Your Input Making JibberJobber Better

Your Input Making JibberJobber Better We are still collecting information on what YOU want to see in JibberJobber. Heres a quick survey to help us know what you want to see in JibberJobber. The results so far are interesting (not entirely what I expected). Very helpful, indeed. Please take a few minutes and share what we can do to make JibberJobber more useful to you and if you want include a name and email since it is anonymous right now and we cant even send a thank you email Thank you! Your Input Making JibberJobber Better We are still collecting information on what YOU want to see in JibberJobber. Heres a quick survey to help us know what you want to see in JibberJobber. The results so far are interesting (not entirely what I expected). Very helpful, indeed. Please take a few minutes and share what we can do to make JibberJobber more useful to you and if you want include a name and email since it is anonymous right now and we cant even send a thank you email Thank you!

Personal Branding Weekly - Manage Things. Lead People. - Personal Branding Blog - Stand Out In Your Career

Personal Branding Weekly - Manage Things. Lead People. - Personal Branding Blog - Stand Out In Your Career I’ve never been fond of the title “community manager”.   After all, a community is created of individual people. And, for a long time, I’ve tried to live a life engaged with others with this thought in mind, “Manage Things; Lead People”. This amazing group of individuals don’t just “manage” their community â€" they lead, nurture, care, feed, encourage, inspire and motivate their community members. Listen When you empower and encourage others, their sense of belonging to a community and being a valued member increases. How can you empower others? Let go of the reins and let them steer, provide input and feedback. Encourage opportunities for sharing thoughts and ideas. Listen actively. This means listening for feeling and not just the words.   The best advice I ever received from someone about communicating in text mode is to:   Read first for the words and the content; Read second for the feeling and the context. Know when your own personal idiosyncrasies or frames of reference might be getting in the way of you fully providing credence to someone’s thoughts. Be coherent to your own values. Consistency is often thrown around as something you want to be (I’ve used it myself).   Yet, I recently learned that being coherent allows you to adjust and grow while still utilizing your values as a guidepost and the very essence of who you are. They are still your non-negotiables but they are not stagnant. Here are other resources to help you take the lead along with tips from this week that will help you “take the lead” on your personal brand! Theatrics Are Required in a Leader  by Debra Benton What’s Inside the Worst LinkedIn Invite Ever  by Nance Rosen How to Answer Tricky Interview Questions  by Heather Huhman Consider Relocating to Get Your Dream Job  by Ceren Cubukcu How to Turn Networking into Interviews  by Alex Freund Developing Worthiness of Equality  by Elinor Stutz How to Convince Influential Entrepreneurs to Endorse Your Brand  by The Young Entrepreneur Council The “Little Mermaid Principle” for Career Advancement    by Richard Kirby So You Are an Intern This Summer  by Dr. Paul White 3 Thoughtful Thanks Necessary to Build a Stronger Connection  by Maria Elena Duron On the Road: The Evolution of Business Travel  by Dan Schawbel Hope is Not a Strategy  by Jeff Shuey How Small Business Leaders Fail Engaging in Candid Communications  by Skip Weisman Get To Know Your Personal Brand  by Susan Gilbert Design Your Own Productivity System For Greater Efficiency  by Leslie Truex What Neuroscience Teaches About Creativity, Stress and Getting Promoted  by Beth Kuhel 4 Ways to Ask For a Flexible Work Schedule  by Glassdoor.com Evaluating the Job Offer â€" What is Missing?  by Marc Miller

Would YOU Open Your Job-Prospecting Emails Not Likely! - Personal Branding Blog - Stand Out In Your Career

