Recruiters What to Do When the Going Gets Tough

Recruiters What to Do When the Going Gets Tough Managing your career in a complex work environment can be challenging, regardless how tough you are. We hear and read everywhere that building adaptability and resilience is key to building a successful career, which I completely advocate for, but the reality is when is too much just too much. Generally, we all go to work with the greatest of intentions. We get there, we develop relationships, we want to do a great job, we want to work with others effectively and we want to support those around us to do the same. But what if it just doesn’t happen like that? What if due to different management styles, different personalities, different goals, and different ideas mean that we just cannot meet our own expectations? We may be able to do a great job, but what if doing that great job still doesn’t allow us to achieve our own career goals or expectations? What if the work environment, the personalities and the management styles above and below us mean that we might be able to do our jobs to the best of our ability but not succeed in who it is we want to be in our careers? This is a challenge that as a career coach I have witnessed, supported and guided on, numerous times. And not every situation or answer is straightforward, or comfortable. Imagine this, you have a great employee that is greatly committed to their role. You have great managers that to the best of their ability are supporting their team members. But, you also have individuals with influence that are focused solely on their own career trajectory, and do not seek to blend their approach to the benefit of their team or those around them. The challenge here is mainly for the team members that report to this individual, are they still provided the opportunity to advance under this leadership style or not? There are many great success stories that demonstrate people can still achieve their own goals under managers that are self-focused. However, if you are an individual that is struggling with this situation, here are some tips to support you on this journey: 1. How difficult is the situation for you personally? The first and most important area is to understand how the situation is actually affecting you personally. If you are in the situation that the management style is having an impact on your mental health or ability to do your job, you need to look at the options you have around this. This may include talking with your HR representative to receive guidance on how to approach the situation, is mediation an option to talk through the challenges? It is always important to analyze how the situation is impacting you personally and seek guidance and support to address this accordingly. 2. Is it just personality? Personality differences have a great impact on the workforce. Whether it is in the way we send or receive communication, we are all more comfortable with our own needs, and without realizing, can expect others to communicate to us in the same way. Look at the situation and try to understand if it is just personality that is creating these challenges. If this is the case, do some research to understand more about how they communicate and how your personality perceives that communication. How can you improve the relationship through understanding their style more intricately and understanding your needs more openly? Can you be adaptable and ask the same of them? 3. Is it manageable? One thing to consider at all times is whether or not the situation is actually manageable for you? If you feel that you want and can work through the challenges, taking your time to plan a logical approach in understanding their style and your needs, will this support you in working more effectively with this individual? Will you learn from needing to do this? Will this help them as well and are they willing to be adaptable (as we all should be in work environments) to support the needs of all of those around them? We will all face periods of adversity and challenge brought on by the goals and needs of others in our work environment. What we need to do however is to take the time to sit back and analyze the situation in detail, can the situation improve and will we be happy if these improvements occur? The hardest challenge will come when you need to analyze what to do if you realize that the situation cannot change, or if you will still not be comfortable in the environment if it does. Sometimes we reach a time in our careers where we both outgrow our roles and our work environment. If this is the case, then ensure you work to maintain a pleasant work environment whilst considering the options that are available to you that will support your growth; both internally and externally. Your career is yours to own and it is important to ensure that you put yourself on the pathway to your success and manage your own direction and decisions to get you there.

