.), they can’t request it (and offering it makes you look a little clueless).

11. Get Rid of That Grad Year

If you’re more than three years out of college, remove your graduation year. Recruiters only really want to know that you got a degree, and you don’t want them to inadvertently discriminate based on your age.

12. Move Your Education

While you’re at it, do a little rearranging, and move education down below your experience. Unless you’re a recent graduate, chances are your last one or two jobs are more important and relevant to you getting the job.

13. Make it Readable

To improve readability, increase the line spacing (also called leading) to at least 120% of the font size. To do this in Word, go to Format and select Paragraph. In the pulldown under Line Spacing, choose Exactly and set the spacing to two points above the size of your font (so, 12 if your font is 10 point).

14. Reduce Your Margins

Need a little more space to work with? Reduce your top and bottom margins to 0.5″ and your side margins to no less than 0.75″. This will keep your resume clean and readable but give you more room to talk about what you’ve got.

15. Leave High School Behind

Remove anything high school-related unless you’re a year out of college or need to bulk up your resume and did something highly relevant (and awesome) during your high school years.

16. Update Your Skills Section

Add any new skills you’ve gained, and remove anything that is a little dated (nobody wants to hear that you have Microsoft Word experience anymore—they expect it).

17. Break Up Your Skills Section

If you have lots of skills related to a position—say, foreign language, software, and leadership skills—try breaking out one of those sections and listing it on its own (“Language Skills” or “Software Skills”).

18. Double-Check Formatting

Make sure formatting is consistent across your resume. You want all headers to be in the same style, all indentations to line up, all bullet points to match, and the like. You don’t want the styling to look sloppy!

19. Remove Acronyms

Find any acronyms, and write out the full name of the title, certification, or organization. You should include both, at least the first time, to make sure the recruiter knows what you’re talking about and so an applicant tracking system will pick it up no matter which format it is looking for. For example: Certified Public Accountant (CPA).

20. Get Rid of Distracting Design

Unless you are a designer or are submitting a (carefully crafted) creative resume, remove any photos or visual elements. On a more traditional resume, they generally just distract from the information at hand (and can confuse applicant tracking systems).

21. Work Around Your Gaps

If you have gaps of a few months in your work history, swap out the usual start and end dates for each position with years only (e.g., 2010-2012).

22. Do a Verb Swap

Swap out a couple of your boring verbs for some more powerful (and interesting) ones. Check out our list if you need inspiration.

23. Now, Do an Adjective Swap

Swap out a couple of generic adjectives or titles (words like “detail-oriented” or “experienced” are overused and don’t tell a recruiter much) with stronger language that better describes your more unique strengths.

24. List Your Promotions Correctly

Worked multiple jobs within the same organization? Learn how to list them right on your resume, then update it as such.

25. Leave History in the Past

As a rule, you should only show the most recent 10 to 15 years of your career history and only include the experience relevant to the positions to which you are applying. So if you have anything really dated or random, remove it and use the space to bulk up other sections or add something more relevant.

26. Look for Orphan Words

Go through line by line and take note of any orphan words (single words left on a line by themselves). See how you can edit the previous line so they can fit—making your resume look cleaner and opening up extra lines for you to do other things with.

27. Make it Skimmable

Make your document easier to skim by adding divider lines between sections. Check out section three of this great guide for instructions.

28. Use Numerals

Include any numbers on your resume? Go through and change them all to numerical form, instead of written out (i.e., 30% instead of thirty percent). Even small numbers that are often spelled out should be written numerically—it makes them pop to the reviewer and saves space.

29. Read it Out Loud.

This will not only help you catch any spelling or grammar errors, but it will also help you notice any sentences that sound awkward or that are hard to understand.

30. Check Out the Top

Look at your resume “above the fold.” In other words, take a close look at the top third of your resume—the part that will show up on the screen when the hiring manager clicks “open” on that PDF. That’s what’s going to make your first impression—so make sure it serves as a hook that makes the hiring manager eager to read more.

31. Shorten Your Bullet Points

Make sure you have no more than six to seven bullet points for any given position. If you do? Cut and condense. No matter how long you’ve been in a job or how good your bullets are, the recruiter just isn’t going to get through them.

32. Identify Your Narrative

Give your resume to someone who doesn’t know you well to look at for 30 seconds. Then ask: What are the three most memorable things? What’s the narrative? Take this feedback and think about how you can adjust your resume to get it closer to where you want.

33. Use a Word Cloud

Similarly, drop your resume into a word cloud generator and see which keywords are popping out. If the most prominent ones aren’t what you want to be remembered by, or if there are important words that aren’t present, think about how you can tweak your resume to make that more clear.

34. Quantify Everything

Go through your bullet points, and add as many numbers and percentages as you can to quantify your work. How many people were impacted? By what percentage did you exceed your goals? (And, yes, it’s OK to estimate as long as you can roughly prove it.)

35. Make Your Benefit Clear

Pick a few statements to take one step further, and add in what the benefit was to your boss or your company. By doing this, you clearly communicate not only what you’re capable of, but also the direct benefit the employer will receive by hiring you.

36. Consider Adding a Qualifications Section

Perhaps in lieu of your now-deleted “Career Objective?” This should be a six-sentence (or bullet pointed) section that concisely presents the crème of the crop of your achievements, major skills, and important experiences. By doing this, you’re both appeasing any applicant tracking systems with keywords and giving the hiring manager the juicy, important bits right at the top.

37. Update Your Header to Make it Pop

You don’t have to have a ton of design knowledge to make a header that looks sleek and catches a recruiter’s eye. (Hint: Use this same header on your resume and cover letter to make your “personal brand” look really put together.)

38. Fill it Up

Need to fill up more space on your resume, or feel like you’re light on the experience? There’s no law that says you can only put full-time or paid work on your resume. So, if you’ve participated in a major volunteer role, worked part-time, freelanced, or blogged? Add a couple of these things as their own “jobs” within your career chronology.

39. Or, Cut it Down

If you need more space on your resume, check and see if any of your formatting decisions are taking up unnecessary space. Does your header take up too much at the top? Do you have any extra line breaks that you don’t really need? Tinker around with the formatting and see how much space you can open up (without your resume looking crowded or messy).

40. Make Your Bullet Points Make Sense

Look at each bullet point and make sure it’s understandable to the average person. Remember that the first person who sees your resume might be a recruiter, an assistant, or even a high-level executive—and you want to be sure that it is readable, relevant, and interesting to all of them.

41. Use a Resume Template

So you’ll look extra polished.

42. Update All Your Roles

Make sure all of the experience on your resume is updated. Add any awards you’ve received, new skills you’ve taken on, articles you’ve published, or anything else awesome you’ve done.

43. Spread the Word

Hop over to your LinkedIn profile, and make any updates you’ve just made to your resume to your summary and experience sections there.

44. Ask a Friend to Help

Email three of your friends or professional contacts asking (nicely!) for a peek at their resumes. You might be able to get some inspiration for your own (or even help them out).

45. Get That Baby Out There

Find an awesome job to apply to with one of our partner companies, then get started on your cover letter with our easy-to-follow guide.

 

Source: https://www.themuse.com/advice/45-quick-changes-that-help-your-resume-get-noticed?ref=long-reads-0

1

The first 90 days of your new job are crucial to set yourself up for long-term career success. It’s where you make good on the promises you touted during your interview and set the stage for how people perceive you.

That’s why asking for feedback during this time is so, so important. It quickly demonstrates to your new boss that you’re invested, you’re committed to excellence, and that you’re in this for the long haul.

Plus, if done well, you can earn major brownie points that may help you get recognized later for opportunities to work on interesting projects or even advance more quickly.

Easy enough, right? Now that you know just how important your first 90 days are, here are some guidelines for how to ask for feedback to ensure you’re on the right path (or how to get on it).

When Should You Ask?

Eliciting feedback in these crucial first few days is a balance between giving your new manager and co-workers enough time to form concrete thoughts and opinions of you, while also being proactive in prompting feedback that will help you as you get onboarded.

Rule of thumb: Don’t expect a formal review by the end of week one. After that, it’s all a judgement call. How much real work have you actually had a chance to do? If you’ve just completed a big project or finished a tougher assignment, now may be the perfect time to ask for some input on how you did. Regardless of the above, don’t let three weeks go by without making the big ask.

A good rhythm for how frequently you continue to check-in will hinge on the volume and involvement of your work. That said, a good best practice is no more than once a week, but no less than once a month.

How Should You Ask?

Don’t pounce at the water cooler or in the bathroom while your boss is washing her hands. Reach out to your manager via email or in person and request a meeting directly. Explain what the meeting is for—people will appreciate having a heads-up so they can prepare ideas ahead of time.

Try something like, “I’d like 15 minutes of your time to talk about how you think things are going so far with me. Are you satisfied with what I’m doing, and the work I’m producing? Is there anything I can be doing differently?”

What Should You Ask?

Give your manager suggestions on what you want to hear, such as, “How am I integrating within the team?” “Am I operating at the speed you need me to?” or “How is the quality of my work? Any development areas you have already identified that I can work on?”

This is also the time to coach your manager on what you need in terms of resources. Would you benefit from regular one-on-ones or additional training? Perhaps a tracking system that you and your manager have access to to share what you’re working on?

Who Should You Ask?

Besides your boss, co-workers are also a great resource for feedback. While it doesn’t need to be as formal as with a manager, try crafting an email along the lines of, Hey, I’m loving it here so far, and would love to get some feedback from you to make sure I’m setting myself up for long term success. It’s really important to me I’m doing a good job and making a good impression.