Would YOU Open Your Job-Prospecting Emails Not Likely! - Personal Branding Blog - Stand Out In Your Career If you’ve been on a job search recently you already know that today it is rare indeed that a hiring manager, Human Resources professional or a “headhunter” ever answers his or her telephone. More likely, you encounter voice mail, leave a message (or messages!), then wait and wait and wait for a call-back, which may or may not come, depending largely upon the quality of the voice mail message you leave. It will probably come as no surprise to you, then, that you’re just as likely to face the same fate when it comes to your job-prospecting emails. Rarely, if ever, do you get any response at all from them! But there really is a very good reason why this is true: While your job-prospecting emails may certainly be an exception to the rule, the fact is, most of these emails are so poorly constructed and so totally unfocused that even the sender would be unlikely to open them, let alone actually read them! As in all communications (verbal and written) during the job search, if an email doesn’t immediately give the hiring professional what I refer to as “cause for pause,” it usually is summarily hit with the big DELETE key! No exceptions. Today’s busy hiring professionals simply do not have the timeâ€"or the patienceâ€"to waste time and effort on any communication that doesn’t immediately grab and keep their attention. Let me briefly focus on how you can accomplish that goal with your job-prospecting emails. Basic Considerations for Effective Job-Prospecting Emails Use a compelling email subject line that will significantly improve the odds that your email will, first and foremost, actually get opened by a hiring professional. Make sure that you properly brand yourself and use the right kind of message, i.e., a message that clearly and quickly conveys what you can do for the hiring professional and his/her company, not what they can do for you, in the body copy of the email. Make your email communications an integral part of your overall “touch plan,” i.e., the contacts (telephone, email, direct mail, etc.) you make with a given hiring professional during your job search. Send the email to the correct email address and to a specific person. Now, let’s briefly examine each of these basic considerations involved in the approach to effective email prospecting/marketing. The Subject Line By far, the most important part of your email is the subject line. If the subject line is not strong enough to get the email opened, then obviously, it doesn’t matter what message is actually contained in the body of the email, does it? The email simply will not be read! Here are some actual, real-life examples of the types of subject lines that I (and every other hiring professional, by the way) see each and every business day, and which will practically guarantee  that your emails will not be opened, let alone read: My résumé and cover letter Response to your job posting I heard you were hiring Your Plant Manager position And, of course, the list goes on and on. Most of these types of subject lines face one of two fates: They instantly get hit with the DELETE key or they are automatically forwarded to Human Resources, where they can easilyâ€"and very quickly!â€"disappear into a “black hole.” Here are some examples of subject lines that are far more likely to get your emails opened: Quick note regarding your August 5th news release Your article in Engineering Technology Savvy driver of new business Backlog increasing? I can help Is XYZ’s new product affecting ABC’s market share? Decreasing fiberglass scrap by 27 percent Subject lines such as these work because they suggest powerful, current topics that are relevant to the email recipient. In other words, these subject lines suggest not what’s in it for you, but rather, what’s in it for the hiring professional and the hiring company! Big difference. Certainly, you’re interested in the company hiring you, but guess what? That’s not what the company is interested in at all! As a matter of fact, keep this in mind: No companyâ€"and I do mean no company!â€"is in the business of hiring you or anyone else! Remember, the business every company is in is making money, or at least it better be or the company won’t survive. So, it’s entirely up to you to convince a potential employer of one of two things (or both): That you can make the company money; or, That you can save the company money. Usually, everything else is merely unwanted, unwelcome “noise” to a hiring professional and his/her company. Body of the Email Assuming that the subject line of your email is indeed so compelling that it actually gets the email opened, you will then have to “deliver,” in the body copy, that which is “promised” in the subject line. That is, you will have to ensure that you properly and quickly brand yourself as someone the company simply must at least consider hiring, as well as stress what, specifically, you can do that will benefit the company in the message portion of your email. (By the way, make sure all of your emails are “above the scroll.” Emails that look novel-length almost always are immediately hit with the DELETE key because hiring professionals simply don’t have the time or the patience to wade through lengthy emails.) Here is an actual example of the email body copy a candidate The HTW Group was coaching proposed sending to a potential employer in Nashville, TN: “Dear Chuck, “Just wanted to follow up on my application regarding the sales marketing coordination position. “Please don’t hesitate to email me or call me at 678-234-5678 if you have questions. “Thanks, “Amy” After our coaching and recommendations, here is the body copy that was ultimately contained in the email (she got an interview AND, soon thereafter, the job!): “Dear Mr. Daniels: “With the new Headliners Grill opening, and the 75th Birthday Bash coming up in October, I know the XYZ Entertainment marketing team is very busy! Which is why ‘ya’ll’ need some of my creativity, skills, time and energy as the sales and marketing coordinator J “I hope to hear from the HR department and ‘ya’ll’ soon so I can begin helping you with all of the exciting XYZ events! “Thank You! “Amy Smith (Cell: 678-234-5678)” If you were the hiring manager for this particular position, which email would you have been more likely to a.) Read; and b.) Actually respond to? Make Your Emails Part of an Overall ‘Touch Plan’ As is the case with every element of your overall personal job marketing plan, remember, an email should be an integral part of your overall “touch plan.” In order to successfully reach a hiring professional, you should “touch” him or her about every ten days with some type of planned, creative communication/contact. I have found that this frequency generally brands a candidate as being persistent and assertive without being overly aggressive, tedious or bothersome. This presupposes, of course, that these “touches” consist of messages that convey an attempt to deliver value to the hiring manager and his/her company, not as suggestive of what the company can do for you, the candidate. _____________________________________________ This post is a modified excerpt from Skip’s latest book in the “Headhunter” Hiring Secrets Series of Career Development/Management Publications, Career Stalled? How to get YOUR Career Back in HIGH Gear and Land the Job You Deserveâ€"Your DREAM Job! Available NOW on Amazon.com, in both paperback and Kindle editions. Going on a job interview soon? Know someone who is?  Download Skips FREE  How to ACE the Job Interview!  publication by clicking  HERE. Learn how to interview the way Superstars do!

