Let them know you want the job!

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Don’t be afraid to ask for what you want. If you are investing your time to interview for a job, it’s safe to assume (in most cases) that you want the job. Don’t leave the interview without making it absolutely clear that you want the job. In fact, ask for it!

 

Far too often we hear from hiring managers who relay that they liked a candidate, but it wasn’t clear that the candidate really wanted the job. Interviewing can be nerve-wracking. Too often candidates try to stifle their nervous energy and as a result, they stifle their enthusiasm. And, many candidates do not wish to appear over enthusiastic or rude, so they don’t ask for the job.

 

If you go through the interview process and fail to let everyone you speak with know that you want the job, you’re wasting your time and theirs. You don’t have to do cartwheels across the conference room to make your point. You just need to sincerely and professionally state your interest in the opportunity.

‘John Smith‘

Is it clear why you’ve applied?

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Launching a Career search is easier than ever these days. With the click of a mouse you can submit your resume. As a result, most HR departments are inundated by applicants. Consequently, your resume will be reviewed very quickly (i.e., glanced at) IF, it’s reviewed at all.

 

This seems like common sense, but before you click “send”, make sure you’re even qualified for the job. Nothing aggravates HR or a hiring manager more than to post a vacancy requiring VERY specific skills and experience, only to hear from candidates who “are certain they could learn to perform the role if just given a chance”!

 

Secondly, assuming you are indeed qualified, take the time to tailor your resume to the opportunity. Bullet and/or BOLD key attributes. Don’t assume that your resume speaks for itself. Clearly listing relevant skills and experience will improve the odds that your resume receives more than a cursory review.

 

The bottom line is that everyone is pressed for time these days and no matter how great a candidate you might be, you are not the exception to the rule. If it’s not immediately clear why you applied for the vacancy, no one is going to invest the extra time to read between the lines and unravel the mystery.

 

‘John Smith‘

Minding your own business

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How I learned to mind my own business: I was walking past the Mental Hospital the other day and heard all the patients shouting, “13…13…13.” The fence was too high to see over, but I saw a little gap in the planks, so I looked through to see what was going on. Some idiot poked me in the eye with a stick, then they all started shouting, “14…14…14.”

The preceding anecdote illustrates why it’s important to mind your own business. Our lives are surrounded by drama (family, friends, neighbors, etc.). Don’t complicate your professional life by getting involved in Office Politics. It’s easy to get sucked in to the latest office rumor or by a coworker’s personal dilemma. After all, we spend the bulk of waking hours with these people and we want to do our best to get along, to fit in. However, if you get too involved you’re liable to get hurt.

 

I’m not saying you should be anti-social. What I’m saying is, you need to exercise common sense and judgment before getting too involved in things that don’t concern you. One of the keys to a long and happy professional life is leaning when to mind your own business.

‘John Smith‘

Resign without throwing your Career away

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Now that you’ve won that new role, there is one final hurdle you must clear with your current employer. Your resignation. How you handle your resignation (and your final days on the job) can mark you as a Professional or be a black-mark on your career record for years to come.

 

In actuality, the process starts when you first decide to make a change. Searching for a new job while currently employed is a delicate balancing act. As long as you’re employed, you have a moral and ethical obligation to your current employer (no matter how good or bad your current situation is). You need to remain focused while on the clock and not let your job search consume you.

 

Don’t use company resources to launch or supply your job search. That means, the office computer, internet, phone, photo copier, paper, postage, etc. Remember, they’re paying you to do a job, not find a new one.

 

DO NOT broadcast your intentions to your co-workers (no matter how close you think you are), and keep a low profile on your social media sites regarding your plans. It’s not your coworkers’ responsibility to keep your secret. Just as you assume they would never say anything, they feel the same way about the “trusted friends” they tell. The last thing you want is for your boss to inquire about your job search. Those conversations usually result in an unplanned termination.

 

When it comes down to actually tendering your resignation, do it in person. If, it is logistically impossibly to meet face to face, then at least call your manager. Either way, the message needs to be delivered by you. Always follow up your verbal resignation with an official letter, which should be delivered at the conclusion of your conversation.

