The Whys and Hows of Early Job Search Conversations - Hire Imaging

The Whys and Hows of Early Job Search Conversations - Hire Imaging In my last post, I spoke of starting early conversations with reconnection or bone marrow people in your job search. I like to call these first-level conversations for two reasons. These conversations are with people you feel comfortable with already. The conversations are to find information and support, not self-promotion. That will come later, although you will get to practice telling your story to get comfortable with it all. Clients often asked me why this is important. Why not just cut to the chase and get out there selling one’s self. So, is this worth your time? Yes! What are some of the benefits of pacing yourself to have these first-level conversations for just a few weeks earlier in your search? The Whys You can share your positioning statement  or “why I’m on the hunt” story. If you are entering the search with any negative emotion, you get to practice with these folks until the negativity is flushed out. And if you don’t feel negative, you still get to practice before you get in front of decision-makers! You will receive ideas and advice on job search from those who have been there, or can speak from an insider’s perspective. You can share your own plan, and get feedback. That feedback, if positive, should enhance your confidence and fuel action as you move forward. You should get primarily support from these folks and very little resistance or push-back. You should be able to start collecting contact information for your introductions to people at the next level of networking. And along the way, you continue articulating what you need and want, practicing answering questions posed to you, and collecting valuable information and contacts. One word of caution though. There will always be those naysayers who are easy to approach, but will rain on your parade. “Take something right away, even if it’s not quite what you want.” “You need to be practical.” “That’s a tough field.” There will be those people who have had their own negative experiences they still wear on their sleeves. Take what they say, acknowledge it, and move on. But strategically think about talking to people who have potentially helpful information or contacts. Your reality check comes later. For now, you want bone marrow people! The Hows It should feel comfortable to contact these folks. If not, they may be the next level of contacts. You pick up the phone and call those you know; and you ask them about what they know best â€" their own world of work. “Hi Bob, it’s me. Would you be up for a cup of coffee on me sometime this week?” And you make it clear that you just want to have a brief conversation. You are not asking for a resume review, interview tips, and not a job. In fact, it shouldn’t matter how you start the dialogue with these folks. “Mary, I know you’ll bear with me as I muddle through sharing my current situation and why I need your help.” Do have at least some agenda or plan on what you’re going to ask your friend, Mary or your former colleague, Jim. You want this to be a productive conversation versus only chit chat. Cover what you need right away. “Can I pick your brain?” is a good way to start. And take notes! It might go something like this: Synopsis. Paul, I would so appreciate it if you could help me a bit with my job search today. I dont expect you to find me a job or even close. I’d love to get some feedback and hear any ideas you may have . Exit Statement. If you don’t mind, may I tell you first why I’m currently in a job search? And would you please share how it sounds to you? Brand Strengths. Great! That’s helpful; thanks! I also am inventorying my brand and skills. What would you say my strongest selling points are in terms of hard skills, soft skills, and character? Metrics. Is there anything you can think of from our working together that you would call a success story? [Or if you haven’t worked with this person, try out a story]. How does this success story sound to you as one of my accomplishments? People Connection. That is great advice, Paul! Your feedback has been so helpful. As I said, I want to start reaching out to people in my search. Based on our conversation today, who do you think I should be talking to? Industry or Company Direction. Paul, do you know anyone who works at ABC Company? [or] Paul, do you know anyone who works in software development? Magic Finale Question. Who else should I be talking to? Post Conversation Plan. I can’t thank you enough for these names. I’m not rushing into talking to them just yet. I’m going to ask a favor, a big one, I know. Would you be willing to contact these three folks in a week or twoâ€"at my reminder of course, to see if they would be willing to talk to me? The Musts These first-level conversations can mean all the difference in how fast you land; and how you land in a good fit. Everyoneâ€"emerging star or accomplished c-level, needs these bone marrow people to talk to. These conversations help you move forward with names and connections, a well-honed story and statement, confidence, a clear picture for what those next-level conversations will look like. And this is important. Be respectful. Mind their time. Arrive promptly and keep the discussion to the agreed-upon timeframe. Be well prepared with what you will say and what you will ask. And remember to thank these first-level people. Job seekers are often well meaning but let these follow-up courtesies fall through the cracks, because it was a more casual connection. Send a thank-you note. Send an email to expedite it. Follow up with a hand-written thank-you note. Letting someone know that they helped you often makes them feel even more willing to assist you moving forward. An unexpected note of appreciation can really make someone’s day. Don’t stop there. Become known as someone who does what they say they will do. To be really effective, networking is a mutually beneficial relationship. Consider how you can help these friends, family and current and former colleagues. It’s not always about you. You may have connections that would help your contacts. There may be a link to an interesting article or event you’d like share. It really does take a village. Asking for help and giving back can be a domino effect that takes your search and career in a whole new direction. Photo:  Jason Mrachina