List of Adverbs to Include in Resume Writing

List of Adverbs to Include in Resume WritingWhen you're looking for a list of adverbs to include in resume writing, you might find it helpful to read through some other lists before trying to follow them. For example, here are some adverbs that you might also want to add into your resume:A small but important point about the size of a resume can be the fact that many people have a short attention span. It is always very important to give the reader enough information to keep their attention, but it's also important not to overwhelm them with a pile of information. So, when writing a resume, be sure to keep in mind what kind of attention span an employer might have and use the language that suits your needs.It is recommended that you read your resume out loud before using it. This is because you can try to sound it out and make changes as needed without reading it aloud. If you can read it aloud, you'll be able to make all the small changes that you can on the fly without having to go back and correct your mistakes. Doing this gives you more flexibility in correcting errors in your resume.When someone reads your resume, they're already going to have an idea of what they're looking for. To make it easier to find, list out all the aspects of your career on a separate sheet of paper. Then, when you're looking at resumes, you will be able to use this list to find exactly what you're looking for.When you are making a resume, don't be tempted to overdo the text on each job. The proper length for a resume is between five and seven thousand words, so you may want to choose something shorter, and read it aloud before sending it off.Always make sure to include your contact information as well as your mailing address on your resume. You don't want to send your resume to a great number of employers, so make sure to use this form of contact information on the front of your resume.Having all the pieces of your resume in the proper format makes it easier for you to read throug h it in an organized manner. When you feel like you've finished the resume, go back over it and make sure that you have your contact information included correctly.Be careful when writing a resume to omit certain elements like your college work experience. If your experience is considered too academic, you will seem forced and people won't see past your academic background.

Networking for a new generation Be authentic

Networking for a new generation Be authentic Youve heard the axiom, Youre only as good as your network, but how do you get one? It used to be that a network was a Rolodex: A flip-book full of beer-stained business cards collected at an industry brew-ha. Today, your network is the people you truly connect with, and their friends. Isabella Tsao understands networking. She is an information technology project manager, who enjoys salsa dancing. With the ten or so dance partners she has each night, there is an immediate connection, and there is no pressure to engage in small talk. Tsao says that you make friends in a wide variety of fields and you get a different perspective. Keith Ferrazzi, coauthor of the book, Never Eat Alone: And Other Secrets to Success, One Relationship at a Time, says you cannot get anywhere alone. Everything youve achieved has been done with the help of other people ? parents, teachers, friends, family, he says. For those people who think networking is for the obsequious and desperate, he advises, they need to give up their ridiculous sense of John Wayne rugged individualism. When Ferrazzi talks about networking, he talks about being liked. If people like you, they will help you, so instead of concentrating on getting favors, focus on being likeable. Otherwise, he said to me, youll wake up when youre 40 years old in a cube and upset that a 30-year-old is your boss. And youll say to yourself that the person got the job because the boss likes him better. And the answer will be, right. How does one become likable? Ferrazzi recommends you project yourself as confident, interested, experienced, and excited. But ultimately, you need to create a connection. To this end, share your passions so the other person will feel comfortable sharing his. After youve established positive rapport, share your struggles and the person will share his; the more you understand about someone the better you can connect. It is not your immediate friends, though, who will be the most helpful to you in a crunch. Its your friends friends. Ethan Watters, author of Urban Tribes: A Generation Redefines Friendship, Family and Commitment, told me that when you have a difficult problem to solve, like finding a job in a new city, the group of people you know has the same information. But the people just outside this network are the most helpful: It is the strength of weak ties, he says. The current generation intuitively understands this lesson, hence the rip-roaring success of Rolodex-replacing online services like LinkedIn, MySpace and Instant Messengers Buddy List. These community-building tools seem more like ways to keep track of friends rather than to get a job. But in fact, for tech-savvy generations streaming into the workforce, networks of friends are not distinct from networks of career helpers. Says Watters, This generation doesnt make distinctions like were friends outside of work. Friendship ties are mixed up in all aspects of life. Asking a friend to recommend you to an organization for a job is like asking a friend to move a couch. So many of you have a wider network and more effective skills than you even realized. And now, the inevitable question: What if Im shy? The good news is that shy people arent bad at networking, they are just obsessed with what they sound like. Bernardo Carducci, professor of psychology and director of the Shyness Research Institute at Indiana University Southeast, told me, Shy people need to be more other-focused and less self-focused. Think about what you can do for the other person. Shy people worry that their opening comment will not be smart enough or witty enough, so they never get started. Instead, remember that when initiating contact you dont need to be brilliant, you just need to be nice.