The reality of soliciting feedback is that it may not always be 100% positive. So, prepare yourself mentally. All your good intentions will immediately be nullified if you go into “defensive” mode. Keep your ego out of this conversation and stay open and non-judgmental.

Then, send a follow-up email thanking your manager or colleague for their time and candor, and briefly outline your takeaways and any next steps you plan to take. Implement any areas of improvement right away and follow-up with your boss to make sure the adjustments you’re making are correct and noticed.

We know there’s a lot to learn in your first 90 days. You’ve got new systems, technologies, faces, and names to remember, and so much more. It’s easy to feel overwhelmed.

Incorporating this advice displays maturity and commitment on your part, and will also give you a good indication of whether you’re doing well, or need to make some adjustments before its too late. Regardless of what you learn, it will empower you to excel in your new role.

 

Source: https://www.themuse.com/advice/how-to-ask-for-feedback-first-90-days-successful-new-job

1

There’s one thing you likely already know: If you still have an objective statement perched at the top of your resume, it’s time for some serious updating.

That formal (and, let’s be honest, totally useless) blurb of the past has since made way for something new: a summary statement.

So… uhh… what exactly is a summary statement? It’s a few short lines or bullet points that go at the top of your document and make it easy for the hiring manager to understand your experience and qualifications. Basically, it explains what you bring to the table for that employer.

It sounds simple in theory. But, if you’re anything like me, when you sit down to actually crank out that brief little blurb, you’re left staring at a menacing blinking text cursor for a good half hour. Yes, even I struggle with these—and I make my living as a writer.

Fortunately, there’s nothing like a little bit of inspiration to get your creative juices flowing. So, I’ve pulled together three real resume summary statements that are sure to get a hiring manager’s attention.

Extract some lessons from what these people did well, and you’ll take a little bit of the stress and pain out of writing your own.

Who Needs a Summary Statement?

Just wait—before we jump right into the samples, this is an important question to answer.

If you’re one of those people who has righteously told yourself, “Psh, summary statement? I don’t need one of those!”—well, you might be right, they work better for some people than for others.

“Summary statements are usually best for more experienced professionals with years of experiences to tie together with a common theme. Or, alternatively, they can be used to tie together disparate experiences with a set of key transferable skills,” explains Muse writer, Lily Zhang, in her article on the topic.

If you’re someone with a pretty straightforward career history and path, that precious real estate might be better used for bullet points, rather than this type of paragraph. But, if you’re an experienced candidate or are changing careers? This could be just what you need to make your resume a little more cohesive.

1. Start by Saying Who You Are

“Editorial-minded marketer and communications strategist transforming the way brands interact with audiences through content. With over seven years of experience at consumer startups, media companies, and an agency, brings a thoughtful perspective and blend of creative chops and digital data-savvy. Entrepreneurial at heart and a team player recognized for impassioned approach and colorful ideas.”

Why it Works: “This is a great example of a concise and compelling summary because it explains who this professional is (first line), puts her experience into context (second line), and highlights her intangible strengths (final sentence),” explains Jaclyn Westlake, career expert, resume writer, and writer for The Muse, of this summary she worked on with a client.

But, what this statement does exceptionally well is start with a powerful statement about exactly who this candidate is and what she does. “If this were the only sentence a hiring manager read about this candidate, she’d still have a pretty good idea what this person is about,” Westlake adds.

2. Make it an Elevator Pitch

“High-achieving Enterprise software account manager driven to increase sales in established accounts while reaching out to prospects. Help Fortune 500 companies gain a competitive edge and increase revenue by identifying customer needs, providing recommendations, and implementing technology products that solve problems and enhance capabilities.”

Why it Works: One way to make writing your own resume summary statement easier? Think of it like an elevator pitch.

Since employers care most about what sort of value you can add to their organization, it’s smart to follow in the footsteps of this sample and use the bulk of your summary to emphasize not only what you do, but why it’s important.

“This summary clearly articulates who he is, whom he serves, and how he helps,” says Theresa Merrill, Muse Master Career Coach, of this client sample she provided.

Maybe you won’t use words like “gain a competitive edge” or “increase revenue” in your own statement. But, give some thought to how your skills and expertise help the overall organization, and then weave that into your statement.

3. Keep it Short

“Award-winning journalist and digital producer offering extensive experience in social media content curation, editing, and storytelling. Adept at transforming complex topics into innovative, engaging, and informative news stories.”

Why it Works: This one is significantly shorter than the other statements included here. But, that doesn’t mean it’s any less effective.

“It’s short and sweet,” says Merrill of this statement she wrote for a client, “It highlights his expertise right away with a word like ‘award-winning’ and also shares what makes him unique.”

When you’re trying to keep things to one page, you know by now that space is limited on your resume. So, the more concise you can make your statement—while still ensuring it still packs a punch—the better.

If you do choose to move forward with a resume summary statement, remember to treat it as your own personal highlight reel.

“A summary isn’t meant to be a regurgitation of the information already on your resume,” concludes Westlake, “It should serve to further enhance the reader’s understanding of your experience, specialties, and strengths. It’s also an excellent way to tie your work history together to help hiring managers better understand how your experience would translate into the role they’re recruiting for.”

Think through what you bring to the table and then use these three samples as your inspiration, and you’re sure to craft a resume summary statement that grabs that hiring manager’s attention

 

Source: https://www.themuse.com/advice/3-resume-summary-examples-thatll-make-writing-your-own-easier

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Unemployment or changing jobs or being stuck in a career rut is stressful no matter how you look at it, but when you multiply it by two, it can really take a toll on you and your relationship.

When my husband and I lost our jobs within six weeks of each other, we were in shock—and found ourselves spending a lot of time together, for better or for worse. During that harrowing period, we attempted to reinvent ourselves as professionals without losing who we were as a couple.

Now that we’re both collecting paychecks again, it’s easy to see many of the mistakes we made as we navigated the rocky road back to full-time employment together. The following is my hard-won wisdom on how to handle joint career stress without losing your peace of mind or your relationship in the process.

Respect Each Other’s Methods

Remember the old “opposites attract?” Well, my husband and I approached our job searches from completely different angles. I regarded it as a numbers games, sending my resume far and wide, while my husband was more strategic, cultivating connections and networking with everyone he’d ever met.

When I tried to convince him to give my way a go when some of his leads didn’t pan out, he insisted his strategy would eventually bear fruit. Likewise, when he suggested I get back in touch with people I hadn’t spoken with in years, I hesitated. Though we were skeptical of each other’s methods, neither of us was right nor wrong.

Respect your partner’s approach to their career, and if you can borrow what’s working for them and incorporate it into your own game plan, all the better. Because, ultimately, both tactics led us to new positions.

Work as a Team

During a rough career patch, you can definitely feel isolated and alone. If there’s an upside to facing it as a couple, it’s that you’ve got a partner who is attempting to overcome the same hurdle, which means your relationship has probably never been filled with more empathy. Use that compassion to cheer each other on and be encouraging on those dark days when your inboxes seem to overflow with rejection emails.

In addition to providing emotional support, you can benefit from having a ready and willing interview partner. Trust me, it’s a lot better to make mistakes in a mock interview with your significant other than with your would-be boss.

Be Gentle With Each Other

When you’re feeling raw and vulnerable during this time, something as small as a sideways glance can feel like a devastating slight.

Though it might be tempting to offer advice, sometimes your partner may just want to vent and know that their feelings are heard and valid. It’s important to keep communication open and figure out what makes each of you feel supported.

When my husband was passed over for a position we were almost certain he’d get, I found myself saying things like, “I don’t understand. How could you not have gotten it?” This ultimately wasn’t helpful for either of us. People process these life events in different ways, so treat each other with care.

Put Away Your Pride and Get Help if You Need It

There’s no denying that a career bump can cause your confidence to plummet while your stress level skyrockets. These factors can wreak havoc on even the most rock-solid relationship. Just remember, you’re not alone.

From career counseling to marriage counseling, if this period is taking a toll on your mental health or your relationship, seek help. Having a professional third party provide strategies for navigating this difficult period can assist you in getting back on track.

Though it may not feel like it while you’re in the thick of it, you will come out on the other side, and when you do, your relationship may be stronger for having weathered this challenging period nobly together.

 

Source: https://www.themuse.com/advice/how-to-deal-relationship-rough-career-change?ref=recently-published-0

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20 years ago, you probably would’ve laughed if someone said your life would one day be irrevocably changed by a company called Google. What’s a google?

But, as you know, Google’s become the largest entity in one of the biggest tech companies in the world. And it’s giving you a glimpse inside its robust research on what makes a great manager.

It’s no secret that being a good manager can make all the difference in how happy your team is and how well it performs. Google not only proved this to skeptics years ago, but also identified eight (later updated to 10) behaviours of its best managers. So why not learn from one of the most successful data-driven companies out there?

1. “Is a Good Coach”

Employees need and appreciate a manager who takes time to coach and challenge them, and not just when they’re behind.

As Muse contributor Avery Augustine put it, “When it comes to clients, the squeaky wheel usually gets the grease.” The same is true, she said, of employees you manage.

But “I realized that every employee needs to be managed—star performer or not,” she wrote. “And simply leaving some employees to do their jobs without any type of feedback or guidance was detrimental to their career development.”

2. “Empowers Team and Does Not Micromanage”

Micromanaging’s a common mistake managers make without even realizing it, one that discourages and frustrates employees.

But Google’s research found that its best managers don’t, instead offering the right balance of freedom and advice, showing they trust their direct reports, and advocating for the team, according to a sample breakdown from an internal presentation included in a 2013 Harvard Business Review article.

