Career – Page 3

Why do Recruiters Hate Phone Screens

May 16, 2017

Okay, I’m back! Recruiting got busy for a minute so I took a much needed break. During this heavy recruiting season my disdain for phone interviews has increased. Trust me I’m not the only one! It amazes me how many people want jobs and those that get the opportunity to interview don’t prepare themselves.

Phone interviews can be tricky because you have to put a level of energy and preparedness into a conversation where you can’t see the person. If you want to get your dream position, most likely a phone interview will be a part of the equation. Here are some tips that will guide you in preparing for a successful phone interview:

Familiarize yourself with the company
- This is almost a deal breaker for me. To know that a candidate is “interested” in a position with a company they know nothing about is truly disappointing. Research the company website, use LinkedIn and other social medias sites to find out about the organization and it’s inner workings as much as you can.
Smile and stay engaged
- Make sure you are energized and smiling before you get on the phone. This can help translate your interests and level of engagement to the interviewer.
Know your resume
- Please make sure you are familiar with the work you’ve done (i.e. dates, companies, major projects, project results, etc.). If you don’t have a copy of your resume readily available study your work history, so you are better prepared.
Be able to give specific examples
- Not only are hiring managers looking for results-oriented individuals, recruiters are as well. If a question begins with, tell me about a time… or give me an example of… it requires an example that is specific (Behavior, Action, Results).
Have questions prepared
- Nothing like asking a candidate if they have any questions and they say, “No, I think you’ve answered most of my questions” or “No, I don’t have any questions”. If you are interested in a position you should ALWAYS have questions. Not only is the company interviewing you, but you are interviewing them as well.
Send a thank you note
- Follow-up notes are scarce these days but I believe in them for all stages of the interview process. Even if it’s just a phone interview, thank you notes can separate you from other candidates.

I hope these tips get you started on the right track to becoming a better phone interviewee!

Smiling Faces

April 6, 2017

You think you’re awesome…In fact, you do good work and it’s regularly documented in your performance reviews. I hate to be one that has to bring out what goes on behind the scenes, but this will help you if you let it. Corporate America and some of the leaders it produces will have you living a farce. If you are not having regular discussions with your manager discussing your performance, key performance indicators, constructive feedback, etc. you might not be doing well as you think. I’ve heard many stories and seen things (i.e. out of the blue terminations, performance improvement plans after years of mediocrity) that indicate there are managers who are scared to manage, which is a disservice to your career.

Let’s take a recent case study, Pepsi (a moment of silence)… There are many reasons why the advertisement was a disaster but that’s for another post. Who was the rockstar marketing executive who signed off on the mediocre misguided musings of their direct report(s)? It’s unfortunate, but leadership is fading and the consequence is your reputation and your job. Leaders need to step up and tell the truth instead of going behind closed doors with their colleagues to say “Johnny isn’t cutting the mustard” or “Becky is good but not great.” Where are the fruitful honest conversations that are needed to produce high-performance? I’ve seen many managers that are afraid to have direct conversations in the workplace, that then want to fire an employee without warning or documented conversations. If you wear a passive aggressive ‘banner’ you should not be a manager.

I’m very passionate about great leadership as you can tell but don’t let management’s incompetence diminish the responsibility you have for YOUR career. You have a duty to be proactive and take control of your career. Don’t take what your manager has to say for face-value. Have those conversations and really dig deep on your work performance. We all have areas of improvement and those need to be discussed on a regular basis along with the kudos. Here are some recommendations on how to be proactive with the status of your work performance.

One-to-One Meetings – If your manager is not facilitating bi-weekly or monthly conversations with you, take it upon yourself to set those up. Be proactive when it comes to your career. Receive and give feedback on a regular basis.
Thought out goals/objectives – Make sure you have carefully thought out goals and objectives. Consider your company and team objectives to come up with individual goals that are achievable and challenge you to do something amazing.
Professional mentorship – Reach out for mentorship within the company and another point of view. Sometimes higher level individuals within the company who don’t manage you directly can give feedback or suggestions that are more direct especially if your manager is not forthcoming enough.