How To Cancel An Interview Still Look Professional - Algrim.co

How To Cancel An Interview Still Look Professional - Algrim.co How can you cancel a job interview and still retain your reputation or professionalism? We’re here to tell you. Needing to cancel an interview is a fairly common issue. If you are a parent, there is going to be a large amount of potentially conflicting scheduling that you may not be aware of until nearly the last minute. You could potentially come down with a cold, have a car accident or any other type of emergency situation (or extenuating circumstances) which would lead you to have to cancel. These are all okay! First and foremost, don’t stress yourself out over what this means for your upcoming interview. In cases where we are feeling some level of stress on our personal lives, we often feel as though we need to translate that to our professional life, giving it more stress. Don’t do that! It’s okay! The first thing you need to decide is what type of situation you are in. Are you looking to cancel the interview and schedule it for another date? Or are you looking to cancel the interview and remove yourself from the candidate list altogether? If you are looking to do that, I would recommend you see our guide on withdrawing yourself from the process altogether. If you are feeling sick or something in your personal life happened, then continue reading. Important Considerations Before Cancelling Whenever possible, it is important to remember a few rules whenever speaking with your hiring manager and requesting schedule changes. The first is that your hiring manager or interviewer doesn’t need to know your life story. In fact, over-explaining yourself can often lead the interviewer to feel like you may be difficult to work with or in need of a lot of management. Keep it brief, to the point, and don’t overshare your personal life. The second most important consideration is the interviewers time. Try to provide a brief email that is informative, tactical and proactive. Meaning, don’t ask too many questions, try to consider the interviewers time in your email to cancel your interview. Lastly, never be rude. You don't want to burn bridges. When You Should Ask To Cancel The Interview The moment you realize you need to cancel, you should do so. This considers the interviewers time as well as any other employee’s which they have lined up for you to speak with. Often times, on-site interviews could mean speaking with 4-5 employees. And rescheduling last minute means you are disrupting potentially 4-5 people’s calendars. The sooner you can let the interviewer know, the more productive they can be on their end. This would be a courteous and professional act. Though, not in every instance will you be able to cancel in advance. If you are in an emergency situation, then you’ll need to cancel last minute. And we have an email for you to use when that’s the case. Primarily, shedding some light on the situation but not sounding overly dramatic in your delivery. This will cause the interviewer to be empathetic to your situation and understand when you have to cancel last minute. Additionally, they can communicate that reasoning to the other employee’s when they cancel the meeting from their calendars. An Example Email Having To Cancel An Interview Last Minute If you are in an emergency situation, here is how you can cancel last minute through an email: Dear [Hiring Manager]â€" I sincerely apologize for having to do this last minute but I need to cancel my interview for [Date]. I was in an emergency situation which I will gladly explain during my interview sessions. This interview is of the utmost of importance to me, I would not reschedule if it were not a serious situation. Can we move our interview to: [Date option 1] [Date option 2] [Date option 3] Thank you, [Your name] In this email you can see that we are giving some notice to the fact that the situation is very serious. You don’t have to go into detail until you are in person. From here you should be letting each person you are interviewing with knowledge about the situation and apologize for having to cancel the first interview last minute. If you want recommendations on great days and times to suggest your reschedule, read our article on best times to schedule an interview. An Example Email Having To Cancel With Advanced Notice If you have some time ahead of you and feel as though you can cancel without needing to go into much detail (like in our emergency situation example) then using a simple email template like this should suffice: Dear [Hiring Manager]â€" A scheduling conflict came up and I am unable to attend my interview on [Date]. Is it possible to move our interview session? I sincerely appreciate your flexibility and understanding. Here are some dates which work for me: [Date option 1] [Date option 2] [Date option 3] Thank you, [Your name] From this email you can that we get straight to the point but are mindful of their time. We provide them with some available dates so that the interviewer doesn’t have to ask us and wait for a response before scheduling time with the rest of the team. This allows them to work quickly through the cancelation and get back to work.