3. “Creates an Inclusive Team Environment, Showing Concern for Success and Well-Being”
In the first iteration of the list, this was described as “expresses interest in and concern for team members’ success and personal well-being.”

Several years later, the company’s updated this entry to reflect research on psychological safety that allows for risk-taking—which Google identified as an important characteristic of effective teams—and unbiasing, or the process of becoming aware of and combatting unconscious biases.

It’s not enough just to have a diverse team, good leaders and managers strive to create an inclusive environment every day.

4. “Is Productive and Results-Oriented”

Employees don’t want to work for a lazy boss. They’d rather be part of a team that’s productive and successful, and that’s hard to do if the leader doesn’t set the tone.

Former Muse editor Adrian Granzella Larssen explained that becoming a boss means you have to be on model behavior.

“As a manager, you’ll be looked to as a role model,” she wrote. “You can’t expect people to give their best at work if they don’t see you doing it, so be sure you’re always on your A game.” That means putting in the effort and getting results.

5. “Is a Good Communicator—Listens and Shares Information”

Communicating effectively is one of the basics of being a good manager (or a good employee for that matter). But it’s also important to remember that great managers prioritize listening.

“Focused, curious listening conveys an emotional and personal investment in those who work for us,” according to Muse contributor Kristi Hedges. “When you listen to people, they feel personally valued. It signals commitment.”

6. “Supports Career Development and Discusses Performance”

Google recently added the “discusses performance” component to this behaviour. The company pointed to research from Gallup that found only half of employees know what expectations they should be fulfilling at work.

“To free employees to take initiative and inspire high performance,” Gallup concluded, “managers need to set clear expectations, hold employees accountable for meeting them and respond quickly when employees need support.”

In other words, managers should not only help their team develop skills and advance their careers, but also be clear about expectations and give honest feedback about performance.

7. “Has a Clear Vision/Strategy for the Team”

Stephanie Davis, who won one of Google’s Great Manager Awards, told HBR that feedback reports helped her realize how important it was to communicate team vision in addition to company vision.

“They wanted me to interpret the higher-level vision for them,” she said. “So I started listening to the company’s earnings call with a different ear. I didn’t just come back to my team with what was said; I also shared what it meant for them.”

A clear and shared vision can also help members of your team work well together.

 

8. “Has Key Technical Skills to Help Advise the Team”

When Google first released its list of behaviors, the findings were somewhat anti-climactic. “My first reaction was, that’s it?” Laszlo Bock, then the Vice President of People Operations, told The New York Times in 2011.

The entries on the list may’ve been obvious, but their relative importance wasn’t, as Bock’s team found out when it ranked the behaviours.

“In the Google context, we’d always believed that to be a manager, particularly on the engineering side, you need to be as deep or deeper a technical expert than the people who work for you,” he said. “It turns out that that’s absolutely the least important thing. It’s important, but pales in comparison.”

So all hope isn’t lost if you find yourself managing people who know more than you.

9. “Collaborates Across Google”

Google recently extended its list by two when its employee survey found that effective cross-organization collaboration and stronger decision-making were important to Googlers.

Whether you’re at a large corporation, an early-stage startup, or a nonprofit, managing your team and leading it to success can depend at least in part on how well you can work with other teams.

Muse contributor Rebecca Andruszka gave some tips for improving communication with other departments for “the collective betterment of the company” (and, as she wrote, to avoid feeling like you work in Congress).

10. “Is a Strong Decision Maker”

Google’s last addition is a reminder that while it’s important for a manager to listen and share information, employees also appreciate one who can make decisions.

Muse Founder and President Alex Cavoulacos urged managers to go one step further and tell their teams not only what decision they’ve made, but also why they’ve made it. The small extra effort helps the team understand context and priorities, improve their own future decision-making, and stay engaged as well as informed.

One of the reasons this research was so effective was that it used internal data to prove what makes managers great at Google (and the company’s re:Work website provides some first steps for others who want to try to replicate its approach).

But that doesn’t mean the list isn’t helpful for people who don’t work there. After all, Google did go from being a made-up word to a household name in just a few years. People and companies now look to it as an example, not only in innovation, but also in its approach to management.

 

Source: https://www.themuse.com/advice/10-behaviors-make-great-google-manager?ref=recently-published-2

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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-1

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You know the feeling. You’ve been selling for a few years, you’re regularly hitting your numbers, and you think you’re ready for a promotion. But sales is a labour-intensive job. The day-to-day stress can be deflating, and most of the time, it takes everything you’ve got just to meet your goal.

So, how do you get to the next level without taking your foot off the revenue pedal? Not by working an extra three hours every day—that’s only going to burn you out. Instead, do a few little things every day to flex your leadership muscles and still meet goals.

Here are five smalls tasks to incorporate into your daily workflow to build towards a promotion. And remember, it’s not about getting the position, it’s about becoming the person who deserves the position.

1. Help Your Colleagues
You might not have the title of sales leader, but by helping your co-workers you can start being a leader on your floor today. After all, a title won’t make people follow you, their trust and belief in you will—and you don’t need a title to build that.

New reps always need help when they start. Ask if you can help them ramp up and find success. It might be as simple as telling them how to access certain software or letting a new rep listen to a few of your calls. Or, offer to do a few ride-alongs.

When you have small talk with co-workers, ask them how they’re doing and really listen to their response. Then, ask to help.

A few months ago, I noticed a recently promoted colleague struggling to perform. We decided to review a few call recordings and see if we could identify gaps. Turns out, an hour of my time was enough to kick his performance into high gear.

2. Stop Eating Alone
If you’re like me, you’re glued to your computer and phone most of the day, spilling lunch on your keyboard and slurping down quick mugs of coffee on your way back from the kitchen.

Instead of staring at your screen for 10 straight hours, use lunch or coffee breaks to network. If you sell for a company with multiple sales teams, meet with reps and leadership in other teams to learn what their segments are experiencing.

Learn how they made it to where they are today. What was their first job? Did they attend any special trainings or classes? What was their big break, and what did they do once they got there? Pick someone who’s career you’d like to emulate and ask them what steps you should take to achieve the same type of growth.

3. Understand the Skills You Need
And find out how to get them. Be honest with yourself—you’ll need to know how to do more than hit an individual quota when it comes to managing a team.

If you’re a great salesperson but don’t know how to interview people, ask your boss, “If I hit 115% of goal, can I sit in on your next interview call?”

Have hiring down but need to be better at running efficient meetings? Ask for the opportunity to run your team’s weekly call review if you exceed next month’s goal. Need to work on one-on-one coaching? Ask if you can mentor someone on the sales team.

It might be hard in the beginning, but telling your boss you’d rather receive these opportunities than a bonus will show how serious you are about making it to the next level.

4. Solve a Problem
To find growth opportunities, look for company or team gaps and fill them. Is there a communication gap between sales and marketing? Find out how to fix it. Does your company have a major initiative coming up? Get ahead by solving potential pain points.

I knew someone who kept getting crushed by competitors when he was a sales rep. He was selling software that was difficult to install, and his competitors beat him every time because they had partnerships with software implementation specialists.

Instead of taking this problem to his boss and complaining, he made his own deal with an implementation company and started winning business—a lot of business.

His company took notice of the increased volume and asked for his secret. When he told them what he’d been doing, they decided to scale his partnership framework and put him in charge.

5. Always Be Learning
Leadership requires a broad skill set, and reading gives you the alternative strategies you need to excel in your daily work. If you’re not reading sales books and blogs, you should be.

Think you don’t have time? Load up on sales and leadership podcasts or audiobooks on your commute or while you’re cooking dinner.

And, if your company offers class reimbursement, take advantage and enroll in local or online seminars.

Lastly, regularly attend meetups or other networking events in your city. You can learn as much from other people facing similar challenges as you can from the pages of a book.

It’s one thing to want a promotion and another thing to work for one. Start by incorporating these five strategies into your workflow, and see your manager and co-workers take notice.

Source: https://www.themuse.com/advice/how-to-get-a-promotion-in-sales?ref=recently-published-0

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Young classical musicians will be performing at events across the Hunter thanks to a new support program.

The money comes from Newcastle City Council’s Support for Arts and Cultural Organisations program.

The Newcastle Youth Orchestra (NYO), Catapult Dance and The Lock-Up were announced as the first recipients for the funding.

“The project based funding is designed to support the growth and vitality of Newcastle’s arts and cultural,” Lord Mayor Nuatali Nelmes said.

NYO’s project includes over a dozen public performances over the course of its two-year grant period, professional development opportunities for its musicians, expanding its performances beyond Newcastle to Singleton and the Central Coast, and the purchase of new music.

Orchestra Manager Sally Ebert said the organisation was grateful for the opportunity.

“NYO is a relatively new organisation, we’re entering our sixth year, and this support will help us take our performances to the next level and cement our reputation in the region,” Ms Ebert said.

While the first round projects are getting underway, other Newcastle based arts and cultural organisations are invited to apply for the second round of funding, with expressions of interest now open.

The next round of funding will be allocated to two eligible organisations for projects to commence in the 2018-19 financial year. A total of $100,000 is available, subject to final adoption of council’s annual budget for 2018-19. An organisation may apply for up to $70,000 per year for up to three years.

Source: http://www.theherald.com.au/story/5231313/new-funding-for-arts-and-theatre-across-the-newcastle-area/

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I feel like I need more than just a traditional resume or cover letter in order to stand out to the tech companies I want to work for. What else can I do to separate myself from the competition that’s applying to these innovative companies?

 

Dear Desperate to Stand Out,

You really hit the nail on the head. Competition’s tough across the board and tech is leading the way.