 

Don’t’ burn your bridges. No matter what the circumstances motivating your decision to leave, take the high road and leave on good terms. You never know when your paths may cross again, and the last thing you want in your career is to create a enemy.

 

Once you’ve tendered your resignation, you can’t just coast through your remaining days/weeks. You need to work as hard (or harder) than usual. Tie up all loose ends. Leave everything on your desk in good order. If you know the person(s) who will be taking over for you, take the time (or at least offer) to bring them up to speed. And know this, no matter how good of an employee you were during your tenure, fingers will be pointed in your direction once you leave. It’s an unwritten corporate law, that the person who just left is to blame for everything. None the less, maintain your integrity and do the right thing.

 

Once the farewell party is over and you’re on your way to your new adventure, DO NOT bash your former employer or coworkers. Especially on Social Media sites. Sooner or later it will come back to haunt you.

 

The impression you make when you leave a company is as important as the impression you make when you join.

 

‘John Smith‘

Personal (Social Media) Branding

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Many candidates I speak with (from all age  groups) are reluctant to delve too deeply into Social Media. They don’t know what to say and/or get hung up on what to say in the personal bio section of their profile. Consequently, many of their online profiles say absolutely nothing about them beyond a brief (often vague or incomplete) rundown of their work history. Many even lack a profile picture. Worse, some of the people look like they were forced against their will to sit for the photo and they post something akin to a bad mug-shot.

 

In a world where Digital Profiles are mainstream, how do you give a static profile some personality? How do you distinguish yourself from the millions of other profiles out there? The trick is to weave some of your unique personality into it, make it personal. It’s not easy for most people to talk about themselves. I’m not telling you to give out sensitive personal information. Just to add a personal story into the summary section of the bio. It doesn’t have to be lengthy. It can be an anecdote from your youth, first job, recent past. Think of the experiences that made you, you. Just a blurb about a hobby or interest can add warmth to your profile.

 

The goal with Social Media is to be Social. All “Personal Branding” really is, is letting people know what’s unique about you. Giving people a glimpse of who you are adds a little life and character to your static profile. It lets them know you are a real person, not just a digital icon (otherwise it’s like reading a phone book). Like it or not, Social Media is here to stay. And, it’s become a necessary part of your Career toolkit. Give people a reason to seek you out, connect and network with you.

 

‘John Smith‘

Be Prepared

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Whether it’s an interview or a team meeting,  be prepared BEFORE you arrive. Lack of preparation not only makes meetings drag on longer than necessary, it makes the meeting less effective and, it reflects poorly on you. You can’t control others, but you can control yourself. Always leave a favorable impression by being prepared.

 

 

 

‘John Smith‘

What employees value most

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Contrary to popular belief, employees place a higher value on other aspects of their work-life than salary. The internet is a buzz with recent studies and surveys. All indicate (in one way or another) that the top motivators are;

  • Corporate Culture – a positive, progressive, fun, exciting work environment.
  • Recognition – by Management and/or peers for a job well done.
  • Support – the tools and resources they need in order to perform their job.
  • Training/Mentoring – initial and ongoing training and mentoring so that they can excel at their jobs.
  • Perks – extra benefits such as employee discounts, Public Transit discounts or vouchers, Flex-time.

 

Most of the items on this list are free (i.e., a Thank You), a part of your job as a Manager/Business Owner (i.e., mentoring, training, creating and maintaining a positive work environment) or low dollar (i.e., employee discounts in the lunch room or on the products you sell, corporate participation in local Public Transit programs).

 

This list represents a summary of what the articles (and candidates I speak with) are saying. The point is, employees are placing a greater value on their work-life experience, than salary alone. The good news is it’s never too late to implement new programs or fix existing ones. And, this information is not exclusive to sexy new Tech startups. Whether you’re in manufacturing, publishing, retail, healthcare, education, etc., your employees all want the same thing. A better work-life experience.

 

Creating an environment where employees WANT to work ultimately results in higher job satisfaction, higher productivity and higher employee retention rates. In the end, everyone wins.

