Career – Page 2

Job Searching is a Full-Time Job

February 21, 2020

Most job seekers we talk to feel that job searching is a full-time job and IT IS. Now most would assign a negative connotation to that sentiment but in our opinion, it’s not negative at all. Job searching should not be daunting, but well thought out, strategic, and organized to make it a positive experience. It might take some time to find that next great opportunity but being prepared eases the process immensely.

Read the job description. Job descriptions sometimes contain fluff, but for the sake of applying for something that is not a fit, you should review before applying.
If you don’t have the skills to do the job, find other avenues to make contact with the employer. Honestly, unless you have the qualifications the employer is seeking you will need to network. Networking will increase your chances of having a conversation with the employer to get feedback on how you fare against others for the role.
Don’t hit the “one-click” mass apply via job search engines (all jobs are not created equal). Make sure your search is intentional and strategic. Look for jobs you are interested in and curate your resume for those specific positions.
Don’t apply to every job you see, that you THINK you can do. Make a list of your skills and experience to figure out job types you might align with the most and then apply to the roles that fit your skillset.
Last but not least, GET ON LINKEDIN. If you do not have a LinkedIn profile you are behind in the job search. LinkedIn is one of the most valuable tools in job searching. LinkedIn provides a place to house your online professional portfolio and also make contacts you wouldn’t have otherwise.

Hope these tips help in your journey to a great opportunity!

Misplaced

February 12, 2020

In the midst of the billions of working people in the world, there are many professions. In our experience, a lot of potential employees have a laser focus on what they would like to do in the working world. They apply and try their best to maintain jobs in their desired field. Later, some find out they are being disciplined and receiving unfavorable mentions from management. Many managers in the workplace get frustrated with poor performing employees and make decisions that are not carefully considered. To an employee that cares, this is often a point of anxiety and could worsen the situation affecting their performance even greater and sometimes even their health.

There are two things going on: 1) The employee could really be low performing or just disagreeable or 2) They are a good employee and means well, but their set of skills is not appropriate for this particular job. In our world this is called, misplaced. Here are a few signs of of misplacement:

Employee is an average employee with good attendance and shows good effort consistently on everything but never gets the desired results (In the prime environment, being given clear expectations)
Employee consistently has more questions than the time it takes to complete the work project i.e., the project should take one day but the employee asks questions all day and does not start the work in a timely manner (Again in the prime environment, being given clear expectations)
The employee is overly confident and consistently makes major mistakes

The best thing for a leader to do is recognize that just because an employee is not performing well does not mean they are a substandard employee. If you are a thoughtful leader we would recommend the following:

Have the employee take a career assessment test
Provide the necessary additional training to assist the employee in improving
Provide continuous open dialogue and constructive feedback about their progress (and document document document)
If the position is not a good fit for the employee seek out other possible options at your company where they could possibly use their skills (Some great leaders also assist with options external to their organizations)

Proactive Tip: Recruiters and hiring managers should do their due diligence to check references, research the applicant and their background, ask good interview questions and really lean into conversation with candidates, to see if they are a great fit for the company and the job role.

Confidence brings it all together!

January 23, 2020

We have to admit, for us The Devil Wear Prada is in the Top Ten Movies of all time. Andy showed up to an interview “prepared”, or so she thought. She had the intellect, drive and determination to make it at one of the premier fashion magazine companies. She fought her way through a monologue of why she was the perfect candidate and eventually got the job. Andy struggled at the start, not knowing the industry or the top leaders in the company. Everyday she got more discouraged, her esteem seemed to lessen and she almost gave up. One day she got a pep talk from Nigel and an upgrade in the confidence department. She performed better and contributed more at work.

There are many people who are talented and skillful. Where you are on the confidence scale can be deciphered just by interactions. The people who we most admire have that “it” factor, the glue that brings all of their intellect, common sense and know-how together. They own their presence and it sets them apart. Although, it is possible to have confidence with no skill or talent, but that combination is not much to be desired.

Let’s look at some things that can build confidence:

The more you know about the company, your industry and the way things work can only prepare you to speak on a variety of subjects and do your job better
An upgrade in the style department never hurt. When Andy felt better she did better. Nails, hair and clothing being maintained is important and you should do what makes you feel good and sure about yourself
Surround yourself with people who are positive and encouraging. It doesn’t help when some of the people you spend time with are negative or try to hold you back
Take care of your mental health – Self-care is essential to you being a whole and healthy person. When you address issues that may create blockages for your progression in life, you are making room for greater self-esteem
Challenges build confidence. Educating and testing yourself through training, projects and/or new experiences, assist in increasing your confidence. There is just something about accomplishing a goal or milestone you may have been afraid of or thought you could not do, but you did

Your confidence is personal and branded by you, the individual. The core work you do on yourself can only breed a stronger person. So, what things are you doing to work on your confidence in 2020? Success is waiting!

Sorry to this Man

January 11, 2020

This video and meme of KeKe Palmer swept across the internet this past year, after she stated she did not know “This Man” referring to a global figurehead and former Vice President shown to her in a picture. It was quite funny, yet she was apologetic because she just knew he was a person that she probably should know, but she didn’t.

