The Dos and Donts of Finding a Job When Youre in One

The Dos and Donts of Finding a Job When Youre in One Looking for a new job when you are already employed can be tricky. It can be incredibly time consuming and when youre working full time you may feel like this is time that you just dont have. Its also important that  you keep your job search below the radar, as you dont want to jeopardise your current position by giving your  boss reason to  suspect that you are considering jumping ship. There are ways to get around these obstacles however and in the same way there are things that you should avoid doing. Here are a few dos and donts that you should follow when searching for a job when you already have one. 1) DO update your LinkedIn profile. Dont be afraid of updating your LinkedIn profile in case your boss notices. LinkedIn is not solely good for finding a new job, as creating and maintaining your professional network can be beneficial for business in a number of ways. If you are worried, however, you can change your settings so that changes made to your profile are not broadscasted to your network. Keeping your profile complete and up to date will optimise your chance of being approached by a recruiter about suitable roles, so its worth doing well. 2) DONT talk to colleagues about your job hunt. You may have struck up a good friendship with your colleagues and feel like you trust them to keep your intentions quiet, but you never know who they might tell and you dont want the news to spread around the whole office! You may also find that colleagues wont involve you as much in upcoming projects, etc. at work once they know that you plan to change job. 3) DO schedule interviews during non-work hours. If possible, try to organise your job interviews outside of working hours. This way it wont disrupt your current job and you wont have to come up with a feasible excuse to duck out of work for a couple of hours. Hopefully if you explain to your prospective employer that you would like to keep your job hunt a secret they will understand and be able to accommodate to your needs. If you are unable to fit an interview in  before or after work, you may want to consider using a days holiday, as you will lose any leftover days once your leave the job anyway. 4)  DONT dress differently to normal. If you normally dress pretty casually for work, its probably going to look a little bit strange if one day you rock up in a suit and tie. If you have an interview before or after work, make sure you have a change of clothes with you so that you do not raise suspicions. 5) DO network. Referrals are highly valued when hiring and therefore creating and maintaining a network of industry contacts can come in very helpful when you are seeking a new role. Reconnect with old contacts and let them know that you are looking for a new role, as they may be able to help you out. Another option is to attend events that are relevant to your area to work and meet new people within the industry. 6) DONT search when you are at work. If you start searching for a new job while you are at work, youre just asking to get caught! A lot of companies monitor their employees internet use, emails and phone calls, so make sure that you use your own personal phone for calls related to your job hunt. Its also not very ethical to apply for jobs within working hours, as your employer is paying you to do a job within this time, so stick to your free time. 7) DONT post your resume on a job board. Its possible that someone from your organisation will see your resume on one of these job board and will then know that you are looking. If you would like to keep your job hunt quiet, by all means apply for roles found on job boards, however avoid setting up a job seekers profile. 8)  DONT mention your job search on social media. Social media can be a great place to learn about vacancies and to expand your network, but  try not to reveal that you are looking for a new job on any of your social media accounts as it could easily fall upon the wrong set of eyes. The same goes for having a rant about work in a moment of frustration! 9)  DO give appropriate notice in writing. Once you have found a new role, make sure that you give the necessary notice that is stated in your contract. Let your boss know that you will do your best to make your departure go as smoothly as possible and help to train your replacement. 10) DO leave in a professional manner. Even if youve not had a particularly good time in a company and are glad to see the back of it, you should do your best to handle your departure with professionalism and dignity, as you never know when you may want to call on them for a reference or business proposition in future, so you dont want to burn any bridges by leaving on a negative note. [Image Credit: Shutterstock]  

