The informational interview or telephone interview thank you letter may be informal, but is an absolute must. Sometimes getting a meeting with a dream employer can be a challenge, and if you don’t thank them for taking the time, landing a job could be out of the question.
This thank you can be handwritten, but because it is more of a discovery meeting, sending an email on the same day as the interview is also appropriate. Here’s how you go about it:
Picture this: You are on your computer applying for a position at your dream company. As you enthusiastically upload your cover letter and resume, 1,000 other applicants are applying for that same position at that exact same company.
This is the harsh reality of job hunting online. The volume of applicants is enormous, so it is your job to stand out in the cyber world. Here’s how you can make that possible.
1.) First, visit sites such as Monster, Indeed and CareerBuilder to find an abundance of opportunities. However, to be timely, make sure to narrow your search based on your own interests.
2.) Post your resume to job boards frequently. Be wary of posting anonymously, though. This may decrease your chances of a recruiter calling you.
3.) Besides larger online tools, look on the company website and their Linkedin page to see if they are actively updating their job postings.
4.) Stay current on your Linkedin profile so it is easy for recruiters to track you down. Updating statuses or sharing blog posts and articles is a great way to show potential employers you are active in the corporate world.
5.) Taking time out of your schedule to tailor your resume using key words pertaining to the position will be extremely beneficial. Try and do this on a daily basis to stay up to date on each job posting you apply to.
6.) New job postings may appear every day but make sure to look at postings from months prior to see if any opportunities are still available.
7.) Stay organized. Keep track of what companies the resume is being sent to. Do not make the mistake of sending your resume numerous times and pestering an employer.
Online job hunting is a competitive process, especially when you are one of many applying for the same position. The key is to make you and your resume look appealing by following these tips.
The world of interviewin
g is changing. Face to face interviews are becoming more prevalent later in the process, rather than in the beginning. Although phone interviews and in-person interviews are different in the sense of location, one cannot treat them as so. The initial telephone interview can either make or break your chances of proceeding to the next step, so full preparation and undivided attention is necessary.
Even though some may think a phone interview is less important than an in person meeting, the volume of applicants and busy schedules of employers are making telephone interviews a necessity. The key is to treat it like you would any face to face interview. First impressions are first impressions. Be sure to impress your potential employer by following the etiquette rules above.
Author: Allison Mullen
According to The Job Outlook for the College Class of 2013 by the National Association of Colleges and Employers (NACE), nearly all of the top ten bachelor degrees for hiring in the current job market involve leadership ability. These include some of the most popular degrees offered online, such as business administration and marketing management (November 2012). Furthermore, even if you are an e-learner who does not intend to pursue a direct supervisory role, “leadership” is an often cited soft skill on most prospective employers’ lists of wants for their employees.
Clearly, leadership is a new trend in hiring, and graduates about to enter the workforce must be prepared to develop and demonstrate that they have this talent. But what is meant by “leadership skills,” and how do students, especially e-learners, attain and document that they have such abilities? To help guide you, here is an explanation of what employers are looking for and ways you can show them you have leadership skills.
Leadership Defined
Most experts agree that leadership can be a bit difficult to define. Therefore, David Mielach of Business News Daily went right to the source, the leaders of business and industry, to discover, “10 Ways to Define Leadership” (27 December 2012). The answer that stands out most of all is the definition offered by business consultant, Kendra Coleman:
Most see leadership as the ability to take proactive, preventative, results-producing action. This has no connection to a job title or position. Rather, the group of experts Mielach interviewed sees leadership as an inner strength that inspires outward results, a sense of vision that envelops others and guides a team to further success.
There are a few additional traits that are often mentioned.
Additional Characteristics
Some additional attributes of leadership should also be kept in mind. Good leaders are:
Note that some of these attributes are broken down separately on lists of skills employers look for in employees.
Ways to gain leadership skills
There are quite a few ways that students, online or on-ground, can gain leadership experience. You may even be doing some of these already.
How to document leadership for employers
Now that you understand what leadership is and have some ways to gain skills in this area, it’s also time to think about how you will demonstrate this to employers. Here are some suggestions to get you started.
Pursuing, documenting, and demonstrating that you have leadership skills can take time; however, the knowledge that employers are increasingly looking for talent in this area, especially in some of the top career fields, should motivate you to take action. You also do not need to accomplish all of the above steps at once. Rather, try to focus on one or two ways each semester and gradually build an impressive portfolio for employers and online presence that brands you clearly as a leader.
Guest author Michael Keathley has been an active writer, editor and educator for over 20 years and also writes pieces for bestcollegesonline.com, where the article was originally posted.
Please join Michael on Google+, Twitter, and Facebook.
Russ, at the right, with Scarlett Johanssen
Memorial Day is the holiday where we as a nation, remember those that have given their lives in the service of our Nation. While we are all enjoying our first long weekend of the summer, remember to take a few moments to think about all those who have given what Abraham Lincoln called the “last full measure of devotion.”
And there isn’t any reason why we should wait until Veterans Day to spend some time thinking about the men and women who have spent time in the service of our Nation. According to the Department of Labor, the unemployment rate for post 9/11 Veterans sits at 10.9% compared to a 7.9% for non-Veterans.
What are some of the challenges that a Veteran faces when he or she transitions from Military life to civilian life? According to Michael Major, SPHR, the biggest challenges for Veterans transitioning from Military life to Civilian are:
*Getting people to understand how their military experience translates to civilian work
*Knowing where to begin, including how to write a resume and where to look for a job
In many cases the job a Veteran performed while in the military has a direct translation into a civilian field. The military has Active Duty aircraft mechanics, electronic technicians, cooks, medics, administrative professionals, and construction workers. In other cases the positions in the military do not translate to a civilian job easily. Many hiring managers would not know the skill set that a Platoon Sergeant has, is the same as a Personnel Manager who is responsible for coordinating all aspects of the lives of 30+ Soldiers or Marines. Nor would they understand that a Fire Control Technician is really just an Electronic Technician that specializes on a particular type of equipment. In a lot of cases a simple re-write of a resume by someone that is familiar with Military job titles or, who takes time to learn about them will yield immediate positive results
Having spent the last 18 years hiring people for a living I can attest to the fact that at least half of what we call “employability” rests in soft skills. Finding an employee that is punctual, a team player, motivated, and who can follow direction AND lead is one of the biggest challenges that we as employers face. Having spent almost 20 years in the military, I can also attest that men and women who have spent time in the Military have most definitely developed those skills.
