5 Ways to Land a Job Quickly Building Your Future Now

5 Ways to Land a Job Quickly Building Your Future Now Finding a job that suits your personality and strengths is one of the major goals of establishing a healthy career! However, if you need a job here are 5 great ways to land you one now: 1.Personally Hand-out your Resume One of the easiest ways of getting a job ASAP is printing your coverletter/resume and pounding the pavement! Remember to dress well, print your resume on heavier stock paper, and have references rieady. Look out for Help Wanted signs in your community and walk right in and introduce yourself. 2.Get out of your comfort zone Being picky isnt the best way of approaching a job search if you need one immediately. Be open minded and consider opportunities you havent before. This is a great way to broaden your choices and give you better odds of snagging a job. But remember: dont respond to a job post with expectations you cant handle. 3.Access your Personal Network Call, email and use social media to connect to people you know personally! People who know you will sometimes make an effort to help you get a job or will hire you! 4.Advertise on Facebook Facebook is a great tool to get out there when it comes to searching for a job. But in this case writing a post to a general Facebook group can capture the interest of people with connections or even actual hiring managers. Dont mention you need a job, however write 2 or 3 main points about your experience or skills. If you are using this approach be sure to edit your Facebook profile and update it. 5.Connect former Managers We all have managers that weve had a good experience withthat means they might be a good person to call if you are looking for a job. See if you can arrange a face-to-face chat with them and always to truthful about the nature of the meeting. If the manager knows you well enough they will sometimes find a way of getting you into the company they work for presently especially if you were a hard-working, consistent employee. Image: Raw Pixels

Conversation and Questions Move to Yes - Personal Branding Blog - Stand Out In Your Career

Conversation and Questions Move to Yes - Personal Branding Blog - Stand Out In Your Career Experience and observation teaches almost all you need to know in terms of what not to do in regards to meeting someone for the first time. The moment you become irritated or downright angry is the perfect time to make a mental note to not do the same. And if you are into empowering your audiences by offering your best insights, then turn these events into a positive message for your communities at large. The worst communication style is to make assumptions about those you meet. Most often the assumptions are completely incorrect. A far better approach for meeting online, at networking events, or during professional appointments is to ask questions upfront. The sales phrase is “lead with questions.” An initial conversation should be focused on getting to know one another rather than making a quick sale. In the end, if you get to know one another well, the sale will be larger than originally anticipated, and then the relationship deepens should the client be very happy with all that you provide. Rules for Questions: 1. After each response to a question, ask for clarification if you don’t understand the answer. This develops trust and credibility. 2. Continue the conversation based upon the answer should you have insight to add. 3. When appropriate ask another question and repeat the above. Networking that Builds Rapport: What caught your attention to attend this event today? What type of business are you in? Who is your core clientele? Structured Meetings to Get Familiar Are you active on social media? Which social media sites are your favorites? If you could provide one tip for effective social media usage what would it be? How did you choose your career? Which areas of work do you enjoy the most? What is your grandest vision to yet be achieved? Do you have a team helping you? If you could improve one thing, what would it be? What are your goals for year-end? Are you contemplating specific new goals for next year? Are you seeking help in some way to achieve those new goals? Do you have any special holiday or vacation plans? Scheduling Meetings via Online Please provide a choice of dates and times for us to meet and I will confirm one. How do you prefer we communicate e.g phone, Skype or meet for coffee? You wouldn’t necessarily ask all of these questions of one new contact. But go with the flow of conversation and remember to inquire of both their business and personal goals to get to know them better. The entire idea is to not sell on the first meeting, but to recognize whether there is a good qualified match for doing business. Part two of asking these questions is to determine whether you will enjoy working with the person. If not, do yourself a favor and walk away. Thoughtful questions and listening to fully comprehend will definite your personal brand as a thought leader. It is the sound relationships that produce a returning and referring clientele known as the Smooth Sale!