Writing Chronological Resume

Writing Chronological ResumeYou can write a chronological resume in any format, but you will want to make certain that you include some elements of the chronological resume format. This means that you will want to learn about the format before you begin. There are several options that you have available for your resume. It is up to you to decide what format you want to use when you are looking for a job.Before you start looking for a job, you may be wondering what the term chronological resume means. You will need to know how it works and how it is used. When you are looking for a job, the employer will look at your resume and determine if you fit the description of the job. Your resume must be written in chronological order. This means that your resume should be divided into sections.You will want to follow the chronological resume format as closely as possible. You should organize your information by the month, year, week, day, and hour. You will want to use as many pictures as pos sible. Pictures do not have to be traditional pictures. You can include pictures of your accomplishments, information about how you met the company, or just include some pictures of you working with the company.Writing your resume in chronological order will help to focus your writing skills. You will be able to see your accomplishments as well as your current job location and more clearly. You will also be able to focus on your skills, your knowledge, and even your work history.When you are looking for a job, you will want to write your resume in chronological order. The goal of this is to write it so that you can focus on your strengths and weaknesses. You will then be able to find employment easier because you will be able to highlight your best attributes and highlight the areas that you need to improve on. The reason that you want to write your resume in chronological order is so that you can learn about yourself. By writing it this way, you will be able to become a better writ er.Writing your resume in chronological order is also a good idea because it makes your job application appear more professional. The company that you are trying to get hired by will be able to understand your skills and then see how you can benefit them. By doing this, they can be more likely to hire you over someone who is not careful with their resume. This will benefit you greatly in the long run.You should also write your resume in chronological order when you are applying for a new job. This will help you be more efficient in your resume writing and in your job search. It will also help you learn about what companies are looking for and will allow you to focus on the job that you want.Writing your resume in chronological order is not that difficult. You will just want to make sure that you learn as much as possible about this format before you begin. You should also make sure that you are as organized as possible in your resume. This will help you have a more focused resume th at will be more suitable for employers.

Personal Branding Interview Jason Ryan Dorsey - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Jason Ryan Dorsey - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Jason Ryan Dorsey, who is considered the Gen Y Guy ®, an acclaimed keynote speaker, bestselling author, corporate consultant and award-winning entrepreneur. In the past twelve years, he has delivered 1,800 keynote speeches around the world, and his latest book is called Y-Size Your Business. In this interview, Jason tells us about why employers are concerned about Gen-Y, how companies can find and attract Gen-Y, and more. What are employers biggest concerns when managing gen-y? Their biggest concerns are three-fold: Can Gen Y become loyal employees? To most employers loyalty means tenureâ€"especially when they invest money delivering on-the-job training. They want an employee who will stay for at least two years, but their expectations could differ dramatically based on the industry and job position. # Do I have to coddle Gen Y? There is a perception that Gen Y needs constant attention and praise. While this perception is not completely accurate, when Gen Y does act high maintenance in the workplace employers have limited patience. Will Gen Y act professional at work? This comes from the idea that our pants seem baggy, our interpersonal communication skills are more casual, and we view “being on time” a little different than our parents. What recruitment methods do companies use to find and attract gen-y? The easiest way to attract quality Gen Y applicants is to bring your company’s culture to life. You can do this by replacing posed pictures of employees with YouTube style videos of actual Gen Y employees talking about (and demonstrating) a regular day at work or describing their favorite work project so far. We want to see and experience the culture of a company because to us the people and mission-side of a business outweigh a paycheck. This is particularly true when we have job options. You can also make a job much more attractive to us by focusing on the projects, outcomes, challenges, and growth opportunities the job offers rather than the job description. How did you become the gen-y guy? By accident. I wrote a bestselling career book at age 18. I spent the next many years on the road teaching over 500,000 Gen Yers how to get good jobs and get promoted. Five years ago, employers started calling me for help. They were struggling with hiring, retaining, and developing Gen Y employees. In short, what had worked for them in the past was no longer working. They sought me out because I was in Gen Y, I had talked with so many of my peers about employment, and I understood what it was like to run a company. Their calls for help highlighted a knowledge gap that was not being addressed: How do you find a common ground to build on between Gen Y and other generations? I began focusing all my research, interviews, speaking, and consulting on this common ground. The result was Y-Size Your Business which positioned me as The Gen Y Guy. That plus being on 60 Minutes, 20/20, and keynoting 100 events each year reinforced my positioning as a the thought leader on Gen Y. Now all my work focuses on Gen Y and how to make us more valuable employees and consumers. How can hiring gen-yers save companies money? Several ways. The obvious is that we are less expensive than other generations to employ, especially if you factor in benefits. This cost differential goes straight to the bottom line. The less obvious is that we really expect to make a difference from Day One. We expect to solve operational problems (i.e. Lets figure out how to make the order line move faster) as well as institutional challenges (How do we increase ideation in a large companyâ€"which is Chapter 1 in my book). Problem-solving on the frontlines and ideation are two areas where companies can save large amounts of money and grow their business. Additionally, Gen Y will take a job for less money than competitors offer them when they believe in the company’s mission. Gen Y also is willing to take on non-traditional work arrangements which saves companies money and gives us more time to hang out with our friendsâ€"a real win/win. What do you think will happen when millennials account for 50% of the workforce in 2020? Millennials already exceed more than 50% of the workforce in many industries where I speak or consult. The biggest effect of this demographic shift is lots of pressure on senior leaders to increase transparency and communication across the organization, a different valuing of incentives and compensation than older generations, and a need for cross-generation talent development and knowledge transfer. By 2020 not only will Gen Y represent a huge percentage of the workforce, but Gen X will be in more senior roles and the generation after Y will be entering the workforce and frustrating us! In short, it will be an exciting time. - Jason Ryan Dorsey is a thought leader on Gen Y and bridging the generations. Recognized as The Gen Y Guy ®, Jason is an acclaimed keynote speaker, bestselling author, corporate consultant and award-winning entrepreneur. In the past twelve years, he has delivered 1,800 keynote speeches around the worldâ€"earning standing ovations from audiences as large as 13,000. Jason’s clients have taken him to all 50 states and as far away as Egypt, Finland, Spain, and India. In a typical year, he delivers more than 120 customized programs at events ranging from CEO summits and high-profile education conferences to international association meetings. A proud member of Gen Y (who text messages his mom every day), Jason has been featured as a generational expert on 60 Minutes, 20/20, The Today Show, The View, in Fortune Magazine and over 100 other media outlets. In recognition of his business achievements, Jason won the Austin Under 40 Entrepreneur of the Year Award at age 25â€"one of the youngest winners ever. Jason’s newest book is titled Y-Size Your Business: How Gen Y Employees Can Grow Your Business and Save You Money.