Your first step to getting noticed is to get in the right mindset. What does that mean? Don’t think like a recruiter, but more like a marketer. Your product is your experience. Here’s how a marketer would sell it.

1. Focus on Presentation
Maybe you’re not a graphic designer, but that shouldn’t be stand in the way of creating an eye-catching resume. There are plenty of tools that make design easy for everyone—many even offer templates designed by experts.

And don’t just stop there. Think of all the other points of contact a recruiter could have with you—including your LinkedIn profile, other social media handles, a blog, an online portfolio, and so on. Make sure they are all polished and contribute to a cohesive personal brand.

2. Spread the Word
A solid resume or cover letter doesn’t accomplish anything if the right people don’t see it. One surefire way to stand out is to proactively put it in front of the right people and to make it easy for them to notice it.

For example, there’s a story of a candidate who used Snapchat geo filters to advertise his portfolio in front of creative directors at the agencies he wanted to work for. You may not want to go that far, but that core idea has some merit. Think of how you can make yourself discoverable.

Don’t be intimidated. This can be something as straightforward as finding an acquaintance who works at the company and asking for a referral, or even dropping a friendly note to the hiring manager on Twitter or LinkedIn.

3. Make it Personal
Anything that starts with the dreaded, “To Whom it May Concern” will find it’s way to the trash can in a hurry. But, it’s hard to ignore a message when it’s highly targeted and personalized.

Start by showing that you took the time to get to know both the hiring manager and the company. Stand out from the competition by finding unique themes, attributes, projects, values, or needs you have in common and then incorporating those into your application materials.

Proving that you’ve done your homework on the role and the company empowers you to present yourself as a seamless fit, while also demonstrating your high level of interest in that opportunity.

Getting the job you want with the company you want to work for can be challenging. But, the right mindset and approach will help you reach your goals faster.

This article is part of our Ask an Expert series—a column dedicated to helping you tackle your biggest career concerns.

 

Source: https://www.themuse.com/advice/stand-out-against-tough-job-search-competition

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Let’s be clear: It’s innovate or die out there.

Ideas are the currency that buys you a starring role in today’s workplace. But too many people prioritize ownership over adoption, and watch their ideas waste away as a result. Truth is, you’ll be more effective if you work collaboratively with a team to turn ideas into action.

Here’s why you should ditch the old ideation silo and give your best thoughts to the group.

 

Team Buy-In Makes Things Happen
Ideas are often the prelude to change, and change generally rubs people the wrong way. So, how to get around the very human—but avoidable—friction that comes from shaking things up? Go out of your way to gain your team’s buy-in on the things that may affect them.

Especially if you’re a manager, inclusive decision-making may not only get you a better outcome by melding more minds during the ideation and decision-making processes, it ensures that the team understands the motives and considerations behind new ways of working. Ultimately that means less pushback, a deeper awareness about what led to decisions in the first place, and a more evenly distributed stake in the outcome.

Whether or not you’re a manager, this is a good way to conquer any resistance to change.

 

Tap Into a More Diverse Range of Opinions
A team brainstorm may be no better than a private one if everyone in the group thinks the same way. You need to mix it up.

Study after study has shown that diverse groups—gender, sexuality, race and ethnicity, age, etc.—produce better ideas and make better decisions. Cloverpop, a company that tracks companies’ decisions to help them manage the decision-making process, found in a two-year study that gender-mixed teams comprising a wide range of ages and geographic representations made better decisions than homogeneous teams 87 percent of the time.

Makes sense. People with different backgrounds have different outlooks, motivations and experiences that shape their contributions at work. Hearing their voices and ideas produces a more well-rounded exchange of thoughts vetted by a wider variety of perspectives.

You may have to do some work to get a good mix of people in the room, but it’s worth it. While you’re at it, don’t discount less obvious diversity factors, like years of experience and time at your company.

 

See How Ideas Hold Up Against Messy Human Stuff
We’re all human, and regardless of race or gender or any of the other factors above, we’re simply wired differently.

For example, think about Myers-Briggs psychological types. People have different ways of perceiving and interpreting information, different thought patterns and emotional reflexes. The idealists on your team will have different ideas than the cynics. The process-oriented people will see things differently from the gut-driven types.

Working through ideas with a mix of personalities will help you find middle ground and flesh out a plan of action that works for everyone.

 

Test Your Assumptions
Idea sharing can be a valuable vetting exercise if everyone’s encouraged to speak candidly. Ask people to poke holes in your logic, to prove why your proposal won’t work, and to name every single thing that could possibly go wrong. The harder to tear down, the better the idea. Use the feedback to reformulate your idea until you’ve patched the flaws.

If you’re a team lead, this is even more critical. Sometimes you have to design new ways of working but you’re not the best person to do so because you’re not the closest to the facts on the ground—the people who work for you are. They can probably see the peril that lurks in a new idea right off the bat, and they’ll respect you more for recognizing that and hearing what they have to say.

 

Turn Ideas Into Action
In some ways, the idea is the easy part. The real challenge is executing.

If you think of ideas not as inventions that come out of thin air but as innovative solutions to complex problems, you and your team will have a better foundation for brainstorming.

And in the end, you’ll have a much easier time activating ideas if they’re vetted by a diverse group willing to provide constructive criticism, even if it means swallowing some pride and surrendering credit for the outcome.

Source: https://www.themuse.com/advice/why-your-next-big-idea-should-come-from-a-team?ref=recently-published-2

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Newcastle business owners looking for compensation to reduce the impact of light rail construction have instead been offered advice and assistance from a service that’s already available to businesses across NSW.

It was NSW Small Business Commissioner Robyn Hobbs’ main offer of help to more than 120 business people she addressed in Newcastle on Wednesday at an emotionally-charged meeting that ended with shouting from the floor. Ms Hobbs also offered to be part of a new working group to help businesses in the coming months and said Newcastle traders that required mediation wouldn’t face the $750 fee that the final stage usually costs.

 But several CBD business owners spoke of the hardship that they and their neighbours had faced since construction had closed large sections of Hunter Street. They called for better access, compensation and a greater effort to draw people back into the city.

Paul Murphy, who owns Churchills Carpet Court, argued that the state government should make low-interest loans or grants available to businesses, similar to what was offered in the wake of the 1989 earthquake. Traffic engineer Ron Brown said the difficulties people currently faced driving into the city was “a big obstacle”.

Ms Hobbs said the situation in Sydney, where the government was granting rent relief to businesses in the light rail construction zone because of delays, was different from the Hunter’s situation.

While she was “not ruling out” advocating for a grant, loan or compensation program for Newcastle businesses, she cautioned that extensive investigations would have to take place before she would approach NSW Treasury.

“I appreciate the fact that you believe you are going through a disrupted period in your lives – and you are,” she said. “One of the difficult things is you have to live through it.”

Ms Hobbs said business owners were entitled to four free consultations with Business Connect, a support service available across NSW that can help sort out cash-flow problems, give social media advice, provide mediation and contact landlords on behalf of business owners.

Late in the meeting when Ms Hobbs was referring to the expected benefits light rail would bring to the city, an audience member yelled: “if we’re still here”.

Another attendee followed: “Newcastle businesses will be doing great when it’s all done, but they’ll be different businesses”.

Hunter Development Corporation CEO and Revitalising Newcastle project manager Michael Cassel also took questions and gave an update on the progress of the light rail project.

Hunter Business Chamber CEO Bob Hawes said the issue of assistance for businesses was “unresolved and something we are going to have to work on”.

Mr Hawes and executive manager of business advocacy group Newcastle Now Michael Neilson – whose groups organised the meeting at the suggestion of Ms Hobbs’ office – both said the key to getting through the difficult period was working together and “looking forward, not looking back”.

In a statement after the meeting, Mr Hawes said “there was a lot of emotion in the room” and business owners had delivered a clear message.

Call for access, not more advertising

If you ask Bernie Hockings, easing the pain of light rail construction for city businesses isn’t about getting the job done quicker – it’s about doing it “better”.

Mr Hockings, who owns Metro Cycles, was one of several frustrated business owners who made their feelings clear to NSW Small Business Commissioner Robyn Hobbs at a meeting on Wednesday. His comments came after Revitalising Newcastle program director Michael Cassel assured the gathering that the job was being completed as quickly as possible.

Mr Hockings dismissed suggestions from the crowd that loans or grants should be available to affected businesses – he said improving access to businesses should be the top priority.

“I don’t want more advertising, I want access. Do it better, not faster,” he said. “If you paid me to get out of my lease and out of the city, I would.”

He told the Herald he had been hesitant to speak up because when he had in the past, internet trolls targeted his business’ Facebook page.

 

Source: http://www.theherald.com.au/story/5186506/if-were-still-here-newcastle-traders-tell-small-business-commissioner-of-plight/

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Being stuck in a rut sucks. If there’s one thing I could wish for you, it’s that you never have to deal with a situation that holds you back from being happy, successful, or fulfilled.

That, unfortunately, is an unrealistic wish (even more unrealistic than wishing I could turn everything I touch into chocolate). Because like failure, ruts are inevitable. And the good news about that not-so-fun fact is that they ultimately help make us stronger, smarter, and more successful individuals.

Just look at a few people in your life who you admire—how many of them went through a struggle that forced them to reevaluate their goals or path?

Since I’m someone who doesn’t love surprises (except the birthday kind), I’m going to tell you right now exactly which ruts you’ll find yourself in throughout your career.

 

1. Being Bored
No matter how much you love your job, how many hours you work, or how large the pile of to-dos is on your desk, there will come a time when you will find yourself suddenly underwhelmed, unmotivated, or unstimulated at your job for days on end.

