Journal of Office Workers
Archive for September 2014
33 Ways to Fix Being Utterly Bored at Work
Originally posted on TIME:
This post is in partnership with The Muse. The article below was originally published on The Muse.
You’ve taken on new projects. You’ve gone above and beyond. You’ve talked to your boss about additional responsibilities and gotten the old “definitely—once we have a position open / more budget / don’t need you to focus on X anymore.”
Frankly, you’re bored with your job.
And while sometimes, that’s a sign that you should hightail it out of there, others it’s a matter of keeping yourself moving forward (and not gouging your eyes out) until the next busy season, new client, or promotion comes along.
If you’re in that boat, you’re in luck: Here’s a roundup of things you can do in the office or during off-hours to up your professional game even when your current job isn’t exactly doing it for you.
If You Want to Network
1. Start a…
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Why You Should Embrace Late-Night Work Email
Originally posted on TIME:
Eight hours to work. Eight hours to play. Eight hours to sleep.
In the early 19th century, Welsh reformer Robert Owen declared this as the ideal division of a 24-hour day and we workers of the world have been fighting for it ever since.
But in our ever more connected lives the old barriers between work and personal life are increasingly fuzzy. The smartphones in our pockets ding and buzz with messages from our workplaces late into the night, making the notion of eight hours of uninterrupted recreation seem very quaint indeed. Smartphone-dependent professionals are justifiably worried about where this road leads. In Germany, policymakers are toying with the idea of an outright ban on contacting employees after the official workday is over.
Never fear, humanity. The smartphone will set you free. Here’s why.
(MORE: 9 Rules For Emailing From Google Exec Eric Schmidt)
Robert Owen, and…
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How NOT to Get A Job
Originally posted on Lifeworks Families Blog:
There are plenty of posts online telling you how to get a job, advising the best things you should do and what employers want. But what’s the use of them if you’re still making some of the most obvious mistakes? That’s why we’re going to tell you our pet peeves that people still do when applying for a job! It’s so easy to fix these or just not do them, and the rule is usually, if you do any of these, you won’t get it.
1. Attaching a photograph to your CV – Did you know that 88% of CVs with photos attached get automatically rejected? Unless you’re applying for a job where a photo is specifically required, such as modelling or acting, it is just not needed. Employers don’t want to be accused of discrimination so will often reject a CV simply because there was a photo. 2. Show…
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Chef Yamashita, Japanese Bakery, In Tanjong Pagar
Originally posted on NAHMJ:
Chef Yamashita is a Japanese Bakery at the Tanjong Pagar Plaza. I have dropped by on several occasion after work, I mean at about 5.30pm, but to no avail. As their cakes were all sold out. It is either they are that popular or they make in very small quantities. I have no idea which could be the reason. And so I made a trip to the cake shop during lunch time.
They have placed a few tables with two chairs each outside the shop for the customers to dine in. I have it take away instead.
My Takeaway, Fraise, Mt Fuji, Mille Feuille, Rare Mango Cheese, Luna Wrap (Choco), Ichigo (Strawberry Shortcake)
I planned to get only 4 pieces but eventually I got a total of 6 as they were too enticing. I couldn’t resist the sweet temptations. Luna Wrap is Chef Yamashita’s speciality. The cake…
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3 Ways To Practically Guarantee You Get The Job
Have you ever had the experience of sending out your resume EVERYWHERE, and getting no results?
Related: 3 Signs You’re Sabotaging Your Job Search
No emails.
No callbacks.
No interviews.
It sucks, doesn’t it?
I had that experience a few years back…
And then a profound realization changed everything for me.
I realized that…
You’ve Got To Make An Irresistible Offer
And a boring, traditional resume just doesn’t do that.
(Here’s a free resource that’ll help you out with this, by the way)
See, employers and recruiters are used to seeing the same thing over and over:
A plain-Jane resume and cover letter. And they’re dying to get something fresh… something that makes an impact… something that’s irresistible.
We’ve all sent in boring resumes in our lives… but now, it’s time for an update.
3 Ways To Practically Guarantee You Get The Job
So here are three ways to practically guarantee you get the job:
1. Prove You’ll Earn Them More Than You Cost
Here’s the truth: You need to make your employer a profit.
Meaning… hiring you comes at a cost.
And likewise, the effort from the work you do brings in revenue.
So what’s the easiest way to practically guarantee you get the job you’re applying for?