Effective Writing of Resume

Effective Writing of ResumeEffective writing of resume has an important role to play in all the career negotiations. It plays a crucial role to a person when he/she wants to get a job. Resume is the first thing that many people will be looking at when they are seeking for a job.Effective writing of resume gives one an edge in getting a job. One should be very careful when it comes to this. In other words, the resume will determine whether you are getting a job or not.What makes it difficult for many is that sometimes the resume will get lost in the papers. This may happen when the person is out of the office and if they have to wait for it to arrive before going home. Also, the paperwork may get thrown away so it is important to ensure that the resume is crisp and clean.Another thing to consider when it comes to the resume is to ensure that it has relevant and correct information. Some people tend to add irrelevant information on their resume that can make the resume invalid. This is because the resumes, like any other documents, should contain only what is relevant to a particular position.Another factor that should be kept in mind while writing a resume is the correct way to address a person. This is important as you have to address a person appropriately so that they can easily read your resume. Some people fail to address the correct person when they have a particular job so this can be avoided by addressing it properly.Some things that should be avoided while writing a resume include too much punctuation and grammar. It is always better to keep the resume as simple as possible. When the resume is too much, it could give the impression that it is done with the help of a script writer.When writing a resume one should ensure that they put an emphasis on their accomplishments. This means that the person must show that he has accomplished some task which has given him the achievement. It also means that the person should state his education in a way that it sho uld be accurate and precise.The resume should be professional but should not be too professional. It should have some humor in it, something that will help it look professional. When the resume is not well written, it will be very difficult to read.

4 biggest challenges facing business leaders today

4 biggest challenges facing business leaders today When it comes to successful leadership, attributes like vision, communication, integrity, and curiosity never go out of style. Today, executives also must be able to build strong teams in the face of recruiting and retention challenges, keep up with the latest technology, and demonstrate strong business acumen. Those at the helm of their organizations need these skills, among others, to navigate the business environment, which recent research suggests is increasingly difficult to do. In a Robert Half Management Resources survey, 66 percent of chief financial officers (CFOs) said it’s more challenging to be a company leader today than it was five years ago. “Emerging trends, from the accelerated pace of change and disruptive innovations to dispersed workforces and regulatory compliance demands, have intensified the pressures facing company leaders,” said Paul McDonald, senior executive director for Robert Half. “Today’s leaders must be proficient in their chosen field, but also current on big-picture issues facing their industries and organizations.” The good news? Employees are on management’s side; in the survey, 87 percent of workers said they are confident in their company leaders. Professionals understand how challenging managing a department or company can be and respect the work of their supervisors,” McDonald said. Here are some of the top challenges facing business executives today and some tips to help leaders meet those demands head-on: 1. The need for wider-ranging knowledge Not too long ago, many company executives operated in silos: They were the experts in their division, but they didn’t often get involved in the work of other departments. Today, however, leaders must take a broader organizational view. For example, many CFOs have seen their responsibilities extend beyond financeinto human resources, information technology, and operations. Fostering strong relationships with coworkers outside your department can be invaluable when it comes to learning about other areas of the firm; successful leaders make sure they participate in interdepartmental committees and projects. Holding high-level management positions in professional organizations can also help executives get a broader perspective of typical organizational structures and procedures. 2. The demand for skilled talent Because in-demand professionals have more opportunities today, it’s harder to recruit and retain top performers. In addition, managers frequently must oversee staff in several locations, which makes it even more challenging to motivate employees. This is where successful leaders tap into their strong communication skills, clearly explaining to each employee his or her career path and role in the company’s mission, then supporting employees as they build their leadership skills and prepare for greater responsibilities. Savvy leaders also seek feedback on their communication style from mentors, fellow managers, and even staff, and follow through on the best suggestions. 3. Information overload Managers now have access to extensive databases filled with information that can greatly enhance their decision-making, but the amount of data they’re presented with on a daily basis can be overwhelming. The strongest leaders know how to extract the most valuable information and transform it into strategic guidance â€" and how to bring in highly skilled business analysts who can help them do so. 4. Change â€" and more change Once, in the not-so-distant past, firms understood at least the basics of their competitors’ business models, because most companies operated in a similar way. Today, however, firms are introducing new business models all the time. What’s more, technology seems to be changing every minute. That’s why it’s crucial for managers to stay on top of industry trends and remain open and adaptable to change. Successful leaders regularly read the top industry blogs, subscribe to newsletters, follow industry leaders on Twitter, and join relevant groups on LinkedIn. Keeping up to date with technology trends can require training; it’s a good idea for executives to take external courses and participate in in-house professional development programs. Simply put, it’s clear that today’s business environment is constantly evolving, and executives face new pressures every day. To help their firms remain competitive, managers need to invest time and effort into improving and refining their leadership skills. But one thing remains consistent: Leaders can’t achieve their goals without building a talented, engaged team. As McDonald says: “Successful executives engage their employees, help them build their leadership skills, and work to grow the business together.”