What to Do When People Copy Your Work (Part 2) - Hallie Crawford

What to Do When People Copy Your Work (Part 2) Hallie was honored to be featured in a recent Glamour article featuring tips for working with someone who copies your work. As a follow up to this article, we wanted to share some additional tips with you. While having a copycat can sometimes be flattering, in many cases it is more damaging to your career or credibility than anything else. Perhaps they take credit for an idea of yours, but only recreate a portion of your idea. Your boss may dismiss the entire idea, making it impossible for you to show them the original plan. One piece of advice from another contributor to the article we wanted to highlight is to keep track of your ideas and your contributions to projects or tasks. This will not only help you track what is yours in the event you need to defend that for yourself, it is also a good running list of projects and accomplishments to keep your resume up to date over time. So do this for both reasons. Keep a Word document on your personal computer so you can keep track of the list for personal use as well as professional use long term. is a certified career coach and founder of HallieCrawford.com. Her team of coaches helps people find their dream job and make it a reality. She is regularly featured as an expert in the media including the Wall Street Journal, CNN, and US News World Report. Visit her website at  www.HallieCrawford.com  for more information about her teams career coaching services and to sign up for a complimentary consultation.

Resume Writing Service South Carolina - the Conspiracy

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Notes on Federal Resume Writing Workshop Jbm-hh in Simple Step by Step Order

Notes on Federal Resume Writing Workshop Jbm-hh in Simple Step by Step Order What to Do About Federal Resume Writing Workshop Jbm-hh You should organize your resume to aid agencies evaluate your experience. Hiring agencies will try to find certain terms in your resume to make certain you have the experience they're seeking. Our technicians will kindly answer all your questions. Utilize your transition counselors. The Federal Resume Writing Workshop Jbm-hh Game Set your education section higher, and allow it to be longer. If you think about obtaining a job associated with federal government, writing an effective resume is extremely essential. If your resume isn't correctly written the true purpose isn't served. The Definitive Approach to Federal Resume Writing Workshop Jbm-hh Should you need help finding additional templates, do a fast online search. Meta descriptions permit you to influence the way your web pages are described and displayed in search success. An excellen t description functions as a possible organic advertisement and encourages the viewer to click through to your website. The USAJobs builder asks a string of questions regarding your work history. Our site is just one of the most appropriate for essay help. You can rely on the very best essay help online. Life After Federal Resume Writing Workshop Jbm-hh Thus, you will know all that is necessary. Federal jobs often need you to have experience in a particular kind of work for some period of time. Concentrate on your keywords with which employer might hunt for and set your KSA accordingly. Do a bad job on the self-assessment and it's highly unlikely the hiring official will even observe the resume you worked so tough to perfect. Hiring aboutnew employees every calendar year, the federal sector is a cool place to search for an inspiring career. If you don't supply the info needed for the hiring agency to learn your qualifications, you may not be considered for the job. Stop being a lazy bone especially when it regards your CV. Which format you select will depend, in part, on the sort of work you've performed and whether you will continue in the exact field. It isn't always easy knowing which to use. You ought to have certain technical elements to be maintained to be able to write one. Concentrate on these sections to understand whether you meet the requirements for the position. There are several different formats to use while creating a resume. Experiment with a couple of unique approaches. ThisA all-newA book was made to help you comprehend the process for federal positions and prepare the strongest possible resume and application to make the most of your opportunities for landing that job and steer clear of the most frequent mistakes. When you have spell checked your resume, take a close look during its overall look. Based on your prior job experience, you can choose the most acceptable format individually for your circumstance.

3 Things You Need to Do Before You Apply For a New Job

3 Things You Need to Do Before You Apply For a New JobIf your current job isnt keeping you challenged and on your toes, stepping out into the field might be a great idea. So take a deep breath, make sure youre sure you want to quityour job, and do the following three things. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) 1. Re-evaluate your current gigWhat did you love about this job? Can you remember why you were excited about it in the first place? What did you learn? These questions will help you to make the best choice about your next gig. By being honest about the good and bad aspects of your current job, youll know better what youre really looking for with your next.2. Dont burn any bridgesYou need to look for new connections and new mentors, but you also need to keep up the relationships you already have. Be as active as possible in recruiting new talent into your network, and getting yourself out there in your new industry or work group, but do nt let your existing network fizzle. Youll never know when you might need those contacts.3. Come out in the openThe hardest part will be telling your current boss that you are leavingor thinking about leaving. But it is much better to be up front about this. Its the classy and professional move. Your boss will thank you for the lead time to fill your positionand a month to six weeks notice is much better than the standard two.As long as youre honest with yourself and your current boss, you can walk clear-eyed and contented into your next opportunity.