Interview Tip Use Examples to Demonstrate Your Experience

Interview Tip Use Examples to Demonstrate Your Experience So you have sent off your documents, waited patiently and finally you get summoned for an interview, well done! This is when the fun starts and you now have to think tactically to ensure you are offered the job after all interviews have been done. You will now have to show that you are the right stuff for the job, by demonstrating you have what it takes to be an absolute success in the position you are now interviewing for. The 4 step formula: Strive to qualify and clarify the interviewers question, basically questioning the question without being rude. Answer the question asked with confidence and by telling the manager that you possess the qualities, skills, character, staying power, discipline etc to perform in this role and to get the job done well. Demonstrate that you have done it in the past by giving examples or even case studies. It’s all well and good to say you can do something but unless you have a real life experience to tell, you are not being very credible. Check and make sure you have given a satisfactory answer and that the interviewer is comfortable with your reply. It is a common mistake to misunderstand a question and answer something completely different. In order to avoid this you have to verify that you answered correctly. Example answer “Right you would like to know about X. This is a very good question and thanks for asking it. I can certainly perform Y tasks based on the fact that I have repeatedly done Z and excelled. For instance, in my previous role I ran into a challenging situation where I first did A and then turned to doing B because of my knowledge and experience of Y and Z. Was that a clear answer to your question? Hope you can see clearly how having the ability and experience of going through a challenge like that would make me a ideal addition to your team?” Real life answer “Right you would like to know if I am able to manage and sell to key accounts. This is a very good question and thanks for asking it. I can manage and sell to key accounts based on the fact that I have repeatedly done managed some of the largest accounts at my last job and my sales figures were 130% on target overall. For instance, in my previous role I ran into a challenging situation with a client asking for our full attention. I first recruited 3 more consultants and then turned to outsourcing our technology activities because of my knowledge and experience of offshoring and international virtual organizations. Was that a clear answer to your question? Hope you can see clearly how having the ability and experience of going through a challenge like that would make me a ideal addition to your team?” Conclusion The words “for example” is one of the most vital phrases you can use in your job interview. Try to embed it to every answer you give and it should become second nature for you. Just like case studies are vital when pitching a client in the business world, the more examples you can give of specific situations where you have showed the qualities that the interviewer is looking for â€" the more likely you will be the one picked for the job offer. Related: Interview Tip: Tell Stories, Not Answers. Image: Shutterstock

The Secret to Getting the Right Accountant Executive Resume

The Secret to Getting the Right Accountant Executive ResumeThe secret to getting the right accountant executive resume is not just in the fact that you have to be someone with previous accounting experience. You also need to present yourself professionally and a qualified professional will give you the impression that you have the qualifications to be in this industry. It doesn't take a whole lot of time or money to get a great looking professional looking resume.With so many people trying to build up their client base, it is important that you present your information accurately. So what makes an accountant executive resume look professional?It is about following up on what you have written to get the most professional look. In order to do this you need to follow a few simple steps. Your first job is to get an accountant executive resume template to start with, then fill it out and have it printed.This can be used to get the most professional look for you. If you don't have one alre ady, it is worth getting one now as they are easy to use and they are ready to go.By taking the time to put together a professional looking CV you are giving yourself a leg up on the competition in terms of your client base. It doesn't matter how many finance professionals you know or how much experience you have as a former finance professional. As long as you have good written communication skills and an understanding of what is required to gain employment in this industry you are going to find you have much more interview offers.Good communication skills are an essential factor in an accountant but there are other things you need to put together such as excellent management abilities and a great attention to detail. There is no need to spend a fortune on them but if you can manage to get hold of an accountant executive resume template you will need to learn to use it and follow the simple instructions that it gives you.The way you use it is down to how you read it and the writing style you choose. You can write yourself a small part in an advert for example by creating a new one that portrays you in a better light. You can even include a more detailed version of your skills that relate to your client's needs.Quality is the key to making a difference in the world of finance and as you know the finances have a huge impact on society. So by putting together a professional looking CV you are laying a strong foundation for the future.