5 Reasons Why You Should Focus on Your Annual Performance Review - CareerAlley

5 Reasons Why You Should Focus on Your Annual Performance Review - CareerAlley We may receive compensation when you click on links to products from our partners. Its that time of year that many of us dread the annual employee performance review review process. You know the routine this is where your manager will review all of the great things youve done and, of course, the not so great or could have been better things. Now if you have a good manager, nothing in your annual performance review should be a surprise. Your manager should be communicating with you throughout the year regarding the good, the bad and the ugly points of your performance. But not all managers are good managers (in fact, really good managers are few and far between), and many times the bad news is not heard until the annual review process. So why leave anything to chance? The Performance Review process (whether you are a manager or the managed) is a two way street. While managers should be providing regular feedback throughout the year, employees should also be proactive in managing their career and their managers perception (be it reality or otherwise) of how they are doing. If you are not driving your career, dont expect anyone else to. So what performance management tips should you consider in advance of your annual performance review? Read on. Your Career Path As Yogi Berra once said: Youve got to be very careful if you dont know where youre going, because you might not get there. You should always keep you career path / plan up to date. As you progress through your career your goals and objectives will most likely change based on the experiences (both good and bad) that youve had. But what good is an up to date career path if you are the only one who knows the details? You should also discuss this with your manager so that she is aware of your long term plans. Bonuses and Raises Lets face it, other than wanting to save the world, one of the reasons most of us work is to earn a salary to pay our bills, fund our vacations and hopefully save for our retirement. The annual performance appraisal is a prelude to bonus and raises. You need to discuss your bonus and salary expectations with with your manager before your annual appraisal. This too takes some research as you need to feel comfortable with what the job is worth, what you are paid balanced with the value you add. Aiming too high is just as troublesome (maybe more so) than aiming too low. There are tons of resources available online to help you strike the right balance. Promotions There is, of course, some correlation between the previous topics and promotions. Promotions tend to lead to higher compensation and also represent one small step in your career path. Promotions generally lead to more responsibility, longer hours and sometimes additional managerial responsibility. Another topic that you should discuss with your manager prior to your review is your expectation regarding promotions, even if you think it is a year off. This is your opportunity to find out from your manager what you need to do in the next year to get to the next level. Change in Management It happens all of the time. Your manager gets promoted or leaves the firm, there is a management shakeup at the top, whatever the change it can be unsettling. The point here is to not put your eggs in one basket, the basket in this case being your manager. Simply put, share the wealth. Ensure that other managers (and to the extent possible, senior managers) know who you are, know what you do and respect your position in the organization. Restructurings, Mergers, and other Weapons of Mass Job Destruction If you are lucky, youve never experienced a corporate meltdown. There is really no way to prepare for major changes in the organization as you never know the where, what and when that drives the change. Obviously, if your company or division is not doing well this is a telltale sign. So, you are probably wondering what this has to do with your annual appraisal. The advice here is similar to the topic above, but goes a little deeper. Whenever there is a corporate restructuring, one of the main drivers as to who will survive is performance. How do you stand up to the competition. To that end, those who have done well in preparing for their annual appraisals have the best chance of survival. Yes, hard work surely counts, but only if youve done a great job at communicating your successes and it is reflected in your appraisal does help in this case. Good luck in your search. Visit me on Facebook