Make Meetings Matter An Interview with Paul Axtell - Personal Branding Blog - Stand Out In Your Career

Make Meetings Matter An Interview with Paul Axtell - Personal Branding Blog - Stand Out In Your Career What is the most dreaded part of your work day? For many, its the seemingly endless stream of meetings to talk about other meetings that we have to set up. In the workplace, often times nothing gets done as a result of this bottleneck, which can stall progress for an organization and a career. Fortunately, management expert Paul Axtell believes its time to make meetings matter again. In his book,  Meetings Matter: 8 Powerful Strategies for Remarkable Conversations, he asserts that meetings are the most powerful tool we have to get things done and offers actionable advice to realize their potential. I sat down with Paul and discussed his perspective and how people can begin to get the most out of their daily meetings. What gave you the inspiration to write this book? People are concerned with the amount of time they spend in meetings â€" and the lack of accomplishment that occurs â€" for good reason. In most organizations, meetings are ineffective and time consuming. I wrote this book to show that this doesn’t have to be the case. In fact, I would argue it’s not the meetings themselves, but the way they are run and the how people chose to participate in them. Why have meetings gotten such a bad reputation? The reputation of meetings is a perspective that we have drifted into over time, unfortunately. If you pay attention, you’ll hear people expressing, almost without realizing it, a series of comments about meetings that create a disempowering perspective overall: “We have too many meetings, and they are booked back-to-back.” “We usually don’t get through the agenda, and the meetings still run too long!” “We end up talking about the same things every week.” “If I can find a way to avoid a meeting, I don’t attend.” As a result, the predominant mindset about meetings is negative, and that colors how people prepare and participate. The mind tends naturally to focus on the negative â€" what’s wrong, what’s not working â€" and look for more evidence to support that assessment. The way forward begins by choosing a more positive perspective: first, meetings do matter â€" they are high-leverage events at the heart of effective organizations. Second, choose ownership for each meeting you attend. Why are meetings so important to productivity? Meetings are at the heart of every effective organization and, if done correctly, are an opportunity to clarify issues, set direction, sharpen focus, create alignment, and move objectives forward. What is one thing leaders can change to make their meetings more meaningful? In my experience, most managers and supervisors don’t have the skills they need to make it a successful event â€" we simply have not made meetings a required competency. In its most basic form, a meeting is essentially a series of conversations. To maximize its impact, leaders need to produce the intended outcomesâ€" to talk about the right things and make progress on every topic. In addition, it’s important to manage the participation levels such that the quality of the conversation is top-notch and people leave engaged and aligned. Here’s a very straightforward roadmap to actively design the conversation: Set-up each conversation so everyone knows the intended outcomes and how to participate. Manage the conversation deliberately so that the discussion stays on track and everyone is engaged. Close the conversation to ensure alignment, clarity on next steps, and awareness for the value created. Bottom line: managers are the only ones that can improve the reputation of the meeting. A little effort can go a long way. Anything else you would like to add? It’s possible to be five times more productive, work less hours, and be less stressedâ€"but not if you don’t master meetings. Fewer meetings would be nice but less time in meetings is what matters most. Check out Pauls book, and learn more about how to get the most out of your teams and yourself.

Secret to Success Do More, and Do It Better - Personal Branding Blog - Stand Out In Your Career

Secret to Success Do More, and Do It Better - Personal Branding Blog - Stand Out In Your Career Instead of trying to get comfortable in your job, try to get constantly uncomfortable. Seek out problems, look for potentially painful experiences, approach the scariest people, juggle more balls than most people handle, and put an extra percentage of “umph” into everything you do. You will likely find that you can do what you never thought you could. Here are some CEOs’ versions of doing more early on in their careers: “I specifically looked for work in areas where there was no competitionâ€"or slothful, stupid competition.” “To stand out from my competitors, I always offered to work for a month for free, and at the end of it, if I liked the organization and they liked my work, it was a win-win situation for both.” “I discovered that standing out from the crowd is not about putting in an extraordinary effort on a single task, or a single job, or on a single day. It is simply doing the little things that others aren’t willing to do . . . and not just when you feel like doing them but the whole time.” “It’s trite, but I try to be more informed, work harder, quicker, and hopefully smarter than my peers . . . and with no higher priority than to solve problems.” If you are in sales, sell more, to more people while spending less on expenses, and help your fellow salespeople do the same. If you are in finance, figure out ways to save the company money as well as increase revenues and worth. Share what you’re doing with colleagues to assist them in doing the same. If you are in IT, make information more accessible, usable, and faster across the board, and lend a hand to the non-techie types to make the technology easier for them. If you are in marketing, creatively get more positive exposure for the organization to support sales, and be inclusive of other departments’ goals too. And if you are in human resources, resolve issues quicker, get processes in place, and communicate among all levels more efficiently and effectively so all have buy-in. When TJ Walker’s book came out, TJ Walker’s Secret to Fullproof Presentations (Greenleaf Book Group Press, 2009), he wanted to do more to promote it. He set a goal to conduct a record number of talk show interviews in a 24-hour period. With massive behind-the-scenes organization culminating in the daylong event, he succeeded in getting 112 talk show interviews scheduled. It literally qualified him for the Guinness Book of Records, which brought another wave of publicity. He said it was physically grueling to stay awake for 24 hours, but his book ended up at number one on the bestseller lists for USA Today, Businessweek, and the Wall Street Journal. If work opportunities aren’t coming fast enough, go find them. If you risk and fail, you’re still further ahead in learning than those who didn’t try. ______ Debra Benton/Kylie Wright-Ford, co-authors of the new book, The Leadership Mind Switch (McGraw-Hill, 2017)