It could be for a number of reasons. Maybe your boss has stopped challenging you. Or, maybe you’re making the mistake of not seeking out challenges, or looking for exciting projects. Or, maybe you’ve found yourself in a new role that isn’t as exciting as you thought it would be.

Whatever the reason, boredom is usually pretty fixable. You can ask your boss for better projects, or see if you can chip in on what other teams are working on, or find ways to keep learning, like taking online classes or attending conferences related to your industry. If that still leaves you no better than you were before, it may be time to move on and find a role that’s more engaging.

2. Feeling Unhappy
Unhappiness is a more serious sign to keep an eye on.

Why is it so much more common than we realize? Because for one, we’re fickle beings—we’re always changing our minds and shifting our priorities. Which means the things we want in our careers now may change one, two, five years from now. That’s OK!

The other reason is because sometimes we’re really bad at recognizing when we’re miserable. We’ll place the blame on other things (woke up on the wrong side of the bed, had a bad commute, a crazy boss) rather than accept that something bigger is affecting us.Figure out what is making you unhappy and use that information to decide what your next steps will be.

Maybe it means transferring roles internally, changing companies, or switching industries entirely. Or maybe it’s even more simple than that. Maybe it’s talking to your boss about an overwhelming workload. Or asking your co-worker to stop talking to you when you’re working at your desk.

Whatever the cause, take the time to identify it and start making moves to solve it.

3. Doubting Your Career Path
Unless you’re very lucky, you won’t find yourself satisfied in the same role in the same industry throughout your entire career.

Don’t beat yourself up if you’re unsure about what you want to do next—even if you’ve spent 10 years in your role and are now doubting everything. The good news is that it’s never too late to make a change, whatever that means for you. The even better news is that you don’t have to have it all figured out when you’re 30, 40, 50.

As Benjamin Franklin said, “When you are finished changing, you’re finished.” Don’t be finished.

 

4. Feeling Like Nothing’s Going Right
Ever have those months when nothing’s going right? You keep messing up basic tasks, your manager keeps sending your work back with heavy revisions, your co-workers keep shutting down your ideas?

It could be your fault—if you’re job searching, for example, and getting nowhere, it might be worth reconsidering you’re approach.

But it could also be due to external forces, like a company restructuring or a bad boss. If so, it’s worth figuring out whether these can be fixed, and if not, what steps you can take to better set yourself up for success.

 

5. Having to Deal With a (Big) Change
Your company just went through a huge merger, half your department got laid off, you got laid off, they brought in a new boss, or oyou’ve moved to an entirely new city for a job.

One day, something major will happen that will shake up how you do things and think about your career. While it’s practically impossible to prepare for something like this, remember that it’s common. And, that it’s salvageable. And, that the feelings of loss and doubt and frustration and sadness won’t last forever. And, that you’ll come out stronger and more equipped to handle anything that comes your way. If you don’t believe me, read this.

 

The last thing I want to emphasize is that it’s easy to feel alone when you’re in these ruts, or that no one understands what you’re going through. But I can confidently tell you that everyone experiences these. Why else would I write this article?

So, don’t be afraid to admit when you’re in one—if you don’t, you’ll regret not making a change sooner. And if you still feel like the only one, chat with people just like you (and get some reassuring advice) on our Stuck in a Rut discussions platform.

Source: https://www.themuse.com/advice/career-ruts-everyone-will-get-into-some-point?ref=recently-published-1

 

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The man in charge of rolling out Newcastle’s new bus network says it will be a “quantum step up” for commuters in the city.

Mark Dunlop took over from Keolis Downer Hunter chief executive Campbell Mason in December after 33 years in South Australia’s public transport system.

On Sunday, he will take the wheel as Keolis Downer’s Newcastle Transport launches an overhaul of bus routes and timetables six months after the state government privatised the network.

Mr Dunlop, who moved to Newcastle in September, said his team had drawn on customer and driver feedback, Opal data and the company’s Australian and international experience to devise the network.

“Overall, from what I’ve looked at this network, I’m very confident that the package overall is a quantum step up,” he said.

“The network here hasn’t changed since 2008, and, whilst I haven’t been in Newcastle for that long, but with any community the dynamics and geography and social parameters change over that time.

“Something that traditionally ran down the street in 1953 is going to change.

“Yes, will there be issues? Will there be people trying to work through it? It’s a big change. We understand that. We understand it can be daunting.”

Some commuters have complained about losing direct bus services to the CBD and other key destinations, such as shopping centres.

Mr Dunlop said the new network was based on routes feeding into “spines” of high-frequency services, which would require more transfers for some commuters.

“It’s all about high-frequency routes and feeding into those and giving more travel options. There are people who will have to change a bus, but that’s all been built in and timetabled.

“It’s not hop off a bus and wait 20 minutes.

“It’s all been timetabled to connect and you’re on a spine that’s with a 15-minute frequency.

“Our operations team and designers have worked hard to make sure that all meshes together.”

The company, which also runs bus networks in Perth, Adelaide and Brisbane, has drawn flak from Newcastle commuters and the government for underpaying drivers and cancelling services.

The Newcastle Herald reported this week that on-time running statistics for buses had deteriorated in the three months after Keolis Downer took over, a problem the company attributed to “Supercars, school formals and King Street congestion”.

Mr Dunlop would not disclose the firm’s targets for increased patronage on the new network but was confident the timetables had been “appropriately timed to real conditions”.

“I think all of us have to acknowledge what everyone’s been dealing with in traversing Newcastle,” he said. “That’s a matter of life, but the new network has taken that into account.”

He said the company would continue to adapt the network based on customer feedback.

Keolis Downer will have “travel concierges” and pink-shirted customer service staff on board buses and ferries from Sunday to help commuters.

Source: http://www.theherald.com.au/story/5164294/keolis-downer-says-bus-changes-big-step-ahead-for-newcastle/

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Worried what your boss thinks of you—if they like you, trust you, and think your contributions match up to their expectations?

If so, you’re not alone. Considering you’ll end up spending 10 years of your life at work, getting along with your boss is not only critical to succeeding in your career, but matters for your overall happiness and engagement at the office.

With that in mind, here are three easy ways to develop an effective, productive, and mutually rewarding relationship with your manager (even if they’re a tough cookie to crack):

1. Stop Using Email to Have Important Conversations
Is email your go-to forum for everything? In certain cases, it could be hurting your relationship. Even if it’s your manager’s favorite medium, it’s time to break the pattern of always relying on this.

Opt for in-person meetings if the conversation’s beyond a task or agenda-setting item—for example, if you’re asking for something or apologizing for a mistake. Not only is it just polite, it’ll most likely lead to a more productive discussion and help ensure you and your boss are truly on the same page.

“All of us are the worst possible version of ourselves in digital media,” adds Celeste Headlee, journalist and author of We Need to Talk: How to Have Conversations That Matter. “We might think we are persuasive in email, but scientifically, we are so much more persuasive in person.”

2. See Your Relationship With Your Boss as a Two-Way Street
Too often, we see ourselves as the executors and our managers as the creators of work, forgetting that our manager is also responsible for their own assignments.

So, if you want to immediately improve your relationship, ask them this simple question: “What can I do for you?” By opening up this conversation, you open the door for them to delegate projects they may not have otherwise considered. And, taking on stretch assignments can improve your visibility and lead to career advancement.

3. Be a Good Recipient of Feedback (and Ask Pointed Questions)

Get in the mindset that you want actual, honest feedback—and be physically ready for it.
Even if the feedback seems insensitive, kindly explain how the approach hurt your feelings, but then ask questions to get at the root of the problem, making it clear you really do want to improve. If you’re a good feedback recipient, your boss will be more likely to share valuable advice with you, which will ultimately help you grow.

And, if you’re finding that you only getting positive feedback, ask your manager to be more specific, or try mentioning something you wish you’d handled differently.

“If you open a dialogue with self-reflection, you give your boss—who might be uncomfortable giving you criticism—the opportunity to go on the learning journey with you,” advises Denise Cox, VP of Technical Services at Cisco Systems.

Finally, don’t wait for periodic reviews to get constructive feedback. If you can, ask your manager to schedule time to meet one-on-one weekly or monthly.

Research by Gallup shows that 50% of employees leave their job “to get away from their manager to improve their overall life at some point in their career,” which means building the right kind of relationship with your boss can make a real difference to your job satisfaction and career progression. Plus, it’ll make your friends and family find you much more enjoyable to be around outside of work.

 

Source: https://www.themuse.com/advice/tips-creating-productive-relationship-boss?ref=recently-published-0

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The prospect of returning to work after years away from my career was daunting. I faced a host of challenges: a lack of recent and relevant experience, outdated corporate skills, and uncertainty about my Baby Boomer place in a Millennial-focused world.

I still thought, however, based upon my early career success and an advanced degree in my field, that I’d get a great offer in no time. It didn’t happen. My strategy—jumping into a role that was the wrong fit (and later leaving), followed by picking up consulting gigs here and there and then trying to explain it all in a resume with gaps and changes—was failing. I needed a strategic shift.

So I changed everything, from how I was approaching the job search process to my end goal. As a result, I applied for and landed a returnship, with Goldman Sachs. (If you’ve never heard of it, a returnship is an internship for people returning to the workforce.) It enabled me to add current and substantive experience to my resume, and reset my career path so I could once again move forward.

Here are the six most important lessons I learned in my quest to get back on track.

1. Update Your Online Presence
Being a somewhat tech-savvy boomer, I had a LinkedIn profile.

But too many people have ones that are lackluster or outdated. If that’s you, place this at the top of your to-do list. Both recruiters and hiring managers use the site to find and screen candidates.

