Many (or most) of you are probably on LinkedIn to some extent (if you're not you should be-- www.linkedin.com). LinkedIn is an awesome tool for getting results in your job search. But are you really getting the value out of it that you could be? Use LinkedIn to advance your search in three ways:
In Part 1, I shared with you how a seasoned executive was able to succeed early in her new position by demonstrating leadership. Sometimes more junior employees, or those without staff to manage, don’t realize how much real leadership they can demonstrate in their jobs as well.
When you answer an online ad, you are competing with hundreds, or often thousands, of other applicants. In fact, I was recently talking to an HR Executive at a Fortune 500 company who shared with me that they received 6,000 resumes for one Customer Service Manager opening! Because of this situation, the filtering process (either human or computer) looks for as close to an exact match as possible. So, you could have a great resume and cover letter, but statistically speaking the odds are still against you making the cut.
This post first appeared on the Five O'Clock Club's website
In Part 1, I summarized how performance reviews can help individuals and the organization as a whole. In this blog entry, I’ll share with you some of the key details that can help you to conduct the actual review and get the most out of the process.
In LinkedIn's blog and a recent Wall Street Journal article, a new LinkedIn capability was described. Career Explorer is designed to help college students use LinkedIn's network to make career decisions; it's now being tested in 60 schools.
While there are many nuances to a successful compensation negotiation, keeping these five principles in mind will increase the odds of your making tens of thousands of dollars in minutes.
Difficult interview questions fall into a few different categories, including stress questions ("I don't think you're good enough..."), seemingly off-the wall questions ("how do you find a needle in a haystack"), behavioral questions, including those that assume a negative (give me an example of a time when you had a difficult employee...") and "greatest weaknesses" types of questions. In answering these questions, the key thing to remember is, as we say at the Five O’Clock Club, to play the interview "game".
Below are four of the areas that I focus on with clients when helping them to prepare for a job interview.
1) Be a consultant (take a strategic approach to the interview)
This is a whole mindset that can change the dynamic of the interview. You do this by figuratively sitting on the same side of the table as the interviewer, helping the interviewer solve her or his business problems. It's NOT about just memorizing the answers to their questions and then asking three of your own (this is the way many job-seekers approach the interview. . .
If you feel stuck in your search, understanding where the problem lies is the key to moving forward. To diagnose your search and find the "cure", ask yourself these questions, split into three broad categories: Your targeting, your marketing, and the volume in your search. If your answer to any of these questions is not clearly "yes", you may have a gap that you need to address.
For the targeting, consider-- am I going for the right position for me? Is it a fit with my background as I'm presenting it, or is there a mismatch? Is. . .
Employment Trends: Health Care Hot, Real Estate Not
by Robert Hellmann • Career Change, Getting Interviews, Job-Search Strategy
Indeed.com, an online job-search engine that aggregates job postings from across the web, released an analysis of employment trends by industry and geography. Their findings could be helpful to those of you who are looking to develop job targets-- I recommend checking it out. My observations from their data:
* The health care sector shows the largest opportunity by far, with a total of 813,000 job-postings, followed by Retail. . .