Sometimes when I think about passive aggressive managers in Corporate America, a tune by The Undisputed Truth, “Smiling Faces” comes to mind:

“Beware. Beware of the handshake that hides the snake,
I’m tellin’ you beware of the pat on the back it just might hold you back.
Jealousy, (Jealousy) misery, (misery) envy.
I tell you can’t see behind

Smiling faces, Smiling Faces, Sometimes they don’t tell the truth.
Smiling faces, smiling faces tell lies and I got proof.
Your enemy won’t do you no harm, ’cause you’ll know where he’s comin’ from;
don’t let the handshake and the smile fool ya.
Take my advice I’m only tryin’ to school ya.”

https://youtu.be/8CJZcVi5BA4

Caught up in the Rapture

March 15, 2017

A most wonderful season is upon us…BONUS SEASON!! Many corporate professionals who work on the calendar, fiscal year are waiting with anticipation on performance bonus checks that will be distributed this month. What most people don’t know is that this is one of the most common occasions for voluntary attrition. On the recruiting side, I somewhat dread this season because I know for a fact, I will be backfilling positions due to people getting their bonuses and resigning to take new jobs, external to the company. There are two sides to this season, the employee that is looking to leave after they receive their bonuses and the other is the employer that has to fill the vacant spot. For the purposes of this blog post, I’ll focus on the side of the employee. Here are a few things to keep in mind if you are leaving a job during bonus season:

Don’t leave before you get your bonus
- Yes, I know people who have left their jobs weeks before they actually get their bonuses! The smart thing to do is stay if you can.
- If you need to Get Out before bonus time, negotiate a sign-on with the future employer.
Make sure you always ask why a position is available when seeking other employment
- This topic may seem a bit awkward to ask about but it’s necessary. You need to know why the vacancy is open to adequately vet out the position and company.
- Employers may try to be politically correct and skirt around the answer to this question but be sure to ask probing questions.
Give the courtesy of at least a 2-weeks notice
- You may have relevant reasons to leave your job, but don’t burn bridges.
- If you are a high-performer you are most likely leaving your current company in a bind. Be sure to write a humble and professional notice and offer to be available for questions in the future.
Have a job-transition fund
- Before starting a new job most people don’t ask about the payroll period (beginning, middle, end). It’s just good practice to have a little cushion while transitioning jobs, in case you are at a point in the payroll cycle where you might not get a paycheck for a while.

Have you ever left a company during bonus season? Share your experience in the comments.

Style Resume Feature: Lakika “Shay” Scott

March 9, 2017

I look forward to days like this where I can highlight and share such wonderful and inspiring people. Joining us in the salon today is Lakika “Shay” Scott, a Compliance Executive and a Designer. As a business professional and creative, she is determined to incorporate her skill set and professional experiences into future business endeavors. In 2014, Lakika created her own brand of socks and accessories called, Shoobangz. During which she’s also managed to maintain leadership positions in the corporate world. Lakika has showcased her designs in various fashion shows and participated as a vendor in small business showcases. Most notably, Lakika was able to participate as a volunteer in Nashville Fashion Week. This experience showed her two things; forecasting fashion is a must and the fashion business is extremely competitive and as tough as it comes! Lakika considers herself to be a student of fashion in the sense that she’s committed the past few years, gaining experience in almost every aspect of the fashion industry. As an artist/creative/designer, her personal style reflects her unique personality, but more importantly embodies individualism. Let’s learn a little more about this corporate and style leader.

Experience:

What is your current occupation and how long have you been in your career?