The next time you see a resume of a veteran float across your desk, take the time to reach out and talk to him or her. Delve a little under the surface and learn what the true nature of their job is and help them translate the experience into something that’s easier for a non-veteran hiring manager to understand.
Author: Russ Dotson, Brightwing Senior Recruiter
What happens when you have vast knowledge and work experience but no degree? There are a few different ways of looking at this hurdle, but thinking that you can’t get a great position without a degree shouldn’t be one of them.
In general, many large companies require a bachelor’s degree. Because of the volume of resumes they receive, many companies have filters in place to cut down the number of eligible applicants, and having a bachelor’s degree is usually one of them. This is where many non-degreed job searchers get stopped; but if you are determined to work at a certain company or in a skill area where you have experience and passion, here is where your personal branding will come in handy.
In all cases, degreed or not, the key to getting a job in the area that you want is the ability to market yourself with confidence and use your network.
Author: Elyse Lopez
You’ve read countless articles about the importance of investing in your employees. You know that an engaged, well-skilled employee will be more productive and contribute to the overall growth of the organization. You may also know that employees who are holistically developed and evolve within an organization have a better chance of attaining long-term success. Since you know all of the basics, here are a few facts that you may not know. A strong investment in employee training and development can produce benefits to the bottom line. It can lead to a:
24% higher profit margin
218% higher income per employee
86% higher company value
21% increase in productivity
300% reduction in employee turnover
A return per dollar invested of $6.72
(www.gazelles.com/roi.html Executive Training is a Must in Today’s Competitive Markets, by George “Bud” Arquilla III)
So why don’t organizations invest more in training? You’ve heard it a million times – “our employees are our most valuable asset,” but in reality they are tracked as costs. Training and development has great potential for returns but it’s also one of the first budgets to get cut when times are tough. Organizations must be committed to the long-term goal and it’s hard to connect revenue and profit back to intangible assets.
There are some companies out there that get it. “A comparison of organizations on Chief Learning Officer magazine’s 2012 Learning Elite and the 2012 100 Best Companies to Work For show some familiar names on both, including General Mills, Qualcomm, Accenture, Deloitte and NetApp” (Being an A-list Company Pays, by Keith Dunbar, Chief Learning Officer, February 2013).
These companies understand how learning and development can impact an organization’s overall performance beyond just employee engagement and retention. It’s important that learning leaders understand the goals of their organization and act as advocates for the development of their talent. Learning programs need to be aligned with the long term goals and direction of the organization.
“The single biggest predictor of a company’s ability to beat its direct competitors in its industry and the overall stock market was the amount the company spends on training its people” (Dr. Laurie Bassi, author of Good Company: Business Success in the Worthiness Era). So again, why invest in training? Yes of course, to improve employee productivity, retention and loyalty. But in the end, the bottom line is – to improve your organization’s competitive advantage.
Author: Jenny Dickey
“Self-discipline is the foundation of freedom. It is the foundation of greatness, achievement, heroism, leadership, sanctity, and vibrant and flourishing communities and nations…” Matthew Kelly
Leaders grow people by first growing themselves. To neglect the most basic rule of self-growth before leading others is folly. Start with yourself and understand your own needs and wants, strengths and weaknesses. Before you’ll achieve any public victory of note there must always be the private victory of self-growth which starts with self-discipline. Rome wasn’t built in a day, nor will your personal foundations for leadership be constructed overnight. It takes time, planning and the application of several key principles.
All too often we want the quick fix. We have the tendency to think we can ignore our own discipline and development today and that we’ll take care of it tomorrow, or tomorrow, or tomorrow. And so goes our whole lives. Until we realize where leadership begins we’ll never have a long term positive impact.
Look in the mirror. Would you trust, support and enthusiastically follow yourself? Would you be willing to share your time, energy and talents in the pursuit of the vision and goals you are advocating? People don’t expect perfection in their leadership. Just something that closely resembles it.
“Take heed unto thyself” is an important and very powerful truth for anyone aspiring towards leadership. It isn’t a selfish attitude that ignores the needs of others. It is a realization that personal growth and development enable the leader to more effectively serve others.
“Self-assessment is the first action requirement of leadership: the constant re-sharpening, constant refocusing, never really being satisfied.” Peter F. Drucker
Developing character that can withstand the rigors of change and stress is like growing a mighty oak tree. It requires time and the proper elements for growth. Here are three elements for self-growth and personal excellence in character development.
Be Actively Accountable
Harry Truman had a great saying on his desk; ‘The buck stops here’. Today it’s a “pass the buck” society where few are willing to accept accountability for their actions. Personal responsibility is the first step in taking charge of your life.
Most people seem to want the government, their parents, their spouse, their boss or their friends to take the responsibility for their actions and their life. Until you become actively accountable for who you are, where you are and what you are you’ll never go far.
An old poem closes with the following stanza:
You may fool the world down the pathway of years,
And get pats on the back, as you pass;
But your only reward will be heartache and tears,
If you’ve cheated the man in the glass.
The man (or woman) in the glass is you. Are you taking personal accountability for your own life and actions?
Paint Your Self-Portrait
Many great artists have done at least one self-portrait. Some did many of them over a period of years detailing their own change and self-growth. In developing these portraits they had to look closely at themselves seeing their flaws and imperfections. Leaders must be aware of themselves, both their strengths and their weaknesses.