Advanced Techniques for Using LinkedIn to Change Careers - Personal Branding Blog - Stand Out In Your Career

Advanced Techniques for Using LinkedIn to Change Careers - Personal Branding Blog - Stand Out In Your Career We all know that a tough economy means you have to set yourself apart from other candidates, especially if you are changing industries or functions. Here are a couple tips for using LinkedIn to conduct research and establish contacts within the new industry you are targeting. Industry Research First, use the search feature at the top to Search Companies. Type in a keyword for your industry, such as “consumer goods.” You can then find all the companies in the industry, and modify your search based on preferences for location and company size. Here’s a search I ran to find all the CPG companies in Chicago: http://www.linkedin.com/companyDir?results=sik=1244481941853. Company Research As you click on each company, you can get a clear overview of company size, key statistics, and news about each company. You can also click on each of the news links and figure out what periodicals most of the industry news comes from. If you are serious about the industry and the company, you can put these news sources in your feed and keep up with them every day. Resume Research On each company’s page, there is a section for New Hires. If you want to know what types of work you need to have on your resume to land a job at each company, take a look at each person’s profile to see where they worked at and what types of work they have done in the past. You can also get an idea of what the different career paths are and common titles. Networking What do you do if you don’t know anyone in the company? Sometimes the fastest way to network is actually online. Send an email to people at companies within the industry who have a job you would want and set up an informational interview over the phone. Here’s an example template: Dear name of contact: I am a current position with previous experience as a previous position in the name of industry. I am writing you in hopes of understanding more about working for target company. Paragraph(s) about why I’m passionate about the target industry, target company, and/or target position. End the paragraph(s) with why you would be perfect for the position you are targeting. If you have a few minutes, I would love to hear about your thoughts and experiences from working at target company. Some of the questions I have are: · What persuaded you to work for target company? · How is the company culture at target company? · What are the potential  career paths at target company? · What is a typical day like as a target position? I’d also appreciate any advice you could give me about pursuing full-time opportunities. Thank you very much for your time. This is an easy way to quickly develop contacts in an industry. Bonus: If you have an alumni database from your undergraduate or graduate institution, you can search for contacts at your target companies there also, and get a higher response rate! Good luck. Author: Monica O’Brien writes career advice for young professionals at her blog, Twenty Set. You can also follow her on Twitter (@monicaobrien).

Should a Young Person in Valdosta GA Be Seeking a Job?