The Best Way to Attract and Retain Top Talent, According to Morgan Stanleys Carla Harris

The Best Way to Attract and Retain Top Talent, According to Morgan Stanleys Carla Harris For many companies, diversity and inclusion are top of mind. But identifying what it takes to actually achieve equality in the workplace and effectively implementing the strategies to make that happen is no easy feat. The annual Fairygodboss GALVANIZE summit was created to help business leaders do just that. Held Oct. 15-16 in New York City, GALVANIZE Making Womens Resource Groups Powerful brought togetherbei 200+ executives and Employee Resource Group leaders to identify actionable ways in which we can effectively address the most pressing needs of women in the workplace.Carla Harris, Vice Chairman of Wealth Management at Morgan Stanley, kicked off the event by speaking candidly about her own experiences. She began her career at Morgan Stanley mora than three decades ago, so she knows firsthand what it takes for a company to successfully attract and retain top talent. In fact, what initially d rew her to Morgan Stanley is whats kept her there for the past 30 years One thing stood out about Morgan Stanley, she recalled. When she was first introduced to the bank as a young adult, everybody I met was different from the last person I met. I thought, Theres a lot of different equations that equal success in this place surely there will be one for me. Where youre going to be long term successful is where you can really be you.Harris, who spoke with Fairygodboss Co-Founder and President Romy Newman, emphasized the importance of being able to bring your whole, authentic self to work. The fact that I could be and have a voice at Morgan Stanley has been critical to her trajectory, she said.Anotlageher factor key to retaining women is sponsorship, Harris said. She recalled that when she began her career, everyone seemed to be talking about mentorship. But I realized it was about having a sponsor the person who, behind closed doors, will say, you ought to get that promotion, she sa id. Nobody was talking about it at that time. I was always conscious about who was carrying my paper into the room.Harris explained that when she was working as an associate, and she and her peers were discussing the analysts who were coming up behind them, her fellow associates might refer to an analyst as a superstar or a disaster.The weight of the voice in the room carried the day, Harris said. I thought, Who is going to speak for me?Considering the fact that there are currently more CEOs named John than there are women CEOs, sponsorship is a particularly important component to leveling the playing field for men and women at work.Now that shes in a position of power, Harris certainly pays it forward and shes adamant that everyone who has a voice at the table follow suit. I make sure that I use my power, because I feel strongly that theres no point in having it if you dont spend it, she said.At Morgan Stanley, one way Harris and her colleagues use their power is through intention ality. They make a point of being deliberate about their diversity and inclusion strategy. Be demonstrative in saying its a part of your strategy, she advised, adding that if youre hiring, make it a rule to interviewat leasta few women and people of color not just one for each role.This intentionality is increasingly relevant for companies that want to attract and retain top talent, Harris noted, as diversity and equality has become more of the norm. As baby boomers, we were OK with being the only woman in the room because there was no choice. But millennials and younger generations need to see women in leadership, because they have seen it their entire lives. Thats what excellence looks like to them, she said.

Employee Retention How to Keep Your Top Talent - Spark Hire

Employee Retention How to Keep Your Top Talent - Spark HireThere is a war out there, and its being waged against you over your top talent. Strategies are being used to lure them away. Covert missions are occurring during which theyre being wooed with better benefits and pay. And if youre notlage careful, you could wind up on the losing side.Your initial reaction is probably to spy on the competition, recruiters and your employees in order to prevent what appears to be the inevitable. However, ere.net suggests a different approach. Its time for you to re-recruit your top talent.Ere.net first suggests that companies should try to prevent burnout or ruts among top talent. They report that research shows that a rut can occur as frequently as 18 months. With that, companies, and more importantly, managers need to be providing new projects, tasks or redesigning roles to prevent this from happening.Its at this juncture that employee satisfaction can really dwindle, so stopping it before it even starts can help improve employee retention. Along those lines, top talent need to feel three things when it comes to their job, according to ere.net excitement, that theyre doing the best work of their life and having a significant impact.Ere.net urges recruiters and team managers alike to communicate to top talent that theyre not only doing a great job but how their work is making a difference for the company. That requires team managers to be on top of performance, giving these employees proof that their contributions are of value. It also requires other managers, team leaders and recruiters to acknowledge a job well done too.Re-recruiting offers need to be made to top talent regardless of whether or not theyre looking for an outside opportunity, ere.net says. This can come in the form of a title change, raise or greater benefits like more vacation days and work from home benefits. These benefits, along with the loyalty and relationship they already have with the company, ca n have a significant impact on their willingness to stay.Finally, ere.net encourages companies to help top talent find new positions within the company. If an opening comes up and someone that already works for the company is perfect for the job, recruit them. Treat them like an outside candidate, sell the position and give them an offer they cant refuse.When it comes to top talent, you dont just want them because they are amazing at performing that particular job you want to keep them because theyre invaluable to the company on whichever team they serve. Top talent is a rare find, and you dont want to lose the war in keeping them. Entice them, woo them and make them feel important even when theyre already yours.How else can you prevent top talent from leaving the company? Share now in our comments