Seeing only the good or only the bad is a false and distorted picture. How you see yourself today will in many ways determine where you see yourself tomorrow. Focus on your strengths, but don’t ignore your weaknesses expecting them to disappear on their own. Have you determined a clear, detailed and colorful vision for yourself? Are you following a detailed and disciplined plan for personal and professional development?
Strengthen and Renew Yourself
Mental, physical and spiritual nourishment and exercise are prerequisites to a balanced healthy life. Reading educational and inspirational material feeds the mind. A good diet coupled with physical exercise using aerobic, strength building and flexibility regimens balances the bodily needs for renewal. Prayer and meditation enhance the spiritual aspects of our lives giving acknowledgment to our creator. Stephen Covey referred to this as the ‘seventh habit’ of highly effective people. How are you using and practicing self-renewal to sharpen your saw and make your productivity as strong and vibrant as possible?
Combining and consistently practicing these three elements of self-growth will absolutely bring you outstanding results in your pursuit of excellence as a leader. Practice them and see for yourself.
“In reading the lives of great men, I found that the first victory they won was over themselves… self-discipline with all of them came first.” – Harry S. Truman
Author: George Hendley
Instructor, Brightwing
George is a speaker, trainer and coach. Learn more about the instructor-led courses Brightwing offers. For a complete list of courses and detailed course outlines call 888-521-2478, ext. 317 or email Jenny.
An ancient Chinese proverb says:
If you want one year of prosperity, grow grain.
If you want ten years of prosperity, grow trees.
If you want one hundred years of prosperity, grow people.
People are THE most valuable resource. Hopefully this is more than just another nice cliché rolled off the tongue of an executive when cornered and asked about her top priorities. Yet it is often forgotten when the “bottom line” is being discussed. Maybe it’s time we realigned our thinking, especially in corporate America, about the bottom line. Or perhaps we should look at people as the “top line” and top priority that they are.
Leaders grow people. This isn’t done overnight. This priority can’t be delegated to the “V.P. of people-growing” and quickly forgotten. Growing people is an ongoing responsibility of any and all executives, bosses, managers, supervisors and folks-in-charge. Where does this begin? It starts with each of us individually, and continues with all of us collectively.
“Before you are a leader, success is all about yourself. When you become a leader, success is all about growing others.” – Jack Welch
All lead and all follow. The question isn’t “do you lead”? The question is “how well and how much”? What is the quantity and quality of your leadership? If just one person looks to you for direction, for decisions, for guidance, for help, for information you are leading that one. And for that one, one hundred, one thousand or more you have an important responsibility. Right now, at this moment, you are a leader.
Leadership is a privilege and with all privileges there are accompanying responsibilities. How do you deal with the responsibilities? How do you steward the privileges? You begin by growing yourself in your role as a follower. You look out and see a need that is not being met. You recognize a need both for yourself and others and you decide to act. You start by learning the foundation of leadership…service. Leadership starts when you take action, when you decide to serve.
“Leadership is not about money, fame and power; leadership is responsibility.” – Peter Drucker
A wise farmer will study the weather patterns, the soil conditions, the growing season, the insects or other crop destroyers and numerous other details before planting the crop and expecting a rich harvest. The smart coach will review the rules of the game, the game plan, the player’s strengths, the competition and a myriad of other details in preparing for a winning season. Likewise, the individual wanting to increase her leadership must first make the necessary plans and preparations to develop her own leadership abilities. This begins by learning self-leadership, which includes self-responsibility and self-discipline.
Studying the lives of many of the greatest leaders of all time, you will find that they spent many years in disciplined preparation for their most important role of leadership. They patiently grew by following others, observing and learning from their strengths and their mistakes. They recognize a need, sometimes in others, often times within themself and take action to meet that need. Service is the true foundation and motivation for leadership. And service is established and expanded as one practices it. Leaders grow people, starting with themselves.
“Leaders strengthen credibility by demonstrating that they are not in it for themselves; instead, they have the interests of the institution, department, or team and its constituents at heart. Being a servant may not be what many leaders had in mind when they choose to take responsibility for the vision and direction of their organization or team, but serving others is the most glorious and rewarding of all leadership tasks.” – James Kouzes and Barry Posner
Author: George Hendley
Instructor, Brightwing
George is a speaker, trainer and coach. Learn more about the instructor-led courses Brightwing offers. For a complete list of courses and detailed course outlines call 888-521-2478, ext. 317 or email Jenny.
What drew you to the company you work for? Was it your education, circumstances, or your “career path?” Challenge, growth, values, environment, training, work/life balance, and over-all fit can be key factors in determining if you should get off at this stop, stay on a bit longer, or get on the next bus out of town. Leaving any occupation isn’t a small decision, but, like breakups, sometimes we don’t realize the magnitude of unhappiness until we are out of that situation. So how do you know when it’s time to leave the company where you are currently employed?
Make sure your nosy cube-mates and/or human resources managers aren’t near – if you are already having doubts, this ride could get bumpy. There is no one answer to knowing when you should leave your company or if you should leave at all, but here are a few of the more obvious signs that you aren’t happy with your professional life, or have outgrown where you are.
1. You genuinely dread going to work, not just on Monday’s, but every day, and the thought preoccupies your free time.
2. Your “situation” has changed. When you started your career you may have been single, and able to live on a certain salary, but right now you may be married with three children and have a car payment. If your essential needs as a person are not able to be met anymore, and there is no room for upward mobility in position or paycheck it may be time to let your current employer go.
3. Boredom. In the same way that a highly intelligent child may under perform in an unchallenging class, you too may be under performing because, well, you are unchallenged at work. If you are unable to move up, gain more responsibility or take on different projects in your current company, looking for an opportunity where advancement is an option may be in your best interest.
Here are a few of the less obvious identifiers:
1. Complacency. You are comfortable with where you are. You may love the company you work for, but your job is “fine” and vice versa. For some people this will work just “fine” for the rest of their professional lives, but realize that while the situation might not get worse, it also may never get any better.