I am a Contractor Compliance Specialist for the State of Tennessee’s Healthcare and Finance Administration. I have been in this role for almost three years. I am a part of a very small team that oversees the Service Center Contract for TennCare. I serve more specifically as a Liaison between business units, because of my ability to build and endure business relationships. I also ensure the Contractor remains compliant per the contractual agreement on behalf of the State of Tennessee. All the while, I am a designer (Shoobangz) and a fashion student, as I am currently enrolled as a student at the Sewing Training Academy (Nashville, TN) to learn more apparel design techniques.

Education:

Where did your style originate and who or what are some of your influences?

My very unique, but chic style originates from my love of the arts. I was an artist long before I was interested in fashion. As an artist, I love the use of color which can be used to express moods and movement. So, years ago when my friend finally convinced me to wear heels, I was immediately drawn to brands like Dollhouse (shoes) and Betsy Johnson style apparel, because of their vibrant colors and funky style. I’ve since evolved and become inspired by the sophisticated style of artist/actress, Janelle Monae.

References:

Who are some of your favorite designers? What stores do you prefer to shop?

My favorite apparel designer is Christian Siriano, known for his intricately designed red carpet dresses. His attention to detail and flare is impeccable and inspiring. I am inspired by shoe designers, Manolo Blahnik and newcomer Christopher Coy. This may come as a surprise, but I am an avid thrift store shopper. Small vintage boutiques are my newest interest and my loyalty currently belongs to Trendy Pieces Boutique downtown Murfreesboro.

Career, Beauty and Style:

Do you think personal style is important as it relates to your work? If so, how?

Personal style is an extremely important aspect of our lives, and work is no exception. We spend a significant time at work and although the enforcement of dress code policies may restrict some aspects of style, it doesn’t take away the ability to have style. There are currently too many cutting edge options in professional attire for one not to take advantage and find their style niche in the workplace.

How would you personally define the word beauty?

My definition of beauty is freedom of expression. Outer beauty is extremely subjective, but a confident woman, wearing whatever she wants, with a soul that radiates through her pores is undeniably beautiful. Whether she is wearing a bathrobe or a snow suit, she will shine and her outer garments become accessories.

If you had a dream career/occupation what would it be?

My dream career would be in Fashion Forecasting. I am fascinated with the unpredictability of fashion trends and I would love to be a part of the industry that determines and projects the next trend or style.

What’s the best advice you could give someone seeking a new career?

When seeking a new career, I would advise seeking positions with advancement and growth opportunities. We are all good at certain things, but we were all once beginners. We tend to seek positions that are comfortable and similar to our previous experiences. However, sometimes it is that unlikely role or position that grows and develops us. Years ago, I would’ve never imagined overseeing a project/contract. I had to be open to new things and understand the job market is continuously changing, so you must adapt and grow with it.

Quote that keeps you motivated:

My favorite quote:

“Bloom where you are planted”

Where to find Lakika:

Shoobangz

Instagram/Shoobangz

Facebook/Shoobangz

Friday Feature: Waiting to ‘Excel’

February 3, 2017

We are absolutely thrilled to have a special guest in The Career Salon today! Dr. Kisha is here to share awesome insight on how the use of Microsoft Excel can improve your career. Dr. Kisha is obsessed with helping individuals grow their small business and professional careers. Her mission at She Knows Tech.io is to equip and empower individuals, especially women, with the skills to excel in business through software and technology training. She Knows Tech.io is a training company focusing on Excel data analysis, predictive analytics courses using IBM SPSS Modeler, mobile and website building courses, reviews and tutorials (Wix.com website builder). Dr. Kisha is an expert in business intelligence and analytics. She’s also an app developer (Homework Suite), 6 Sigma Black Belt (Caterpillar, Inc), and professor of information systems with 19 peer reviewed quality research publications.

Resume Not Getting Noticed Enough? You’re Probably Missing This

by Dr. Kisha

MS Excel might just be one of the most important software programs that is used in every industry today. This may be why so many employers are looking for employees who are highly skilled in using Excel. You can give your job prospects a boost by becoming an Excel Power User.