How many times have you been asked if you knew someone because they indicated your name on an application as “someone I know” or asked to give a referral? Asked to pass a person’s resume along to a hiring manager/Human Resources? Professionals need to evaluate more closely who they decide to put stock into when these requests are made to them. Even on LinkedIn there are easy options to endorse individuals for various skills. People have endorsed us on LinkedIn and they’ve never worked with us or experienced our quality of work. The gesture is nice, but we would caution you to think about who you are endorsing without more information. It may seem cruel, especially if you have a long history with a person. If you do not recognize the clear signs of someone you shouldn’t be referring, maybe consider the points below to protect your reputation:

They volunteer your name in an interview process without talking to you first
They have been separated (not laid off) from several jobs in the last few years and cannot explain why or do not feel comfortable talking about it
They are unpresentable
They’ve shared information with you regarding policies they have violated at previous jobs, such as stealing
You’ve seen no progressive track record or work history since you last worked with them

As a quality professional, we’re sure you want your stamps of approval to have value. Remember to do your due diligence or in the words of Keke Palmer, just say “Sorry to this Man (Woman)”.

Stay Woke: Bad Interviewers

June 23, 2017

I’ve conducted interviews for 12 years with various companies, WOW! During this time I’ve seen many a hiring managers come into conference rooms bumbling and fumbling, unprepared for interviewing. As a representative of the company, it really upsets me that people don’t prepare for interviews. Candidates take time off and sacrifice to interview so it’s only respectful for hiring teams to take time and review the candidate’s background and experience BEFORE they are in the reception area. Some companies really get it right and the rest well…Here are some things to look out for when evaluating a company and it’s representatives in an interview.

Illegal Questions

Due to lack of training, many interviewers have no idea that some of the questions they may ask are illegal. The EEOC has plenty of information on what constitutes a prohibited practice when it comes to hiring and employment. It’s important that you educate yourself and are able to tactfully handle these situations. In some cases, you may even respectfully decline to answer a question you know is illegal.

No Eye Contact/Distractions

This is a recurring issue in many interviews I’ve witnessed. The interviewer doesn’t make a concerted effort to engage in the interview. I get it, people are very busy and they could be doing other things besides interviewing candidates for positions in the organization. There is no excuse! If you see an interviewer with their computer or cell phone up, not paying attention or respecting your time, that’s a red flag. I would maybe ask a question or make a comment to get their attention. If that doesn’t work, this may not be a place you want to work.

Lack of familiarity with background/resume

What an embarrassment on the interviewer’s part, to come into an interview and ask where you work currently, or where you went to school. It’s obviously on the resume that he or she didn’t read. This could be a point of concern. I would encourage bringing copies of your resume to interviews, even if the recruiter or HR representative has the resume. You can’t trust it’s been distributed or reviewed these days. Be prepared for the unknown!

Disorganized interview panel

Ever been in an interview and random people come in and out or the team is trying to find people to meet you. This might be a red flag, that the team wasn’t prepared to meet you or initial interviewers passed on interviewing because they had something more “important” to do. I would always encourage candidates to ask for a list of people they might interview with prior to the interview day. This also gives you the opportunity to do research on the person and learn about their background.

It’s important that you look out for red flags in an interview to make an educated decision if and when an offer comes your way.

Tell us about your experience with bad interviewers in the comments!

Friday Feature: The Importance of Networking for HER!

June 2, 2017

It's National Wine Day!

We have a special guest in salon today! Long-time friend and peer in the HR world, Maleka Jackson. Maleka has over 10 years of experience working with diverse student/candidate populations and leading teams that focus on the career and professional development of recent graduates with the goal of assisting them in obtaining full time opportunities in their degree/field of study. Maleka is consistently leading change management, process improvements, creating career development programs, managing performance, and career/performance coaching. Enjoy her thoughts on the importance of networking for HER!

by Maleka Jackson

Women trail their male counterparts in building networks that help propel their career and grow their businesses. We’re great at social gatherings, but as a whole, we can be timid at gathering for a purpose. Networking.

Many women struggle with the balancing act. We look at networking as a social outing and not a business imperative.

“Happy hour. I don’t have time to grab wine, when I could be _______” “I am too busy to hang out.” “This is just one more thing to do, when I could be taking care of something that really needs to be done.”

Some women wonder why they are so talented – yet stuck in the same role over time as their male counterparts pass them by. It could be your network, or lack thereof. It’s not just about who you know, but more so who knows you.

We see networking as a social activity and not a business must. We see asking for help with our careers as weakness, when partnerships are what we need. We see speaking of our accomplishments and achievements as bragging. You can’t garner the necessary partnerships, if you don’t have the partners in your network. And your partners won’t think of you when opportunities come along if they don’t know how you can contribute.

Showing up matters. It’s not enough to just be in the room. You need to be present in the moment. When we don’t purposely show up, the next person will. Being great at what you do is not enough. Shrinking yourself is not an option. If you want to progress in your career, you have to be deliberate and purposeful in your actions. Don’t be a missed opportunity. It’s okay to be transactional. It’s okay to have “an ask” in mind. Going after what you want professionally takes nothing away from the many other titles you wear or your femininity. Nothing comes to those who wait, except for what the go getters leave behind. If male counterparts, hold the door open for us, then that’s great – but if not, we have to be comfortable, opening our own doors and walking through them…And making the most of the networking event.