2. The wheels are constantly spinning, but you aren’t actually driving anywhere. You are undervalued even if you come in at 7 and leave at 6. You find yourself thinking “If only I work a little harder, a little longer, get involved in EVERYTHING, someone will notice and reward me.” Some companies don’t necessarily have a culture that values hard workers like you, but there will always be one out there that does. Find it.
Whether you are deep-rooted into a company or just starting out, you have the right to be happy. As Joe Gibbs said, “People who enjoy what they are doing invariably do it well,” so look out for any warning signs and listen to yourself.
Fake it til you make it? Please. No need for that. With online learning sites and videos, a lot of information and in depth educational materials are available for free. The flipside? If you have been looking for an eye catching way to display your skills, teaching your specialty to eager online learners can help establish you as a subject matter expert and enhance your personal brand. The following sites provide a sea of knowledge, and a reputable platform for teaching to the masses for FREE!! If you have tried them out, please share your stories!
Skillshare.com
Skillshare is focused on learning and teaching anything from anyone, anywhere. They believe that not only is everyone capable of learning, but that every person is a teacher. If you are very good at what you do professionally or recreationally, you can teach it here and it only takes minutes to get started. What’s more is that you can also browse through classes to find one that is interesting to you.
YouTube.com
Another platform to share your skills other than Skillshare is YouTube. You can create your own channel, film and share the tutorials with your social network. You are able to learn to do almost anything, like how to curl your hair.
Khanacademy.org
Started in 2008, Khan Academy is on a mission to provide free, world class education to anyone, anywhere. You are able to explore Math, Science, IT and History from introductory to advanced lessons, perfect for learning a new topic. I have taken the French Revolution class as a nice little refresher. Great course, interesting teacher, and I always left wanting macarons.
Codecademy.org
Codecademy is made up of a group of self proclaimed “hackers” who want to teach the world to not only use technology, but create. This site teaches you how to code most of the popular languages that are out there. I myself am not a computer whiz, but I have started learning Python, and if I can do it anyone can. If you would like to see an incredible video as to why we should code and not just consume, please listen to Mr. Bill Gates.
Edx.org
Higher education heavy hitters, MIT and Harvard, have decided to use their powers for good. They have enlisted several high ranked colleges and universities to teach a few online courses for free. FREE. The classes range from Humanities, Global Issues, Engineering, IT, Healthcare, and Law. If are in, or are passed college education level, these introductory courses are in depth, interesting and fulfilling.
I know my anecdote about eating macarons was thought provoking, but we would love to hear how you have, or do, use these sites! Pass the word along and remember the words of Oscar Wilde: “You can never be overdressed or overeducated.”
Wednesday, March 13th
5:00 p.m.
St Andrews Hall
431 E Congress St
Detroit MI 48226
Google Map
Brightwing is co-sponsoring a networking event for Metro Detroit IT professionals. The party is being hosted by Detroitnet.org, a non-profit group that provides an online and offline venue for professionals in and around the Information Technology industry to network with other IT folks in the most simplest of forums. The event is free and open to the public. You can pre-register for the event by sending an email to [email protected] with your resume as an attachment.
Have you ever found yourself standing in the corner of a crowded room, surrounded by strangers, with your palms sweating more and more with every passing moment? Did this nerve-wracking moment of your life happen to be at a networking event or career fair? Never fear! You are not alone, and this does not have to destroy your chances of success. You showed up, you know who you are and what you have done, so being prepared to talk about yourself is the next step. So how do you get past hello? Having a prepared ice breaker and well thought out elevator pitch is a sure way to get past any awkwardness and on to an actual conversation.
Fat Penguin
Think about how you are going to break the ice with a stranger friend you don’t know yet. It doesn’t have to be complicated or entertaining. Simply walk up to someone, introduce yourself instead of waiting to be approached, and start with any of the following:
The list could go on and I am sure you get the idea, but ice breakers are helpful to think about before you go in case of crowd shock. You’ll look like a pro!
Fake it ‘til you make it
This doesn’t mean faking your experience. It just means faking your confidence by crafting a mini commercial about yourself that is memorable. Having your 15 seconds written and practiced beforehand will save you panic and mumbling when you are asked about yourself. So what do you say when someone asks, “What do you do?” You need to state
This will help the person you are talking to have a base from which to ask additional questions. Since you are up to date on your skills, it will be easy to elaborate on your experience
Make a connection
Now that you both know a little about each other’s experience, see if you can help them with anything. Since I work at Brightwing I may say,
or if they are unemployed or are looking for something new,
If I were unemployed and looking to make a transition, I could also ask for help,
Even if the outcome isn’t a connection between you and this immediate person, they may refer you to someone or vice-versa.
How do you get past hello? If you have any other tips or smooth operator tricks, we would love to hear them!
Author: Elyse Lopez
As a recruiter, I’ve been hung up on and berated. One would think I was an annoying telemarketer trying to sell a non-stick tortilla shell maker. But because I’ve heard horror stories from candidates, I have come to understand peoples’ hesitation when it comes to working with recruiters. Some recruiters have published misleading job postings, submitted people for positions without telling them, pressured people to interview for positions they’re not interested in/qualified for, and manipulated candidates into accepting offers they wouldn’t normally take. I know there are more examples, but it’s easy to see where the aversion comes from. So how do you know if the recruiter or company you’ve come into contact with is worth your time? Here are key qualities to look for in a recruiter and recruiting company to make the best of your time and your experience, as not all are created equal:
Brains. A good recruiter will know their stuff – whether it’s your industry of interest, the client company he represents, or the positions being worked on – he will have done his research. If he doesn’t know the information off the top of his head, he will do research way before submitting your information. A friend of mine once called a recruiter about a job opportunity: the recruiter knew nothing about the position but submitted my friend for it anyway, leaving much of the position to be desired. My friend didn’t feel very confident about either the recruiter or the chances at getting an interview for the position – and rightly so.