 

‘John Smith‘

Employee Retention

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Employee Retention is something most organizations talk about, but do very little to control. Employment blogs are a buzz lately with predictions that many employees are preparing to leave their current employers once the economy shows signs of improvement. While some departures may be welcome, the bulk will not. Departures are costly. Studies indicate that it can cost an organization 30-50% of the annual salary of entry-level employees, up to 150% for middle level employees, and as much as 400% for specialized or high level employees!

 

What steps are you taking to mitigate the cost and improve employee Retention?

 

Employee Retention begins during the recruitment process. The way you represent your organization and the way you treat candidates sets the tone for their initial attitude and sense of satisfaction. Do you have a well defined Recruiting Process? Are you evaluating the skills necessary for success or do you rely solely on your gut instincts to ensure proper job and cultural fit when hiring?

 

The On-boarding phase is another critical juncture. This is the first real look inside the organization for an employee. Do you have a well defined Training and On-boarding process or are employees expected to find their own way?

 

An employees’ ongoing satisfaction with their job and their employer is directly related to their understanding of expectations and quantifiable feedback on their performance. Have you taken steps to Benchmark each role, defining the Key Accountabilities for success? Have you built a Performance Profile around the Key Accountabilities in order to measure an employees’ performance?

 

Employees will leave your organization at some point. Their experience during their tenure and the reasons why they leave are important. Do you outsource the Exit Interview process to a third party or does a member of your internal HR/Management Team conduct the Exit Interview? If you are handling it in house, you are NOT getting an accurate reflection of why your employees are leaving. Analyzing and understanding this data is critical.

 

The steps you take today to improve your organizations process and performance will help you protect and retain your most valuable asset, your people.

 

‘John Smith‘

You have to leave the house for this job

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With advancements in technology the world is shrinking (so to speak). Many jobs can be performed remotely without loss of productivity. It’s becoming a very popular perk for candidates to seek when considering a new role. If your goal is to work from home, but the opportunity you’re applying for requires you to report to an office, don’t apply for the job.

 

If the job description doesn’t specifically mention telecommuting it’s safe to assume that it is NOT and option. Asking about the option to “telecommute” is a mine-field candidates commonly wander into during interviews.

 

Interviewing is already something of a chess game to begin with. Don’t give a hiring manager undue cause to doubt you or to rule you out because they sense you’re trying to change the job description to suit your needs.

 

‘John Smith‘

The Top 3 reasons you’re dissatisfied with your job

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It’s not uncommon to hear from candidates who  are unhappy with their employer or even hate their job. They tell me want a change, they need a change. Often times it has less to do with the job or employer than outside factors which are effecting their attitude.

 

Personal Finances are probably the #1 cause of stress for most people. Many candidates feel that if they could just make more money, all would be well. Instead of addressing the root of their financial crisis, they want to look for a new job. One that pays more. If you’re already having trouble managing your money, earning more will generally cause you to spend more.  In a short time, you’ll be looking for a new, better paying job to cure your growing financial woes.

 

Family (need I say more?). Family should be our number one priority. But that doesn’t mean you always have to put their needs first. Obviously there are some situations that merit interrupting you at work. Barring a severed limb or house fire, most of the disruptions are trivial. In many instances the person calling you is simply bored and has nothing better to do. Children, Parents, Spouses, Siblings, etc. who make unreasonable demands on your time and constantly interrupt you at work, are a huge stressor. If you allow these interruptions to take precedence over your work responsibilities, you run the risk of jeopardizing job. You need to set boundaries.

 

Resistance to change. Believe it or not, many Professionals I speak with are resistant to change.  I’m not talking about sweeping organizational changes, re-orgs, etc. Sometimes small changes in their role (procedurally, increased responsibilities, etc.) can cause candidates to seek a new job. The world is ever changing. Advances in technology alone can necessitate changes in the way your job is performed. Very few jobs remain the same year after year. Seeking out a new job in order to avoid change is not the answer. What are you going to do when something changes in your new role?

 

We spend the majority of our adult lives at work and we have a right to at least be satisfied with our jobs. However, it’s the things outside the office that seem to have the greatest impact on our day.

‘John Smith‘