I left off dates for my degrees to minimize age bias, and truncated my experience to the past 10 to 15 years (I recommend you do the same!).

2. Network—Always
You may think that networking is just for young professionals who need to meet new people. That’s simply not true. It’s beneficial regardless of your age.

For example, I had a friend put in a good word for me, and I know that helped me to be considered for the role at Goldman.

Here are four things you should start doing (if you’re not already):

Periodically touch base with professional contacts. Be memorable by sending a personal note and an interesting article once a month.
Let the other person know that you respect their time by being specific when you have an “ask.” Say (or write): “I’d really appreciate your perspective—can we speak/meet for 15 minutes?” And then stick with that time commitment.
Extend your network. Ask your contacts to connect you with their contacts.
Follow-up with a thank you note, every time. Take it to the next level by offering to be of help if they ever need your perspective or expertise.

3. Make it Easy for People to Help You
If you’re asking someone to refer you, give them everything they need, so they can simply send along your details.

So, if you’re applying to a role at their company, this includes the job name, job number, your resume, and bullets outlining what skills and experience you’d bring that match the requirements for the role.

People are busy, and so if you give them a complete email they can simply forward, it’s a lot more likely it’ll get passed on.

4. Refine Your Elevator Pitch
When you’ve had a lot of experience, it’s important (though often hard) to be clear about your objectives.

What are your areas of expertise?

What type of role are you looking for?

It’ll be tempting to rattle off everything you’ve done in the past, or say, “I can really do anything.” But a long speech can be overwhelming for listeners—and can make you look overqualified—and unfocused. So, cut it down and zero in on one thing you want the other person to come away with. My rule of thumb is that it should be no longer than 30 seconds.

5. Practice Self-Care
Unreturned emails, closed doors, and rejection all sting. But, it happens to pretty much everyone, especially when you’re outside the “sweet spot” of hiring prospects.

There’ll be surprises for better and worse: People that you’d have bet would be right there to help aren’t; and people you barely knew will do all they can.

So, it’s all the more important to be kind to yourself: go the gym, meet friends, and see a movie! That stuff may seem frivolous when you’re job searching, but it’ll help you feel happier—and keep you from letting your identity be wrapped up in your professional life.

6. Pay it Forward
Once you’ve landed in your new role, do what you can to help a colleague or friend of a friend. It could be at work, like offering to mentor junior employees.

Or, it could be that someone contacts you seeking your advice. Remember how you felt when you were job searching and do your best to find the time!

And of course, when you’re hiring in the future, give those who’ve had winding career paths a second look.

After my 10-week returnship program ended, I was asked to stay on for another year—and I did, happily. When my role recently came to an end, leaving Goldman Sachs was bittersweet.

But one thing that made me feel better is that I knew I was ready to find my next, more permanent position. On this search, I have not only a solid and recent accomplishment to leverage, but all of the lessons I’ve learned the last time around, as well as some new and treasured Millennial friends.

Source: https://www.themuse.com/advice/the-6-best-job-search-lessons-i-learned-after-10-years-away-best-of?ref=the-muse-editors-picks-1

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Whether you consider this fact disheartening or motivating, you can’t deny its truth: You probably spend more time with your co-workers than you do with anyone else.

When you’re in the office at least 40 hours per week, the people you work with become a big part of your life. So it pays to have solid relationships with them.

Not only does that give you a strategic advantage in the workplace (hey, it never hurts to be well-liked!), it also makes work that much more enjoyable.

If you don’t consider yourself particularly close with your colleagues, don’t worry—cultivating a more caring and supportive atmosphere at work doesn’t need to be a complicated undertaking.

Here are four super simple things you can do to show your co-workers that you care and, as a result, make your office a place that you look forward to spending time in.

1. Offer Help

Think of the last time you were struggling at work. Maybe you were swamped and overwhelmed, or perhaps you were stuck on a challenging project.

Wouldn’t it have been nice if someone had stopped by your desk and provided some advice? Or even offered to take something off your plate? Wouldn’t that alone have made you feel so much more valued and supported?

Absolutely. So, why not do that same thing for a colleague? When you see someone who’s stressed or confused, just ask: Is there anything I can do to help?

Even if your co-worker doesn’t actually take you up on your offer, just the fact that you recognized the challenge and wanted to do something about it goes a long way in fostering a more empathetic culture.

2. Get Personal

No, you don’t need to get too personal—after all, you’re still in the office.

But, even though you’re in a work setting, aim to forge a relationship with the whole person—not just a job title.

This means that the more you can get to know about your colleagues’ interests and passions outside the office, the easier it will be to connect with them on a more human level.

Whether it’s asking about his marathon training or admiring her desktop background featuring a photo from her recent vacation, don’t neglect to strike up the occasional small talk. Doing so will demonstrate your investment in them, while also giving you common ground that you can use to connect even further.

3. Provide Recognition

Everybody loves to get a pat on the back for a job well done—that’s universal. But gratitude and adequate recognition can easily fall by the wayside when we’re wrapped up in the chaos of our everyday lives.

Step up and be that colleague who always applauds the hard work of your team members. Maybe that involves sending a quick Slack message to let her know how much you enjoyed her presentation. Or, perhaps it means highlighting your co-worker’s contributions when your boss commends you for your own hard work on a recent project.

These sorts of comments might seem small, but they can make a huge impact when it comes to helping others in your office feel valued.

4. Do Something Nice

Little acts of kindness won’t go unnoticed—particularly in the office. So, when’s the last time you did something nice just because you felt like it?

Go ahead and pick up some bagels on your way into work one morning (when in doubt, free food is always effective). When you’re heading out for lunch, ask that colleague who looks insanely busy if you can get anything for him.

Your co-workers are sure to appreciate those little niceties and treats that you sneak in every now and then. Plus, as an added bonus, doing these sorts of things makes you feel good too!

These four strategies are great for showing your co-workers that you actually care about them. And they’re incredibly simple and take almost zero effort on your part.

So, if you’re eager to forge better, more supportive relationships with your colleagues (and if you aren’t, you definitely should be!), put these four tips to work. You’re sure to become one of the most-liked people in your office—while simultaneously cultivating a more positive atmosphere for your entire team.

 

Source: https://www.themuse.com/advice/4-easy-things-you-can-do-to-show-your-coworkers-you-care?ref=recently-published-1

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Meetings are expensive. Not because you’re charging people to attend (obviously), but because they use people’s time; time that could be spent doing lots of other revenue-generating things. In fact, one study found that a recurring meeting of mid-level managers was costing one company $15 million a year!.

$15 million a year!

Not to mention, you also need to take into account the prep time as well as the context-switching time. Professor Gloria Mark at University of California, Irvine found that it takes an average of 25 minutes for a worker to return to their original task after an interruption.

Knowing these stats means that when I’m debating whether I need to call a meeting, I ask myself what it’s worth (literally). Is this the best use of everyone’s time, mine included? And not so infrequently, the answer is “nope.”

So, what to do then? Easy! Send a simple but critical email to keep everyone informed and on track.

What to Include

There are three key things you need to cover:

Logistics: why the meeting was canceled and, if it’s a recurring meeting, what to expect for next time
Action: any critical action items completed or pending
Information: any updates or general FYIs for the group

Note: Don’t fall into the trap of putting the action items and logistics last. Having the most critical information higher up ensures that it’s seen when your colleagues skim their email. Oh, and a bonus tip for you: Put people’s names in bold if they need to do anything to make triple sure they notice.

Source: https://www.themuse.com/advice/turn-meeting-into-an-email-template

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The University of Newcastle (UON) has attracted $12.2m in the latest round of National Health and Medical Research Council (NHMRC) funding to investigate some of the nation’s and world’s greatest health challenges.

Announced today by the Assistant Minister for Health, the Hon Dr David Gillespie MP, at the Hunter Medical Research Institute (HMRI), the NHMRC funding for Newcastle will support 17 research projects and three fellowships.

Senior Deputy Vice-Chancellor (Research and Innovation), Professor Kevin Hall, said the NHMRC’s support for Newcastle’s researchers was testament to the University’s reputation for conducting world-class research.

“The University of Newcastle boasts some of the most accomplished, innovative and internationally-renowned minds in health and medicine,” Professor Hall said.

“Today’s announcement by the Australian Government bolsters Newcastle’s outstanding research performance in stroke and fertility, and acknowledges our strengths in research delivery across respiratory diseases, cancers and, mental health and substance use.”

“Research carried out at UON benefits not only the Hunter community, but also creates impact both nationally, and worldwide. Today’s announcement of almost $12 million in new funding will allow our academics to continue to lead the way in health and medical research.”