Relationships. The agency should have good relationships with their client companies and the hiring managers at those companies. Ideally, they’ll know the manager who’s hiring for the position personally (although this is not always possible), and they’ve done site-visits to gain insight as to the company’s culture and environment. If – ok WHEN – you ask questions about the company, they should be able to provide insight above and beyond what you can discover for yourself by visiting the corporate website or researching on websites like glassdoor.com.
The recruiter should also build a relationship with you, the candidate. In order to make placements that gratify you and the client, a recruiter not only needs to know the company, he needs to know the candidate: not just your work history, what you want to do, and how much money you want to make; but what you prefer to do and prefer not to do; what you’re really looking for in a company and an opportunity; and what outlying factors play into your decision-making process. This allows the recruiter to make a solid match between the client and the candidate. In addition, the recruiter should try to meet you face-to-face in order to further evaluate your skill-set and how you present yourself in an interview. This way he can more effectively coach you through the interview process at specific companies.
Communication. The key to every good relationship is communication. A good recruiter will proactively maintain open lines of communication. He will have a reasonable response time if you ever call or e-mail; but will also reach out when modifying your resume and before submitting your resume anywhere, providing you with specific information about the position and the company to gauge your interest in the opportunity. He’ll also keep you updated on your status during the interview process – even if it’s just to call and let you know that he’s still waiting to hear back from someone.
Overall, working with any recruiter can aid your job search. But working with someone who knows their stuff, has a good relationship with both his clients and his candidates, and effectively communicates with everyone involved – throughout the process – can make for a smooth career transition. Better yet, working with good recruiters from a few different agencies can open up even more possibilities. Just ask your network for referrals and contact the person directly. Have an initial conversation based around your expectations, and see where it goes from there.
Author: Rachel Harris
Let’s talk about goals. When I ran cross country in high school, I dreamed of running in the state meet at the end of the season. The reality? While senior year I was co-captain of the team, performance wise, I was mediocre at best. Did this make me give up? No way Jose! But assessing the reality of my physical abilities helped me come back from personal set back and succeed in my own way senior year. The same thought process can be applied to our work lives as well as personal. What we learn when we do not reach our goals is experience, and while it may not be the result we wanted, can help change the game next time. Here are some tips on how to bounce back from a perceived failure in your personal or professional lives:
Just because it didn’t work out, doesn’t mean you didn’t gain anything valuable.
“Failure” gives us experience; the trick is seeing what you achieved. For example: Let’s say you learn a professional skill during a layoff period and master it. When you interview you are confident and prepared, but do not get the position for one reason or another. You didn’t reach your goal, but you did learn something entirely new that will be useful in ways you may not know yet. As Steve Jobs put it,”You can’t connect the dots looking forward; you can only connect them looking backwards. So you have to trust that the dots will somehow connect in your future.”
Take an educated guess
Now that you are firmly back on your feet, eating well, and getting the proper amount of sleep, it’s time to move forward with an educated plan. Setting SMART goals (Specific, measurable, attainable, realistic and timely) allow you to asses where you were, and where you would like to go in an organized fashion. This way, you have benchmarks and check-ins with yourself, your friends, your team and your manager to make sure you are on track with what you need/want to accomplish. You will also be able to see for yourself mid-project what is working and what is not before you’re entirely finished with the task and are able to do the best with what you know. In the end that’s all that you can do, and how others react is completely out of your control. Do not forget this.
Keep swinging that bat
Even with benchmark checking, and attitude/ behavior adjustments, we may not always succeed after we change our plan, but that doesn’t mean that we aren’t on the right track. According to an article in Forbes.com, “The U.S. Bureau of Labor Statistics estimates that about two-thirds of all start-ups live to see their second birthdays, and just 45% make it to their fourth. What separates the best from the rest is the strength to get back up, again and again.” This strategy holds true in all areas of our lives. For example: at work we have daily, weekly, monthly, quarterly and yearly goals we set out to accomplish. On occasion, even with careful planning, benchmarks and realistic goal setting we don’t succeed because of unforeseen challenges or the timeline was shorter than expected. But keep going. As my dad would say, “Keep swinging that bat Elyse! You’re bound to hit something!”
What are your goals? How have you bounced back? Every situation is unique, and strategies may vary, but if you give your best effort and fail it is always much greater than not trying at all.
One of our esteemed recruiters, Sarah Quaiatto, recently staffed a senior level position for a client. What she found is that good, mid to senior level candidates typically did not have their resume readily updated and hadn’t thought about personal or professional priorities for a few years. After some research, we figured out why; according to the US Bureau of Labor and statistics, professionals in mid-to-senior level positions are an average age of 47.3 years old, average 6 to 10 years at their current company. They probably have a house, may be married, may have children, car payments, college tuition to pay for themselves and/or save for their children, and, in general, have deep roots (with some fun on the side!). Although you may have worked at your company for some time, being prepared for professional opportunities is always a positive.
Having an up to date resume is the easiest way for recruiters or potential employers to see your track record and pass along information; but a resume for a mid-to-senior level worker is a bit different than an entry level worker. Here are some tips on how you should prepare for and format your resume, just in case a recruiter gives you a call:
Personal Profile
Make a personal priorities list for yourself. Write out, in order, which aspects of your life are most important. Are your children in high school? Do you love your city? Then location may be on your “no budge” list. Are your children young? Are your children in college? The amount of travel you do in another position may be a make-or-break point. Decide these factors first, and even talk to your family so you know what is in your family’s best interest.
Professional Profile
As you know, you have dependants and financial responsibilities to think about, so a stable move is very important, but professional priorities may come into play as well. Like making a dating profile, you need to write out what you would be looking for in a potential employer that are make-or-break qualities such as:
Highlight what actually matters.