Should a Young Person in Valdosta GA Be Seeking a Job?This question is on the minds of every employer in the world when looking for a new employee, should a young person in Valdosta Ga. be seeking a job? The answer is yes. There are plenty of jobs available, and everyone wants to hire someone who will work hard and be willing to learn.Some people are more comfortable at this age because they have not experienced so much adversity. They do not know what the stress is like, or the pressure they feel every time they get on a job. It's not easy for them, and it's not easy for an employer.Sometimes you can even go back in time in life and see what they had to go through when they were younger. Was the stress there, or was it just an ordinary day? They may have been in high school and loved school but still had that sense of adventure in their heart, and were just waiting for the next challenge to happen.That is the only time you can actually watch someone's body language. If they seem str essed out, if they look forward to what they are doing, if they seem eager to be on their job. There are some students in junior high school who don't have any idea about how it's going to affect them, and these are the people who really have a chance of being hired. You see, they are not cut out to be career criminals.Resume writing is a fun time when you are young, but when you turn 30, it seems like you have nothing better to do. It's a bit of a surprise, and it's tough. Even if you love a certain field, when you get a bit older and realize you aren't making much money, the fear can kick in.Ifyou are a gifted writer, and you are living the dream of your dreams, then there is hope for you. It might seem like a bit of a shortcut for a lot of folks, but there are many companies that hire resume writers. If you have great writing skills, and love telling stories and figuring out ways to present yourself, they will notice you right away.Young people in Valdosta GA can find the job the y have always dreamed of. It might be a job working in a bank, or working in an office. Maybe you would love to be a bank teller, or even a technician at a healthcare facility.Once you get that first job, and you have learned some patience and experience, it's time to think about moving up a rung or two in the ladder. It's never too late, and in some cases, you can find a job that can make you a little more comfortable. It's really not too hard to find a job in Valdosta GA.