Headhunters - Who Do They Work for NOT YOU! - Career Pivot

Headhunters - Who Do They Work for NOT YOU! - Career Pivot Headhunters Copyright: boykung / 123RF Stock Photo HEADHUNTERS DO NOT WORK FOR JOB SEEKERS. Say that three times! If it seems like I am screaming, it is because I AM! Headhunters are external recruiters hired by companies to find candidates for specific positions. Hiring companies pay recruiters, either when the position is filled or sometime afterward. If the new employee does not perform and is let go, they may not get paid. Headhunters do not work for you! Client Story One of my clients has a fairly niche expertise in dealing with a specificgroup of C level executives. Let’s call her Sally. Sally was laid off from a company after having worked there for many years. When this happened, she wanted to move back into a job where she could work with C level executives again. Sally found a couple of headhunters who specialized in filling this kind of niche position. Both of these headhunters just loved her. You can bet they saw dollars…BIG dollars! Headhunter A had her interview for a very interesting position supporting a C level executive at a very interesting company. If I told you the position and company, you would say, “Boy, ain’t that interesting?” Listen to the most recent episode Sally did not get the job. In fact, although she was the top candidate, the company decided not to fill the position at that time. Headhunter A thought Sally performed amazingly well in the interviews and said he would find another position quickly. He still saw dollars! Next, Headhunter B came to the table with an opportunity. Sally started to run the gauntlet of interviews. Headhunter A quickly followed up with another amazing position. At this point, Sally had two opportunities that she was interviewing for from two different headhunters. REMEMBER, headhunters (external recruiters) only get paid when the position is successfully filled. For More:Why Are You Not Being Found? Try Thinking Like a Recruiter The Drama Begins Sally wanted the position from Headhunter A but thought the position with Headhunter B would be okay. Sally received verbal offers from both headhunters on the same day. She told Headhunter A that she wanted more money. She then told Headhunter B that the offer was okay as is. She told them both that she would need to see these offers in writing. Sally received offer letters from both on the same day. She accepted the first offer from Headhunter A, which was contingent upon passing a drug test and background check. Sally told Headhunter B that she was still thinking about this offer. Headhunter B threw a fit and started to attempt to bully her. She told Sally that she’d already accepted the offer on her behalf and had told the company she was starting on a specific date. WOW! Sally had not signed anything. Headhunter B saw the dollars disappearing, and she did not like it! She asked, “Do you have another offer?” Sally said yes. “Why didn’t you tell me?” “Both offers came in on the same day,” she said. Sally was not going to turn down Headhunter B’s job until she was absolutely sure she had the other job. Sally felt bullied and intimidated but also felt bad for the headhunter. She kept saying, “She is my headhunter…she is working for me!” I told her the headhunter screwed up big time. The headhunter had no business telling the companyâ€"her clientâ€"that Sally had accepted the position when she did not. Did this headhunter work for Sally? NO, SHE DID NOT. For More:You Have a Job Offer â€" Now What? When is a job offer irrefutable? A job offer is, well, as good as the paper it is printed on. Read Nick Crocodillo’s post, Pop Quiz: Can an employer take back a job offer? You might have received an offer on paper. You may have signed it and sent it back. Do you have the job? Most likely, but both sides can still back out at this point. This is true until you walk in for your first day of work. Is this ethical or fair? I don’t think so. But, when you are a 60+-year-old woman who does not have companies fawning all over you and you get two offers on the same day, you will make sure the offer you want does not fall through for any reason. If it does fall through, you will still have a backup plan. For More:Evaluating the Job Offer â€" What is Missing? Lessons Learned I encourage my clients who are either changing directions and looking for contracting work or have very niche job requirements to cozy up with multiple headhunters and external recruiters. Develop a relationship with these people, but realize that they do not work for you. Headhunters may know about: Niche positions that never get posted. Positions before they are posted. Headhunters can be valuable resourcesâ€"butthey do not work for you. Rant over! Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...