Most hiring managers/recruiters only need 10-20 seconds to see if you are a fit for a job. Are you currently a Senior Vice President? You do not need to highlight your stint as a stock boy at the local grocery store when you were in high school. To make your relevant skills stand out, we suggest the following:
1. Have a summary section at the top highlighting all relevant skills, even if some of the skills were learned at a position 15 years ago. If you have a specific job that you are submitting your resume to, then highlight skills that are directly related to the job description at the top. Write a few sentences about yourself, then bullet point skill sets.
2. Highlight the two or three most recent employers, as they are usually the most relevant. If that is not the case then list the employers and dates worked, but expand upon the specific employers where you gained the most relevant experience.
We wish you the best of luck whether or not you choose to switch jobs, as the decision is never easy. However, if you do decide to start pursuing new opportunities, stay tuned for next week’s blog about finding a new job for the first time in 15 years.
Similar to a first date that went well, you need to follow up an interview with some sort of correspondence. But what do you say and how do you say it? Assuming that you did your research about the position and the company before your interview, the thank you note is easier than you think. Here are a few sample thank you letters for different interview scenarios:
The informational interview/ 30 minute phone interview
This thank you can be handwritten, but because it was more of a discovery meeting, sending an email on the same day as the interview is appropriate:
Hi Jane-
Thank you so much for taking the time to meet with me today about ABC Company. From my research and information that you shared with me I think I would be a great fit for the position because of my track record in XY and Z. I am very excited about the possibility to work on your team and would love to come to the office and meet with everyone in person.
Again thank you for your time and I look forward to hearing from you!
Elyse
The formal face to face interview
This thank you note can be done either snail mail or email; I prefer hand written for face to face though. A sure way to make sure the letter will get to your recipient quickly is to have a note with you and have an intro already penned. That way when you are leaving, or sitting in your car you can finish the thank you note with details that would pertain to your interview. After you sign and seal the letter, run it back in to the reception desk. For my Brightwing thank you letter to Adam Conrad, I dropped it off at my friend Matt Glynn’s house to ensure next day delivery.
Jane-
It was so nice to meet you in person today and see who I have been emailing with the past few weeks! After meeting with you I definitely think I would be a great fit for XYZ position because of the 3 years experience I have in supporting EFG. I have also spearheaded ABC project where I managed a talented team of 5 people.
As I said today, I have been interested in working for ABC Company for several years and would be elated to work on your team! The culture seems to be one I would fit in and thrive.
I look forward to hearing back from you!
Elyse
The face to face interview with multiple people
If you are asking yourself, “Wait I need to write a thank you letter to everyone I met with?” Then you definitely needed to read this blog. Absolutely you should send a thank you to everyone you met, not a group thank you note. That seems like you are either too cheap, lazy or ran out of stationary. The same timing applies with the multiple thank you letters as the single in person thank you letter. If you weren’t planning on seeing multiple people, it’s ok to wait until you get home to write and send the thank you notes. The example above would be fitting, just adjust the note to match the kind of conversation you had with each interviewer.
The second round interview
If you have reached this point, and are looking to write your second round, etc, interview thank you letter then great job! You’re obviously on the right track. With your second, third, etc round interview, the thank you note should continue to emphasize your enthusiasm for the position, the company and why you are the best fit for the position based on your experience.
Peter-
It was great to meet with you for a second interview today! My enthusiasm for the position and working for ABC Company is only growing. In my first interview, meeting with the team was great! I really feel that we would get along personally and professionally.
I still think that I would be a great fit for this position because of XYZ. I showed leadership through ABC and saw success through DEF.
As I have said, I have wanted to work for this company for some time now and am excited to have had the opportunity to interview for this position.
Thank you again for taking the time to meet with me, and I look forward to hearing back from you!
Elyse
SEE ALSO: 3 Ways to Say Thank You After Second Interview
We wish you the best of luck in your interview process, and if you need any advice don’t hesitate to call Brightwing.
Author: Elyse Lopez
Think you’re too busy working to work out? Think twice before skipping that trip to the gym. You may be doing your career more harm than good. Research shows that staying active can have not only physical and emotional benefits, but can give you a professional boost as well.
We all know the drill: You’re working late hours, skipping meals (that or eating out of the vending machine), not getting enough sleep each night, all in the name of climbing the corporate ranks faster and getting ahead. Between work and family obligations, workouts come sometime between “tomorrow” and never. But are you really getting ahead?
The proof is in the (Brain) Muscle
In addition to helping you look and feel better, regular workouts can make you more resilient, sharper and increase productivity and efficiency. According to the Mayo Clinic exercise has been proven to boost energy levels throughout the day and help your body handle stress. Active people may also have lower rates of depression and anxiety. Research points to changes in brain chemistry and changes in body temperature and cardiorespiratory function during exercise as the reason. Staying in tip top shape will help you bring your strongest, healthiest and best-self to work.
Effects on Salary
It turns out that your salary may also be affected by your commitment to staying healthy and active. A study published in the Journal of Applied Psychology in 2011 found that slender women out-earned their overweight female colleagues by a significant margin. The same however did exactly ring true for men, Men of moderate weight, meanwhile, earned more than both slender men and overweight men. These prejudices are undoubtedly unjust, but never the less, getting in shape may help boost your earning power.
What you can do right NOW
Stop making excuses and find new ways to get active. Set an alarm on your phone and get up from your desk briefly every 20 minutes. View a list of exercises you can do at or near your desk. I found these short office workout videos particularly amusing if you’re in need of a good laugh. Squeeze in a workout at lunch. Recruit a co-worker to make it more fun. A group of Brightwingers recently hit up Airtime on their lunch break and burned an average of 300 calories each in just 1 hour. Forget the gym and walk/jog the stairs. Skip happy hour and meet up with friends after work for a a workout class. The CEO of Brightwing, Aaron Chernow, says “Get up early!” As a CEO and father of three, time is short, but nothing can get in the way of his early morning workout.
(Image from: FitSpace – Graphic can be purchased on a mug.)
What Can Companies Do?