Closing Candidates A How-To in a Hot Job Market - CareerAlley

Closing Candidates A How-To in a Hot Job Market - CareerAlley We may receive compensation when you click on links to products from our partners. Author Byline: Joanna Bradley, IT Sales Marketing Recruitment Manager Redfish Technology, a nationwide executive search firm in High Tech and CleanTech. Author Website: http://www.redfishtech.com An undisputable fact: the job market is heating up. Candidates seeking employment no longer go months without returned phone calls, but rather, quite the opposite. This morning when speaking with a candidate who declared he was actively looking for a new role, I was informed that since beginning his career search on Thursday of last week he had received 152 emails regarding job opportunities. An entirely separate call indicated the same trend. This candidate, who was directly recruited out of her organization, had to choose from one of four offers all with a 10% increase in base salary and a significant equity component. These are all very solid signs that the job market is better than last year. But with a positive shift in the economy comes a new set of challenges that hiring managers must be prepared to combat. After 17 phone interviews, six on-site meetings, three reference checks and everyone on your team agreeing that this (and only this) person is the ideal fit, you cannot af ford to lose him. So in a candidates market, what is the best approach when at the offer stage? Below are some suggestions to help you and the team make a successful hire. 1. Knowledge is power. It may sound obvious, but the best way to close a candidate is to have as much information as possible, and this starts from the minute you first look at their resume. After deciding you are interested in having a conversation/interview with the candidate, begin to ask questions. Here is what you need to ask the candidate once at the beginning and again as the interview process continues: a. Are you interviewing elsewhere? If so, how far along in the process are you? Knowing this will give you a rough estimate of their timeframe. If they are actively interviewing and are heading towards final stages, you need to get the interview process started immediately. This may entail moving scheduled trips, an impromptu meeting at the airport, rearranging your teams routine, or skipping an initial phone call in an effort to expedite the process. In doing so, you have a chance to evaluate the candidate before they have multiple offers. Also, you can ensure they are as qualified as their resume reads and a good cultural fit for your organization. b. Do you have any offers? If so, what number did they come in at? This is a great follow up question to the first question, especially if you are nearing the end of the interviewing process. In a hot market, companies have to get creative when closing candidates so they may decide to offer more (either in base, OTE or equity) to excite their prospective employee. c. What is your currently salary? This includes base, W2 for 2010, projected earnings for 2011 and any components/allowances not included, e.g. equity, car/phone allowance, PTO, etc. First, inquiring about salary requirements often determines if the candidate is the right fit for the role. If they are ideal, but out of the allotted price range, you know what you are up against. Can you pull from other parts of the budget to make this candidate work? Lastly, if they are out of your price range, try to figure out what is motivating them to make a move. If they are looking for ownership in a company, you can potentially provide a smaller base salary in return for a larger equity play. If they are looking for uncapped earnings, you can reevaluate the OTE for the role and provide a very competitive compensation plan. If they are looking for a sign-on bonus, you can structure it to pay throughout the year and require them to pay it back if they leave prior to a specified length of time. d. When can you start? Often this question is overlooked but is equally as important as salary, especially if a large project is on the horizon. Typically candidates like to give a two week notice to their current employers, but sometimes this period can be shorter or longer depending on varying circumstances. 2. Be prepared to change your interview process. Companies put processes in place in order to provide a predictable environment that also acts as quality assurance. The most typical interview process we see today consists of a phone interview, an on-site meeting with multiple managers, reference checks and finally a decision. From start to completion, this process averages about two weeks but should always be subject to change. If you find a candidate that you like, odds are someone else likes their ability to sell, write or design as well. Meaning, you might have to skip the initial call as a way to save time and help move to the on-site interview. Alternatively, you might have to make an offer contingent on reference checks and/or a background assessment. Remember, the saying time kills all deals applies to hiring as well as sales. 3. Negotiate. Once the interviewing is complete and you have decided your ideal candidate has finally arrived, be prepared to negotiate, particularly in a hot market. Knowing what motivates the person is crucial for a successful and mutually beneficial negotiation. Often times making a move comes down to salary or equity but there are other factors that can make a huge difference. If funds are limited, PTO, flexible work hours, telecommuting, health benefits, matching 401k, frequency and credibility of bonuses or even gym memberships or corporate ski passes can influence their decision. 4. Incorporate the team. If during the interview process the candidate was able to meet multiple managers, incorporate those managers in the presentation of the offer. Have the CEO call and formally invite the candidate to join the team, or make your Director of Marketing available to answer questions the candidate may have regarding functionalities of the position. If you are in a position to do so, invite the candidate to dinner or another work event, so they can see the company culture in action. The more the candidate feels welcome and like an integral part of the organization, the more likely they are to accept the offer and feel secure in their decision. 5. Sell the company and the opportunity. After a few rounds of interviews, and once the candidate has successfully sold their skills and abilities, it is the companys turn to put on their selling shoes. You want your potential new employee to understand what makes your organization tick, what the companys five and ten year goals are, where the candidate should expect to see himself in one year, and why you personally chose to work there. If you are in a multiple offer situation, selling becomes a very import component. Once a candidate feels the energy and sees the passion behind the company, it will be more difficult for them to pass on the opportunity. If there are perks you havent mentioned, make sure to do so e.g. corporate Cubs season tickets, amazing Presidents Club trips for top performers, free Friday lunches, etc. 6. Hire a recruiter. Sure, I am biased because I have made it my career to be a corporate matchmaker and help companies find their ideal candidates, but, there are a number of reasons I make this statement. Recruiters can ask questions that may be tough for a company to ask of candidates, and often provide alternative solutions to impasses. Also, candidates tend to be more open with their recruiter, often times because they do not want to offend or insult their prospective employer either by asking them for more money or telling them they are interviewing elsewhere. Having a middleman is also beneficial at the negotiation stage because it helps the prospective employee get what they want and deserve, without asking for too much. Recruiters serve as an expert for both sides of the relationship so they are able to provide insight to candidates, and employers. Regardless if you are going to hire a recruiter, do your research and find one that you trust and comes recommended and then ut ilize them to help you get the talent you want. Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities. This is a Guest post. If you would like to submit a guest post to CareerAlley, please follow these guest post guidelines. Good luck in your search. Visit me on Facebook //

Leading with happiness How Thyra Frank created Denmarks happiest nursing home - The Chief Happiness Officer Blog

Leading with happiness How Thyra Frank created Denmarks happiest nursing home - The Chief Happiness Officer Blog Thyra Frank is a leadership legend?in Denmark. In 1988 she became the leader of a troubled nursing home in Copenhagen called Lotte. She had no?budget to change things but with?lots of heart, a deep commitment to helping others?and a healthy dose of common sense, she?turned it into one of the happiest workplaces in Denmark. In this funny?and moving?speech, she shares how?she created a nursing home where the staff loved to work and where the residents were healthier, happier and lived twice as long as in other nursing homes in Denmark. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related