The NHMRC funding announcement includes support for the following projects:

$1.4m to Professor Amanda Baker and her team to develop Quitlink: Accessible smoking cessation support for people living with severe and enduring mental illness. This project will use the peer workforce, whose development in mental health services is a national priority, to bridge the persistent gap between mental health services and Quitline.
$385,000 to Dr Chantal Donovan and her team to target remodelling in COPD, chronic asthma and Idiopathic Pulmonary Fibrosis (IPF). These diseases have enormous socioeconomic burdens in worldwide, and are amongst the most common, debilitating lung diseases, characterised by a loss of lung function leading to severe breathing difficulties.
$870,000 to Associate Professor Christopher Dayas and his team: Cognitive inflexibility and the development of pathological habits in brain diseases.
$1.1m to Professor Murray Cairns and his team to examine complete genomics for mechanistic insight and precision treatments of schizophrenia.
$640,000 to Professor Murray Cairns to investigate the network biomarkers of traumatic stress resilience and sensitivity. This project will explore why some individuals exposed to trauma respond adversely while others do not. Traumatic stress is a significant precursor for chronic mental and physical illness, which collectively represent a substantial burden of disease globally.
$650,000 to Associate Professor Brett Graham and his team who will determine how a recently discovered network of nerve cells in the spinal cord contributes to extreme, persistent pain, and explore how it could be targeted to provide pain relief.
$1m to Associate Professor Christopher Grainge and his team to investigate whether bronchoconstriction (airway narrowing) worsens asthma.
$925,000 to Professor Philip Hansbro and his team explain the role and potential for therapeutic targeting of toll-like-receptor 7 (TLR7) in emphysema and Chronic Obstructive Pulmonary Disease (COPD).
$905,000 to Professor Phil Hansbro and his team to define the roles and targeting interferon-epsilon as a new therapy for influenza in asthma and COPD.
$820,000 to Dr Gerard Kaiko and his team to investigate functional characterisation of novel metabolites in asthma and identification of new biomarkers.
$175,000 to Dr Heather Lee and her team to target cancer-initiating cells with DNA methyltransferase (DNMT) inhibitors, which may lead to the prevention of cancer progression.
$405,000 to Associate Professor Joerg Lehmann and his team: First ever system to continuously and directly measure the internal anatomy to guide breast cancer radiation treatment under deep inspiration breath hold.
$530,000 to Professor Brett Nixon and his team for their project: Elucidating the role of epididymosomes in the transfer of fertility-modulating proteins and regulatory classes of RNA to maturing spermatozoa.
$450,000 to Dr Kirsty Pringle and her team to explore the factors that inhibit the trigger of preterm birth, the single largest cause of death in infants. This may lead to the identification of novel treatments that have the potential to delay the onset of preterm labour.
$510,000 to Associate Professor Rohan Walker and his team to investigate paralysis of microglial (a type of cell located throughout the brain and spinal cord) in post-stroke neurodegeneration (SND): help or hindrance?
$490,000 for Associate Professor Rohan Walker to assess stroke induced disturbances in glymphatic clearance: implications for brain repair?
$675,000 Professor Xu Dong Zhang for their project: Role of lncRNA IDH1-AS1 in regulating c-Myc driven-glycolysis and tumorigenesis.
The NHMRC also announced three Translating Research Into Practice (TRIP) Fellowships to UON researchers:

Associate Professor Gillian Gould, School of Medicine and Public Health ($180,000)
Mrs Rachel Sutherland, School of Health Sciences ($180,000)
Dr Kate Bartlem, School of Psychology ($180,000) – offered under the Medical Research Future Fund (MRFF) Next Generation Clinical Researchers Program from the MRFF Health Special Account.
Professor Christopher Grainge is a Staff Specialist in Respiratory & General Medicine at Hunter New England Health. Dr Rachel Sutherland is Nutrition Manager at HNE Population Health. Dr Kate Bartlem is a Post-Doctoral Research Fellow at HNE Population Health.

Source: https://www.newcastle.edu.au/newsroom/featured-news/$12.2m-to-support-newcastles-vital-health-and-medical-research

 

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Fact: Working with other people is hard. Even when you like them.

And over the years, I’ve tried different strategies to improve relationships (or, at the very least, prevent myself from freaking out in people’s faces).

But then, last year, I started going to therapy to deal with a situation outside the office. And I was surprised to realise that a lot of the advice I was getting could be applied to the workplace, too.

In fact, by using these therapist-approved strategies, I’m able to deal with difficult work situations much better now. So, before you let co-workers drive you up another wall, here are three new things to try.

1. Validate the Person’s Feelings Before You Do Anything Else

You know that passive aggressive co-worker who drives you nuts? Dealing with their behaviour can be super annoying!

Now, most of us don’t need therapy to recognise that we don’t have any control over others’ moods or behavior. But, instead of getting irritated about it, my therapist taught me a trick that makes that reality way easier to accept. All I have to do is imagine why someone might be acting the way they are, identify how I would feel if I were in their position, and then validate that feeling.

For example, if a client asks me to turn a project in sooner than we’d initially agreed and then gets annoyed when I say no, I’ll first try to identify why they might be making this request. Maybe their boss is putting pressure on them. If that were me, I’d be feeling really stressed out. And, I’d be disappointed if my request for an accelerated deadline were turned down. So, I’ll tell my client, “I imagine that this is probably disappointing for you.”

I know it sounds a little hokey, but this works wonders. By trying to empathise (even if I think the person’s wrong) and then validating what they’re feeling, I’m able to shift my attitude from frustration to empathy.

And, the client feels heard, too. Nine times out of 10, they’ll calmly reply, “Yes, I do feel disappointed.” It’s like identifying the feeling takes the hot air out of the situation. I’m then able to reiterate that I can’t accommodate an earlier deadline without things escalating.
2. Say What You’re Actually Thinking—and Say it Clearly

When I used to find myself in an awkward situation, I’d usually scramble to make things less awkward as quickly as possible. This usually meant bending over backward to make the other person happy, with no regard for my needs or feelings.

Now, I use a simple formula that I learned in therapy to clearly and concisely make my point:

the change I’d like + why the current option isn’t working + why my preference is better

For example, I had a client who said she hated my proposal. I’m perfectly fine with constructive feedback, but telling me you hate something doesn’t help me at all. So I said, “I’d like us to communicate with each other more respectfully because telling me you hate something doesn’t feel constructive. I’d prefer if you provided me with specific feedback about what isn’t working for you because that’ll help me to to deliver the work product you’re looking for.”

She immediately apologised and we were able to get on the same page from there.

As I’ve become more comfortable telling people what does or doesn’t work for me, being more assertive has gotten less scary. Even better, it’s made my working relationships stronger and more honest.
3. Set Boundaries

I’m a recovering people pleaser with a serious compulsion to say “No problem!” without even thinking. This usually leads to me feeling stressed and resentful, which isn’t good for me (or fair to my co-workers).

Getting comfortable with setting boundaries has made a huge difference. When a client asks me to sit in on a last-minute meeting or my boss wants me to work late, I now pause and consider whether or not it’s something I am willing and able to take on. If it’s not, I simply say, “I’m sorry, but that doesn’t work for me.” If it makes, sense, I’ll offer up a reason or an alternative solution. But sometimes, no just means no.

I’ve learned that setting boundaries can also be a proactive exercise. I’ll often tell new clients up front that I don’t check emails over the weekend or that I need a full 24 hours to respond to new requests. Managing expectations and setting boundaries from the start helps me to avoid annoying or uncomfortable situations in the future.

In no way am I suggesting that you should start saying no to every request from your boss, or setting ridiculous boundaries with your co-workers. These relationships are two-way streets, and you’ll sometimes need to bend to accommodate others.

I also understand that not everyone can turn down their manager when she asks them to work late or to avoid email all weekend—everyone’s boundaries will be different. But, learning about these strategies has made it way easier for me to navigate difficult and uncomfortable situations, so I’m pretty sure that they’ll work for you, too.
Source: https://www.themuse.com/advice/3-strategies-thatll-make-working-with-people-easier-because-its-hard?ref=carousel-slide-2

1

You’ve likely heard the advice to add numbers to your resume bullets. It helps recruiters really picture the impact you’ve made in your position, and it frankly just sounds more impressive.

See for yourself: Which person would you hire?

Person 1: Duties included taking field measurements and maintaining records, setting up and tracking project using Microsoft Project, and developing computerized material take-off sheets.

Person 2: Initiated and managed tracking systems used for the Green District water decontamination project, saving $125,000 on the overall project through a 30% decrease of staff allocation time.

Exactly.

Of course, I know what you might be thinking: Sounds great, but what if I just don’t really work with hard numbers? Maybe you’re in a role that requires softer skills, or maybe you don’t have hard data or sales reports to pull from.

That’s OK! Truthfully, no matter what you do, you can add some numbers and data to your resume to give it that extra touch.

Here are three ways to quantify your experience without being in an inherently quant-y field:

1. Range

Not knowing the exact figure for things is often a big deterrent for using numbers in resumes. But one way to overcome this is to use a range.

It’s perfectly fine to not know exactly how many clients you see a month or how many calls you take a week, but that doesn’t mean you shouldn’t still quantify it.

Give it your best estimate, and the range will show that there is a bit of leeway. And, of course, focus on your impact.

2. Frequency

Now that you know it’s fine to use a range, one of the easiest ways to add some numbers is to include how frequently you do a particular task (after all, that’s a number that applies to pretty much everyone).

This is particularly helpful in illustrating your work in high-volume situations—a hiring manager will be able to see just how much you can handle.

3. Scale

You’ve heard it before and you’ll hear it again: Employers across the board care about money—and saving it. Including the frequency of your actions give a great sense of scale, but an even more eye-catching way to do this is to talk about the bottom line.

Think about all the things you do that ultimately save your company money, whether it’s streamlining a procedure, saving time, or negotiating discounts with vendors. Multiply those actions by how frequently you do them, and pop them into your resume bullets (remembering, again, that rough numbers are OK).

Numbers make such a huge difference in resumes—no matter what your work involves.

So, the next time you’re polishing your resume, try adding a few numbers to quantify your work and see how they really drive home the impact you’re capable of making.
Source: https://www.themuse.com/advice/how-to-quantify-your-resume-bullets-when-you-dont-work-with-numbers?ref=carousel-slide-1

1

A Facebook post has sparked a storm of nostalgic excitement among the Newcastle community.