Companies should be tuned into the health of their employees as well. A study published in Health Affairs found that for every dollar invested in a comprehensive workplace wellness program, companies saved $3.27 in medical costs and $2.73 in costs associated to absenteeism. Effective workplace wellness programs have a positive impact on budgets, productivity and health outcomes. Learn more about the profits of a healthy workplace.
Get Creative! Offer lunch-time yoga/Pilates classes (Brightwing does and it’s awesome!), convert a conference room in your office into a mini gym. All you need is a few treadmills or elliptical machines, jump ropes and free weights.
Now get moving!
One of our newer Sourcers/Recruiters, Rachel Harris, is a former school teacher who found herself making a switch from 12 years of teaching experience into entry level business positions. She had been a recruiter prior to starting with Brightwing, and has great advice for navigating an entire career change:
Maybe I’m a little dramatic, but I called them my “signs from God.” Over the last few years, a series of personal and professional events occurred, each providing, in my mind, more confirmation that it was time for me to seek a new career path. At that point, I’d been teaching for my entire adult life; so what does one do with a BA in English, other than teach? Honestly, I didn’t put a lot of thought into it: I just trusted that I’d find something. In hindsight, the leap-of-faith route, while it has worked out so far, probably wasn’t the best way to go. As luck would have it, though, I fell into recruiting – head first, baptism-by-fire style, at least with my first opportunity. After the company I originally recruited for closed its doors last summer, I found myself back in the job-seeker boat, but, this time, I went about the process of finding something new in a much more organized fashion.
I found that my organized job search involved asking myself a series of questions: “What do I want to be when I grow up?” I still don’t necessarily know the answer (and maybe I never will), “What do I like to do?” “ What am I good at?” and finally, “What would I be interested in learning more about?” When facing an entire career change, I had hoped that knowing myself would help me find a career that I would thoroughly enjoy. Feel free to apply these tactics when/ if you also decided to make such a change.
As for actually finding an opportunity in the career field you’ve chosen, that’s the big challenge.
Once you figure out what you want to be, at least for the time being, the next challenge is finding a job where you can actually do what you are setting out to do. I had 12 years of professional experience under my belt, but no “practical” experience outside the classroom. In the eyes of hiring managers, I was entry-level all over again. It seemed like no one wanted to hear about my communication skills or presentation skills or clerical skills or… you get the idea. Applying on job boards, while it’s ultimately how I found my first post-teaching gig, doesn’t usually get you very far. I have no idea how many jobs I applied for, but I rarely got anything back. Frustrating! The key is getting your resume in front of people. The two ways that I found were the most effective were: Finding a reputable recruiter and also network like crazy.
When it’s time to actually explore job opportunities, determine what’s important to you. If job-satisfaction is your goal, be picky. Although it’s not always practical, don’t just take the first offer that’s thrown your way, just for the sake of having a J-O-B. One of my favorite questions to ask potential candidates is, “What factors will play into your decision whether to take a job or not? Do you have any must-haves or deal-breakers?” For some people it’s money; for some it’s the job itself; for some, benefits; for others, the company culture and environment. If you’ve thought these things through, it’ll help ensure a good match between yourself and your future employer.
I do miss some aspects of teaching – the students (maybe not all of them), my colleagues, my classroom, – but I’m much happier in my work than I have been in years. I’ve found a career that matches my skill set: I’m relatively organized; I like to talk a lot and listen well; I have years of experience asking and evaluating responses to questions. At the same time, it definitely pushes me out if my comfort zone.
What is Career Planning and when should it start? Career Planning in its most basic form is displaying an organizational chart and showing a new hire where they fit into the total picture. When the on-boarding program extends over a period of time (90 days to one year), Career Planning can be a well-thought out event that becomes part of your employer branding. Career Planning may include these key components:
On-boarding Program: New hire learns compliance rules and regulations, understands job clarification and expectations, learns organization culture norms, participates in socialization events to establish relationships and information networks, and develops knowledge and skills through training.
Performance Appraisal: Once the new hire’s performance is measured, he/she the supervisor discusses the development gaps with the new hire.
Individualized Development Plan (IDP): The supervisor and employee work together to determine a plan to close the performance gaps and develop the competencies expected to move up within the organization. This includes determining the support (coaching and mentoring) they will need. This is where “career planning” starts.
Career Development: The organization provides learning interventions to close the gaps and prepare the employee for the next career level. The employee may also attend learning interventions independent of the organization.
Career Management: This is the responsibility of the employee but can include the organization in some cases. The development plan should align the employee’s competencies with the job competencies required at each level for career advancement.
Helping your people shine.
Many companies believe that employees make their decision to stay or leave within the first 6 months of employment. Adding Career Planning as a component in your on-boarding program adds value, helps to engage the employee, ensures new hires that there is a long-term plan for them with the company, and may influence their decision to stay with the organization.
Integration of Career Planning in on-boarding is a good approach. However, for it to work effectively, an upfront and continual needs analysis is required, as well as, documented procedures of all functions and an effective training and development program.
I know that finding a job, whether through your own means or through a staffing company, can be very frustrating. I wanted to know what really makes for a pleasant experience from contractors who have been through it all with several different agencies. They described what they have experienced in the past, and what they look for in a company now. Here are a few things that you should think about before working with a staffing company:
The company reaches out to me
“It’s very important to me, and I have had the most positive experience when I am able to easily connect with my contract house. If I had to choose again, I would always choose an agency that focuses on the care and keeping of its contractors. There have been companies that I have worked for in the past that have not been reachable. If I had any issues with my paycheck, benefits or my actual contract, I would never be able to get a hold of them. The best experiences I have had are with companies who actually care about you. Not only are they available when I need them for issue resolution or for career counseling, but they reach out to me. I get taken out to lunch on occasion, the contractors at my company are treated to pizza parties and I actually know the company that I work through. I feel as though I am part of a team and not just temporary staff in a building that I sit in.”