Simply prove, based on past results, that you’re going to bring in more revenue to the business than you cost them.
For example, one campaign I thought of and helped run at my past employer paid for my annual salary within a couple of weeks.
That’s solid, tangible proof that I’m worth more than I cost.
So, if you haven’t already - start thinking of measurable ways you bring in revenue for a company - and then put those detailed examples on your resume.
The numbers will speak for themselves.
2. Provide Credible Proof That You Can Perform
Testimonials from credible people - whether they’re mentors, peers, employers, or teachers are one of the best ways to show proof of past performance and character…
And past performance combined with character are 2 huge elements employers look for in potential employees.
The good news is that LinkedIn has made gathering these testimonials easier than ever… so if you don’t have any yet, think of a few people that could provide great testimonials for you, and ask for them.
They’ll make a huge difference in your next job application.
(Here’s a great resource to help showcase this)
3. Work To Learn, Not To Earn
When you’re first starting out - and you don’t have proof of generating results or credible testimonials, then the best way to get your foot in the door is by working for free for a week… or even up to 3 months.
In fact, I got my dream job - the position I had my heart set on - by offering to work for free for 3 months.
Now, of course you don’t want to do this for ANY employer…
Only offer this if you’re fairly certain that working for free will lead to a job… and that job will open up a world of opportunities within 2-3 years for you.
That’s what it did for me, and that’s what it could do for you.
And Here’s A Fourth Way…
Your bonus tip is to stand out online. Why?
The first thing any employer is going to do when you apply is Google your name…
And what if what they found blew them away so much so that they shortlisted you for the position immediately?
That’s what can happen with a great online presence - and nowadays, that’s easier than ever to achieve.
In fact, here’s a free resource that’ll help you get started in minutes. You don’t have to be tech savvy, you don’t need to spend any money, and they’re easy to use.
Enjoy!
Related Posts
5 Exciting Career Moves That Will Change Your Life
10 Inspiring Quotes About Career Success
Beware: The #1 Myth About Getting Your Dream Job
About the author
Ryan Niessen is a keynote speaker and co-creator of The Gateway Method: a simple, proven way to gain inside access to the world’s best employers and get your dream job. Connect with him on LinkedIn or Facebook.
Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here.
The post 3 Ways To Practically Guarantee You Get The Job appeared first on CAREEREALISM.
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4 Things Employers Look For In LinkedIn And Resume Comparison
Even though a prospective employer may only have your resume, that’s not going to stop them from also researching to see what you have on LinkedIn. The fact is, if an employer is screening you, they are going to scour the Internet for information to make sure you are who you say you are on your resume.
Related: LinkedIn Endorsements: How They Can Help And Hurt You
So, what are employers looking at when they compare your resume to your LinkedIn profile and other social network profiles?
1. Expertise.
Anyone can write on their resume that they have over 10 years of experience in the field of XYZ, but does that really mean you have expertise and knowledge of the practice? Employers will be looking at recommendations received, endorsements to specific skills, groups you’ve joined and even links to any published content you have. In particular, someone with a lot of recommendations and skills endorsements will be contacted first.
2. People in common.
When someone finds you on LinkedIn, they will also see if you know anyone in common. This lets them check references and see the kinds of relationships you have.
3. Employment.
Did you work for the companies you indicated on your resume? Are the dates of employment the same? Did you hold the title of the position stated on your resume? Anything verging from what you have are your resume is a red flag to the prospective employer.
4. Education.
Employers will look at the educational institution attended, areas of study, and if you have indicated receiving a degree on your resume that that information would also appear on your LinkedIn profile. If such information is missing, it would hint at some sketchiness on your resume.
In today’s job market, just about anyone who’s serious about job searching will have a LinkedIn profile. To not have one is telling prospective employers you are not up with the modern age. So, before you apply to any other job openings, make sure your LinkedIn profile is updated to reflect information you have on your resume. It doesn’t need to be the same word-for-word, but the basic gist of the information must come off the same. Employers will be looking!
Related Posts
How To Customize Your Resume
3 Tips For Flaunting Your Value On Your Resume
How To Make Dates On A Resume Work For You
About the author
Don Goodman’s firm was rated as the #1 Resume Writing Service in 2013 & 2014. Don is a triple-certified, nationally recognized Expert Resume Writer, Career Management Coach and Job Search Strategist who has helped thousands of people secure their next job. Check out his Resume Writing Service. Get a Free Resume Evaluation or call him at 800.909.0109 for more information.
Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here.
Photo Credit: Shutterstock
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10 Reasons Why You Haven’t Heard Back From A Recruiter
Samantha was fed up. Her job was frustrating and her supervisor was uninspiring. Then one day, a recruiter called with the job of her dreams. Ten minutes into the conversation, Samantha could see herself in a bigger office, making double her current salary, and working for the boss of her dreams. “I’m very interested!” she told the recruiter. And she began the process of interviewing for her dream job.
Related: 8 Reasons Why You Don’t Hear Back From Recruiters
Ten interviews and four months later, Samantha was certain this job was hers. She had bonded with the recruiter, who called her regularly and coached her through the long interview process. She had met with multiple people at the hiring company and she thought things went well. But several weeks had gone by since her last meeting and she hadn’t heard any news. When she called the recruiter for an update, he didn’t return her calls.
Like most people, Samantha didn’t fully understand some things she should know about working with executive recruiters. Here are the top 10:
1. Executive recruiters work for client companies, not individuals.
Despite how friendly and understanding the recruiter is, he is not an objective player. The recruiter’s time and attention will go to the candidate most likely to close the search.
2. All job criteria is not always listed in the job description.
Job descriptions are typically written by a recruiter, and sometimes miss the mark when it comes to how a company will evaluate the right person for the job. Issues like personality and fit with the company culture are often overlooked in the job description, but become critical in the interview process. This is why recruiters are sometimes caught off guard when they send a candidate with the perfect resume into an interview and she fails to impress the client.
3. The average executive search takes 5-6 months to complete.
If you are one of the first candidates interviewed, you may be in for a long wait as the recruiter searches the market for top candidates.
4. Only 2/3 of most executive searches are ever completed.
The reasons for searches remaining incomplete can include lack of internal agreement about the role, reorganization, or the surfacing of an internal candidate.
5. Recruiters regularly practice “keeping candidates warm.”
That is, keeping 2nd and 3rd choice candidates in play while the client company negotiates an offer with its first choice. If this is the case, most recruiters will not tell you what is actually happening with the search. Your waiting time can drag on for over a month while negotiations are resolved. Still, it can be worth the wait if you ultimately get the job.
6. Relationships matter.
If you have relationships within the hiring company who can put in a good word for you, use them. Hiring managers are risk averse and are not always trained at assessing candidates. For this reason, people frequently rely on referrals they can trust.
7. Your reputation follows you.
It is not uncommon for a recruiter to make a few calls to former co-workers to get some background on you without asking for your permission. Make sure you know your reputation in the marketplace.
8. All contact with an executive recruiter is documented.
Recruiting firms maintain huge, confidential databases that track each conversation with you. If you tell someone from the New York office your current salary and career goals, his fellow recruiters in Los Angeles, London, and Chicago will also know immediately. Be diplomatic and strategic with your communications with recruiters.
9. Executive recruiters are not therapists or coaches.
When you speak with a recruiter about your career, you should not have any expectations of confidentiality unless you have a longstanding relationship with them and have built a basis for this trust.
10. Recruiters are busy.
A typical recruiter will work on as many as 7-10 searches at once, interacting with hundreds of potential candidates. Consequently, they may not be able to take the time to communicate with you despite having the best intentions. Do not take it personally if your recruiter does not call you back. Continue to check in every few weeks until you get a response.
11. How you are introduced to a recruiter matters.
Recruiters will track who referred you, although they may not divulge this information to you. If you were referred by a trusted source, they will be much more likely to contact you about future opportunities. This brings us back to Samantha. She may not know it yet, but her positive interaction with a recruiter can still yield great results down the line. If she does not get this job but handles the experience professionally, someone from the recruiting firm will likely call her again soon.
This post was originally published at an earlier date.
Related Posts
3 Things You Should Know Before Contacting A Recruiter
How To Reach Recruiters On LinkedIn
Should You Use A Recruiter In Your Job Search?
About the author
With passion and an innate curiosity, Tracey strives to push the envelope to create great experiences for talent. Tracey has been developing digital, mobile and social solutions for nearly 20 years in the talent acquisition space. Currently CredHive’s CEO, she is dedicated to changing the way hiring is done to create a more level playing field for talent. Visit CredHive to learn more.
Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here.