Could beloved restaurant Big Al’s be reopening in Newcastle?

That was the promise from a mystery hospitality operator on Facebook on Saturday.

Thousands of Novocastrians were ecstatic with the news, but no further information has been released.

Fairfax Media attempted to make contact with the anonymous poster and received this message in response.

“Thank you for you interest in the return of the iconic Big Al’s Family Restaurant. The social media response to our post has been overwhelming, with a reach of over 180,000 people. We won’t be releasing any further details at this early stage. However, the relaunch of Big Al’s will involve experienced hospitality operators, carefully recreating the sandwich and subs which everyone has come to know and love. We will be releasing more details over the coming months for a relaunch in the first half of 2018. Thank you.”

It looks like the popular family restaurant, which closed in October 2006, really is due for a comeback.

The burgers, the fries, the little red plastic baskets and all. It is almost too much to handle!
Source: http://www.theherald.com.au/story/5006007/big-als-could-be-in-for-a-big-comeback/

1

You’ve waited months for this moment—the chance to prove your worth to your boss and get a leg up in your career.

Let me break it to you: You won’t get what you want if you don’t prepare properly. In fact, your review will only go well if you get organized and collect all your information before the talk.

So, with that in mind, here’s what you need to do the night of your next performance review to put yourself in a great position for a productive conversation that’ll get you ahead in your career and get you on your boss’ good side:

1. Learn How to Respond to Feedback

You know not to yell (right?). But do you know there are ways to respond to negative feedback that actually make you look good?

You’re going to want to pay attention to the following because it’s possible you’ll receive some not-so-great feedback. And even if you’ve been doing fabulous work, it’s almost guaranteed you’re going to receive some form of constructive criticism (no one’s perfect, after all).

First, as Muse Career Coach Emily Liou points out in an article about handling negative feedback, own up to your mistakes and be ready to offer a solution or show initiative to do better.

And, says Muse Writer Rich Moy, avoid blurting out things like “I didn’t realize that was wrong” or “It won’t happen again!”

2. Collect Your Accomplishments

Think you deserve a raise?

It’s so important to state your case by listing out your accomplishments (including how much money you’ve made for the company, the skills you’ve learned, the relationships you’ve built, and the projects you’ve completed) over the past six months or year.

3. Review Your Current Goals

Did you set goals at your last review? Or, do you have some personal ones of your own?

Either way, reviews are a great time to look back at what you were hoping to accomplish and see if you, well, actually did them.

If you met your goals, what did you learn along the way? Which ones are you most proud of? How can you build on them in the future?

And if you didn’t achieve them, how far did you get? Did your priorities change? What held you back? What can you do differently going forward?

Jot down some notes to discuss further with your manager when you meet. Which leads me to…

4. Set Some New Goals

Now that you know how far you’ve come, now you can decide where you want to go.

Do this by setting some realistic, yet ambitious goals. Consider the following:

What skills would you like to master by your next review?
What responsibilities do you want to take on?
What projects are you passionate about pursuing?
What weaknesses would you like to improve upon?
What goals would you like to continue to build on?
What role do you want to shoot for one to three years from now? What can you do now to put yourself in the running?

5. Prepare Any Lingering Questions

Especially if one-on-one time is rare in your office, reviews are super helpful for getting some of your most burning questions answered. It could be about the status of your team or department, or the goals of the company, or possibilities for career growth (like budget to get some professional development help).

6. Prepare for a Tough Conversation

Maybe your boss will bring up some serious concerns. Maybe you even seen a performance improvement plan coming. Or, maybe it’ll be a normal review on your manager’s end, but you’re going to have to raise your hand to discuss bigger issues.

For example, now’s a good time to talk about the fact that you’re bored in your role or you’d like to consider an internal transfer.

Having these conversations is hard! But being prepared makes it a little easier.

7. Pat Yourself on the Back

Finally, give yourself some credit for making it to this big milestone. Sure, it happens every year, and you may not even receive anything special except for a simple “Great work” from your manager, but you’ve made it through what was probably a busy, exhausting, or even tumultuous period—look back on it, pat yourself on the back for everything awesome you did, and know you’re going to kick even more butt after this review.

 

Now all you have to do is double-check your review time (in case you have a jam-packed day), lay out a slightly-nicer-than-usual outfit (it doesn’t hurt), and get some beauty sleep.

And no matter what happens, because you’ve prepared, you’re sure to handle it like a champ.
Source: https://www.themuse.com/advice/7-things-to-do-the-night-before-a-review-if-you-want-it-to-go-well?ref=carousel-slide-1

 

1

Can you get me a job at your company, please?

Do you know the CEO—and can I talk to her?

Want to see my resume? It’s awesome, I swear.

These are the things we’d like to say to people when we’re networking, but for obvious reasons can’t.

So, the question always becomes, what can we ask?

I recently read Molly Beck’s book Reach Out: The Simple Strategy You Need to Expand Your Network and Increase Your Influence. And in it, she breaks down the art of networking into bite-sized steps—one of which talks about good versus bad favours.

The concept is simple: Some things you choose to ask your network are better than others. And this means the difference between someone wanting to help you out and someone wanting nothing to do with your request.

If you read the quotes above and cringed at the thought of saying them to someone you knew, you already know what a bad favour is.

So, what makes a good favour?

“The key to a great favour is to ask a particular, definable question whose answer cannot be found on Google and can be answered easily in a paragraph or so via email,” says Beck in the book.

Let’s break that down a bit more:

 

It Should Be Specific

Your ask should be tailored to the person and not super open-ended. Beck gives the example “Can I pick your brain?” as both being way too vague and asking too much of someone (and for free, mind you). You’re better off saying something like, “What advice do you have for someone who wants to break into finance like yourself?”

 

It Should Be Non-Googleable

Don’t ask someone a question that you can look up yourself. Beck uses “What open jobs does your company have?” as an example that you could easily search on your own time.

 

It Should Be Short

Many of your requests will be sent over email to someone who’s already pretty busy, Beck points out, so they should be able to answer it without spending hours crafting a response.

 

Now of course, if the person seems excited to chat with you, you can ask to meet in person. But, Beck suggests, “If and when people say yes, keep in mind that you are working around their schedule, not yours, and you should be traveling to go to a place that’s easy for them to get to. Additionally, when you do meet for coffee or even a meal, you should be paying for them.”

Finally, the author says, every favour should come with a gift. Because this person is going out of their way for you, you should do the same—meaning you should include at least two beneficial things in your initial reach-out. Now, before you worry that you have to send a fruit basket and a bottle of wine every time you ask someone to grab coffee, don’t. It can be as simple as a compliment, a book recommendation, or an introduction to someone you think they would benefit from knowing.

(But if they end up helping you out in a big way, you might want to send them one of these thank you items.)

One of the most memorable favours I’ve ever gotten asked was when a reader of my blog emailed me to say that her friend was a big fan of my writing, and would I consider doing a birthday shout-out on the blog to her? It made my day that she and her friend thought so highly of my blog, and it was such a cool way to make someone feel special on their birthday. Of course I said yes. That super-unique favour opened up a great line of communication between all three of us.

Your request may be simpler (or, even more complicated) than this, but that doesn’t mean it’s not worth asking. If you follow the guidelines above, you’ll make it that much easier for someone to say yes—and be excited about it, too.
Source: https://www.themuse.com/advice/a-networking-expert-on-how-to-ask-people-for-career-favors-and-get-a-yes?ref=carousel-slide-3

2

A messenger from another planet was spreading the gospel of change in Newcastle two weeks ago.

Her name: Kaila Colbin.

Her message: prepare yourself for great technological change.

Colbin is an ambassador for Singularity University, a Silicon Valley think tank and business incubator that aims to educate people about technology change in society.

Singularity University has planned its first Australian Summit for February 2018 in Sydney, with several speakers covering topics on technology and change.

Colbin, who lives in Christchurch, New Zealand, curated the organisation’s first summit in New Zealand.

Among her chief interests is artificial intelligence (AI).

“I’m interested in technological unemployment. What are we doing about jobs, that are being replaced by AI,” Colbin says. “Do we have systems, processes and structures in place to retrain people for new jobs. Are we looking effectively at all the possible policy responses to that, in terms of minimum basic income or affirmative action for humans, or a whole range of possibilities we can be thinking about now.”

Among the topics that come into that discussion: provision of a universal basic income and continuous learning.

Colbin points to the notion of society changing its lifestyle model – “Right now, the first third of our life is education, the second third is work and the third is retirement. We have to move away from that model and towards a model where we take those things and we slice them up into thin slices and we shuffle them together.

“So we do a bit of education and them we deploy that out in the real world, then we do some more education and we deploy that in the real world.

“So instead of you’ve learned to be your thing . . . you are that thing for the rest of your life, it is a model of continuous adaptation for the rest of your life because we don’t know what jobs are going to look like 10 or 15 years from now.”

Colbin was keen to visit Newcastle, even for day, because she had heard much about it from the ReNew Newcastle project created by Marcus Westbury. Colbin is heavily involved in the regeneration of Christchurch.

She called it “one of the most fascinating cities to live in in the world”. And acknowledged it has much in common with Newcastle.

“We have similarities in collective sense – our unique position, our scale, the society that we have, the kind of people we have. We have the opportunity to reimagine the way we want to live together in a new way,” Colbin says. “We have the opportunity to be innovative in a way that larger cities struggle with.”

Colbin addressed several groups in Newcastle in her short stay, encouraging attendance the Singular University Australia Summit, where technology and change will be front and centre on the agenda.

Source: http://www.theherald.com.au/story/4953443/finding-our-way-into-the-future/