Make Your LinkedIn Invitations Work For You

Make Your LinkedIn Invitations Work For You I just got an invitation to connect from someone on LinkedIn with the following message: Since you are a person I trust, I want to invite you to join my network on LinkedIn. I have some real issues with this invitation and heres why:  This message was obviously created using a LinkedIn template. The sender put absolutely no time or effort into writing me a personalized invitation or explaining how connecting to him might have value for him or me.I have never met this person in my life, so writing that I am someone he trusts is inappropriate and frankly a little bit creepy.This person is affiliated with a company where I have worked, so my guess is that he has mined the LinkedIn database to connect with whoever he can from the company. It appears that this person is doing a good job of gathering information on other people for his own benefit rather than fostering reciprocity and authenticity to build the relationship.Here are some examples of alternative messages this gentleman could have sent me that probably would have resulted in an accepted invitation:  Create common ground. Hi! I noticed that you and I are affiliated with the same company and since you are a career strategist and I am a recruiter, I think there may be ways that we can help feed each others pipeline. Id love to learn more about what you do and share some information about my practice as well. Would love to connect.Start an authentic relationship. BarbaraI decided to skip the boring LinkedIn template and just introduce myself to you. We are both in the business of helping people find better jobs and more fulfilling careers and I would be interested in sharing best practices with you. Do you have time to talk?Focus on the affinity. Ive recently been reviewing the profiles of people who have worked for the same companies as me and I came across your information. While I know weve never met, Ive found that people who have worked for the same employer can often benefit from sharing information a nd experiences. Would you like to connect through LinkedIn?Give something before you expect to get something. I see from your profile that you help people who are in a job search. I work with many clients who would benefit from your expertise. By connecting on LinkedIn, I can share more information about these clients with you.Invest the few extra minutes to craft personalized and authentic messages to people you want to connect with. You will be glad that you did.

Spherions 2014 Emerging Workforce Study Part 1 (Infographic)

Spherions 2014 Emerging Workforce Study Part 1 (Infographic) 21 Flares 21 Flares Disclosure: Post sponsored by Spherion, but all opinions are my own. Please see below for additional disclosure. Spherions 2014 Emerging Workforce Study Check out study here:  http://www.spherion.com/ews/survey-findings/2014-ews/ Spherion has examined the issues and trends impacting the workplace and the employment life cycle for more than 15 years. Their 2014 study examines several primary themes aligned with the major milestones along a worker’s employment journey. The employment life cycle includes attraction, recruitment, engagement, retention, advocacy and leadership. More than 2,000 workers and 230 human resource managers were surveyed on their opinions and attitudes around critical workplace topics such as recruitment, employee engagement, job satisfaction, retention, employee advocacy, social media use, generational differences and work/life balance. Findings from this in-depth research reveal new trends, insights and impacts important for U.S. employers and their employees.  The study was conducted by Harris Interactive between February and April 2014. What Youll Find in The Study The survey offers great statistics and trend information for HR managers and businesses and provides tips on how to bridge the widening gap between employers’ and employees’ views. The survey also includes data that can impact HR strategies to increase engagement, productivity and retention, among other topics important to the employment life cycle and workplace. The employment life cycle demonstrates how an employee moves through their career and the intersection of key topics surfaced in the 2014 EWS such as job satisfaction, work/life balance, different generations in the workplace and social media. FIND STUDY HERE Highlights from Infographic To help us all out, Spherion has created an infographic to point out the trends and highlights.  See the full infographic below. 44% of workers believe social media is influential in their view of a company they might work for. 51% of workers agree their company’s online reputation impacts its ability to recruit workers. 46% of workers say when they consider new employment, the company’s online reputation will be as important as any job offer they are given. Less than half (45%) of companies utilize tailored recruitment strategies based on different age groups or professions. Yet, recruiting workers isn’t a one-size-fits-all approach. Manufacturing workers are mostly likely to land their job through a staffing agency, while accountants rely on professional associations and networking, IT workers use online sources and admin/clerical workers secure their jobs through classified ads and company websites. 51% of highly engaged workers agree strongly with the company’s mission, purpose and vision versus 17% of least engaged workers. 54% of highly engaged workers agree that their company communicates its mission extremely or very effectively, versus 24% of least engaged workers. 59% of highly engaged workers agree that their company follows through on its mission versus 24% of least engaged workers. Disclosure Spherion partnered with bloggers such as me for their Emerging Workforce Study program. As part of this program, I received compensation for my time. They did not tell me what to purchase or what to say about any idea mentioned in these posts. Spherion believes that consumers and bloggers are free to form their own opinions and share them in their own words. Spherion’s policies align with WOMMA Ethics Code, FTC guidelines and social media engagement recommendations.   Spherion Facebook Page:  https://www.facebook.com/spherion.staffing Spherion Twitter:  https://twitter.com/Spherion