Whether you are looking for a brand-new job, or you want to work your way up the ladder- becoming proficient in MS Excel can boost your job prospects. From an employer’s viewpoint, especially in business, Excel is an essential computing tool and they want employees who are advanced in this tool.

>> Take this fun Excel Quiz to see where your Excel skills rank <<

You Can Do Just About Anything in Microsoft Excel

Excel has virtually no limits. Just consider some of the tasks it can do for you:

Excel can create an editorial calendar, with a full list of topics and dates.
When planning on office outing, you can use an Excel document to track the costs and the RSVP list automatically.
You can use an Excel to determine exactly how much you should charge for your product.
An excel document can summarize revenue by product which can find areas of strength and weakness, where stronger relationships can be built with customers.
Excel is perfect for creating budgets, including expenses and more.
Customer discounts can be calculated based on the volume of purchases, monthly, and by product. Watch how here.

Resume Building

At the top of your resume, you want to highlight skillsets that will catch a recruiter’s eye. So instead of listing “Microsoft Office” You’d want to instead list specific functions such as “Microsoft Excel Pivot Tables” and “Microsoft Excel Solver”. Doing so will set you apart from other candidates and recruiters quickly recognize you know what you are talking about!

Excel is a diverse program, and more businesses are turning to use it as a primary tool for a variety of applications and functions. It’s vital for every professional to learn how to use Excel, and strong Excel skills can lead to greater job opportunities and promotions.

>> So start by Watching these 4 quick Excel tutorials and see how easy it is to learn Excel <<

To learn more, contact Dr. Kisha here.

Loyal…

January 24, 2017

I intended to write an article today about office potlucks and how they are the bane of my existence (to come at a later date), but I ended up in a discussion recently regarding the level of loyalty employees have to their employers, of which, is rarely reciprocated. My close friends and colleagues are well aware of how passionate I am about leadership and constructive behavior in the workplace. It is with this, Chris Brown’s song, ‘Loyal’ came to mind.

There is a mutual descent of loyalty in the working world today. Companies are outsourcing, avoiding the maternity/paternity leave conversation, bucking against flex time, decreasing overhead as much as possible, and the list goes on. At the same time, employees are taking on entrepreneurship opportunities and hopping to various companies as they see fit. Being in recruiting for over a decade I can truly see both sides of the coin. I have experienced the pain of organizational disloyalty and it definitely hurts the workforce in a major way.

While loyalty and trust is a two-way street, the bigger part of that burden in my opinion, is on leadership. A major gap in employee/employer trust is lack of sufficient leadership. In HR you see everything, for the most part, and a majority of relational issues in the workplace stem from inadequate management. I’ve have been exposed to so many companies where managers do not get the necessary training to manage people, especially in a way that is human and understanding. I’m not stating that people should be able to do whatever they want and the company just has to deal with it. Depending on the environment, if a company has a person working above capacity, meeting deadlines, attracting clients, and making a positive change in the bottom line, why wouldn’t said company want to be flexible and extend a few liberties to encourage the employee to stay the course.

This is where loyalty comes in. For the employees that put their all into their work, as much as they think it counts towards their future, companies don’t seem to hesitate when they make changes and send employees home with a pink slip and severance. Employees seem to have gotten a good glimpse into this scenario, which leads us to the “job hopper.” I hear so many hiring managers say, “I don’t want to see candidates who switch jobs every 18-24 months.” I understand the sentiment but as I mentioned, many companies lack the leadership to retain loyal employees, don’t foster growth and development, or provide resources to be successful. In those cases, I would have left the company too. On the other hand, employees shouldn’t be so quick to throw away the benefit of the doubt with regards to their employers, creating a track record of not being able to complete things long-term (a top reason for a rejection when pursuing a job these days).

The best way to build a bridge of loyalty and trust is to be open and honest. Lots of things can be solved if employers and employees have conversations from the beginning that foster a healthy and trustworthy relationship.

What are your thoughts on loyalty in the workplace? Share in the comments.