“I worked at a company before my current position where I was in charge of employees in 5 states. Part of my performance review looked at how I cared for my employees. I needed to visit each employee twice a year and hold a gathering for them annually in addition to general career counseling or job questions. The reason I chose my current company is because they valued the face to face touch and didn’t rely solely on email and phone. I feel like I am a part of a family”
I am a person, not a commodity
“I have had experiences in the past where I had no personal relationship with my recruiter. Basically what happened is a staffing company called me out of the blue based on my skills, and left me a voicemail saying that they had submitted my resume, and secured an interview. In the meantime I hadn’t even spoken to them in the first place. What I enjoy about my experience now is that my recruiter works with me on reformatting my resume, asks me about my career goals and thoroughly prepares me for my interview, I am even walked in so that I have a support system the whole time.”
“My former employer was a joke. They had zero interest in getting to know me, to see how my job was going or to see if I needed anything. While I am thankful to have gotten a job, I was only a commodity to them. When my contract was up I did not feel any loyalty to stay with them and switched companies. Some contractors like the no touch model, but I would like to be able to speak to a person in person and not have my health benefits and paychecks come from a stranger.”
When looking for a new position, keep in mind some of these stories and don’t feel the need to settle on a company that won’t treat or represent you well.
As children, the question of what you want to be when you grow up seems so clear. My 6-year-old self answered, “Obviously I want to be a professional surfer and live off the land.” In reality I have never surfed, and Discovery Channel’s Shark Week continues to diminish that dream every August. If what we all really want to be when we grow up is happy and fulfilled by our professions, it’s possible then that we have been asking the wrong question all along. Maybe the real questions to consider are “Who do I want to be,” and “What environment do I thrive in as a person?”
“Who do I want to be” covers two areas: Where am I right now as a person and what changes should I make to be the person that I want to be? Before getting laid off last fall, I was in an extremely stressful and negative position. The stress and negativity was seeping into every area of my life both personal and professional. I began looking into other job opportunities, but eventually I was laid off and forced to make a change. It truly was a blessing.
The following actions helped me change my situation:
What environment do I thrive in as a person: When I was laid off I started thinking about the culture and kind of company I saw myself being happy in. Ask yourself these questions:
Author: Elyse Lopez
Image from: weknowmemes.com
“Sorry…You’re Overqualified”! Those can be disheartening words for sure when someone is in a feverish job search. Certainly, there are many different points of views: the job-seekers’, the company’s and the recruiter’s.
I spoke with a friend of mine who has been in this situation a couple of times while he was searching for a new job and was told that he was “overqualified for the position.” Though he was never told why he was overqualified, his senses told him that the company felt he was a ‘flight risk’ and that he would get bored far too easily. But did the company and companies in similar situations miss out on an opportunity? Hiring Managers that refuse to consider a candidate that has more qualifications than what the position calls for are far more likely to hire someone that is under-qualified! Companies should be clear and concise when speaking with candidates about the role they are interviewing for. This can save a lot of time for both the candidate and company if there is not a potential match. Job seekers may have many different reasons for taking a job that hiring managers would say they are overqualified for. Did they work ridiculously long hours? Are they starting or adding to their family? Find out what their true motivation is – this can go a long way in determining whether the candidate is a good fit. Sometimes, an “overqualified” candidate can greatly contribute to the company’s long –term organizational goals. An employer looking at hiring a slightly overqualified candidate is potentially looking into a crystal ball at the future needs of the company and being proactive as opposed to reactive.
According to Dr. Randall Hansen, founder of Quintessential Careers, one of the oldest and most comprehensive career development websites, there are tactics for helping job seekers to overcome the “overqualified” label:
1) Let your network speak for you – Nothing is stronger than a recommendation from someone who knows you and your background.
2) Focus more on skills and accomplishments than job titles.
3) Take money off the table – Be clear that your prior salary is of no relevance and that you are flexible about salary.
4) Talk about financial advantages of hiring you – If there is a concern regarding salary, use specific examples that showed how you either increased revenues, cut costs or both.
5) Talk about teamwork and personality – Show that you are a team player, that team success is far more important than individual team members.
6) Discuss ‘new’ knowledge – Did you have recent training or skills added to your background that shows you are “up-to-date”.
7) Demonstrate Loyalty – Alleviate the company’s fears of you leaving with your history of longevity at prior employers.
8) Get the interview – Be prepared to deal with the overqualified issue, if you can’t get an interview sell the hiring manager on at least giving you a meeting so that you can make your case in person.
9) Moderation – Do not overwhelm the hiring manager with your experience or ego (especially if the hiring manager is younger).
10) Express interest and enthusiasm – Nothing is better than a positive attitude and having passion for a new position and potential new employer.
Practicing some (or all) of these tips may be the difference from “Sorry…You’re Overqualified” to “Welcome Aboard”!
What do you do when you’re starting out? What do you do when you’re switching industries, or rejoining the workforce? While every situation is different, many companies are looking for people with experience. Here are a few ideas for students, professionals switching industries or those rejoining the workforce:
Students leaving the nest
Changing Industries with Work Experience
Re-Entering the workforce
Stay-at-home parents, those coming off of extended sick leave, or those coming out of retirement please do not get discouraged. Any volunteering during your time off and past work experience (years ago), can be relevant if you are able to present them in a way that shows you are keeping up with your industry. Our resident interview expert, Karen Melvin, had insight as to how a company may look at an extended leave candidate’s experience:
“First and foremost, if you have been on extended leave you may want to research companies who value a work/life balance. Those are the kinds of companies that are more likely to keep an open mind about extended leave, as opposed to companies that view employees as a number. Before interviewing I would suggest researching the industry to show that you are up on trends, review your resume to refresh your memory about how you acted/ re-acted in certain situations and network to find out any inside industry knowledge.”
As a last resort, or if you are seriously wanting to not only re-enter the workforce, but switch industries and/ or professions altogether, you may want to look into going back to grad school or college. Remember what Christopher Robin said, “You are braver than you believe, stronger than you seem, and smarter than you think.” You can do it!