Photo Credit: Shutterstock
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What Are Boomerang Candidates (And How Do You Handle Them)?
Over the past few decades, the employment landscape has changed dramatically. Few employees now spend their entire career with a company, advancing within the same organization. Instead, they change employers frequently and are constantly searching for a better position, often with a competitor.
Related: Top 3 Character Traits To Look For In Your Next Hire
In fact, today’s average employee stays at each of his or her jobs for just 4.4 years. And this environment is a breeding ground for boomerang candidates.
What exactly are boomerang candidates? They’re employees who leave one company for another job, only to eventually return to their former workplace. And boomerang candidates offer both benefits and challenges to employers considering re-hiring them. Below, we discuss some of the reasons you should consider boomerang employees, as well as tips for interviewing, hiring, and reintegrating them into your company.
The Benefits Of Boomerang Candidates
Boomerang candidates bring several unique benefits to the table. In fact, many recruiters actually prefer re-hiring old employees to finding and training new employees.
They’re a known entity
First, boomerang candidates have a well-known track record with your company. You know what to expect from them. Their former managers and co-workers are familiar with their strengths and weaknesses, and you already know that they’re a good cultural fit. And you have built-in, reliable references – fellow employees who will be able to speak to their work ethic and their past performance.
They’re easier to train
Second, boomerang candidates cost less and are easier to train. They’re already familiar with your company’s operations, as well as any unique processes or programs. Much of the basic onboarding and training can be skipped, so they can start contributing and producing sooner.
Their turnover rate is lower
Third, the employee turnover rate is lower among boomerang candidates than it is for typical new hires. Just as your company knows what to expect from them, they know what to expect from you and your company. They’re already comfortable with the culture, and have succeeded in it previously. More significantly? Knowing what else is out there, they chose to come back.
They provide a competitive advantage
In some cases, boomerang candidates may provide one more unique benefit: a competitive advantage. They may have built relationships with customers who will follow them to your company, or they may have gained significant insights from their time working at another company in the industry. As long as they’re not violating any type of legal contract, these insights could provide a valuable competitive boost.
Pre-Hire Precautions
While there are a number of benefits to hiring boomerang candidates, there are also precautions that companies should take during the interview and hiring process. The biggest concern? What happened between the time the employee left your company and the time he or she reapplied.
The exit interview
Successful boomerang hires begin with an interview– but not the kind you’re thinking. Sure, the return interview is important. But so is the exit interview. Conducting an in-depth exit interview with every employee who leaves your company gives them an opportunity to share why they’re leaving – an important think to know, should they ever want to return. It also lets both parties – your company and the employee – lay out how they would like to approach their future relationship.
Staying connected
You should also try to stay in touch with employees who may want to return later, or who you think would be good candidates for rehiring down the line. The most successful boomerang hires are the ones who stay connected with their former employers, whether it’s through the HR or recruiting departments or through friends or colleagues still working there. A close relationship will also help former employees reintegrate themselves more quickly into your company’s culture.
Cover all your bases
Finally, before making a decision, you need to consider two things: why they left in the first place, and why they want to return. It’s fine if they left because they simply wanted a different position or different experience. But if it was because of an underlying issue like a managerial problem or cultural conflict, that could present a problem. Also be sure to reach out to the employee’s most recent managers and references to get their read on the employee. A lot can change in a short period of time, so it’s important to make sure the employee you’re considering rehiring is the same one you were sad to see leave.
Reintegration Into The Workplace
Boomerang candidates rarely come back to the same situation they left. Maybe they’re coming back to a new position, or company policies have changed. It’s likely they’ll be working under – or over – a new team of people.
In order to successfully integrate a former employee into a new company environment, expectations need to be clearly set. The best way to do this? Have well-written job descriptions for the boomerang candidate, as well everyone they work with – and make sure that everyone is on the same page prior to their start date.
As long as there are clear roles in place and clear expectations set, your company should be able to benefit from many of the advantages of boomerang candidates. Be sure to maintain a relationship with your best former employees, and do your research when you’re considering rehiring them. Hiring boomerang candidates isn’t easy, but it can have big payoffs (and savings) in the end.
Have you ever hired a boomerang candidate? What was your experience?
Related Posts
5 Ways To Attract (And Keep!) The Best Employees
Why You Should Hire For Personality, Not Just Experience
How To Manage Without Being Mean (Is It Possible To Not Be Pushy?)
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