A Psychics 7-Step Guide to LinkedIn

A Psychics 7-Step Guide to LinkedIn Youve read the CV, the candidate is looking good and now you want to dig deeper. When you pull up their LinkedIn profile do you come away revved up, leaping around and excited or flat, face-down and colder than an undertakers handshake? Some LinkedIn profiles are clearly well thought-through and do a positive job for their owners, but others can be tricky to read. Facing facts, LinkedIn simply isnt as important to some people as it is to us and some candidates just are poor at presenting themselves. In neither case does it necessarily mean that they wouldn’t be a brilliant choice for your organisation. The other side of that coin is that, no matter how well their profile reads, some candidates really are duplicitous bare-faced liars, if not actually lying con-artists. The LinkedIn profile of one otherwise promising candidate proudly told me theyd spent four years doing an engineering degree at the University of East Anglia. All well and good, except theyd apparently started when they were sixteen and bravely taken a course that the university had never run. Still others are just wildly out of touch with the civilised world. With an epic twist, one promising candidate put their view on life to me as, Theres no I in team and there never will be if I have anything to do with it. Im a leader and the team’s job is to follow me. That was good of them to be so upfront about their own colossal shortcomings, but Id have much rather saved the meeting-time wasted. Behind the veil Its vital to read between the lines of a Linkedin profile, if youre going to develop a more accurate view of whether a candidate is likely to be worth the interview-time, or not. Polish your crystal ball. Dont just read a LinkedIn profile in the same way youve just read the CV or application. You expect it to be an extension of the CV, not a repetition of it so, likewise, extend your thinking beyond the obvious re-review of spelling punctuation, grammar, dates, gaps, qualifications, jobs and experience. Is there anybody there? What do you think theyre like as a person? Can you even tell? Can you see an exciting personality, or merely a professional plodder, character-free and wedded to the straight-and-narrow? For some roles, the latter may be more attractive, but at least think about what theyre unconsciously telling you about themselves. The real Slim Shady? Is the tone, style, presentation and career over-view that you pick up from the candidates LinkedIn profile consistent with their CV, or does it jar in some way? Pin down specifically whats bothering you. If you feel as though youre seeing two different people, which one is real? Whichever, give that the greatest weight. Snog, marry or avoid? Consider whether the candidate is actually engaged with their industry and profession and might therefore be a keeper. With no visible evidence of reading, commenting or contributing on anything, are they still current? Tease out the pattern of their networking activities and how it’s changed over time. Do they commit to relationships with their employers, or are they serial self-centred philanderers, always on the lookout for their next pull? Check for life. If a candidate has taken the trouble to update their CV, but hasnt done the same with their LinkedIn profile, consider whether their application is merely a knee-jerk to seeing your ad. If theyre being opportunistic, are they also lazy, bored or disengaged with their role, or even under-threat? If their current employer section hasnt been updated since they first started their last role, you may be looking at a journeyman, or a risky prospect with something to hide, not a go-getter. Give and take. A great candidate should be thinking about what they can do for you, rather than themselves and what they want next. Look for clues in whether they frame their experiences to give you sufficient context to judge their worth realistically. Are they working for an industry leader, a total non-entity or the sectors next dead-cat bounce company? Can you see the scale of their “35% improvement in … “? Only context can give you sufficient perspective to make valid judgements. Consistency. Strong and genuine candidates are inevitably consistent. Using a mix of both the first and third person, coupled with the use of mixed tenses, implies inconsistency. Many candidates miss those even when they proof-read their efforts. Taken individually, both recommendations and endorsements are generally unreliable LinkedIn tools, but the pattern of them on a profile can certainly provide an indication of a candidates consistency. On another plane The challenge is always there you dont want to miss out on what really is a stellar candidate just because they dont love LinkedIn as much as you, but equally you dont want to end up with a narcissistic sociopath equipped with a set of team-destroying abilities that would impress Old Nick himself. However, its certain that thinking more widely about what a candidate is unconsciously telling you will save you a lot of time and eliminate some significant hiring risks. You can literally take your selection processes to the next level. About the author:  Jon Gregory  an experienced management consultant, re-organisation specialist and recruitment professional. He currently works with both organisations and individuals, helping to get the right people working effectively in the right jobs.. He’s also the editor of  www.win-that- job.com.

Errors Detected and Corrected Early Transform into Profit - Personal Branding Blog - Stand Out In Your Career

Errors Detected and Corrected Early Transform into Profit - Personal Branding Blog - Stand Out In Your Career Has error in judgment ever put business on hold? Seemingly disastrous type situations have affected many of us to the point where we thought our business might be over. Usually these occurrences are most unexpected and that is what makes the circumstance so challenging. The method in which we deal with challenging times will either determine the need to pursue a new path or find a victorious outcome. Rather than merely reacting whereby your adrenaline kicks in and further poor decisions are made, it is best to brace yourself by taking a moment to plant your feet on the ground. Having been through this, these guidelines might help you in the future as a “just in case” scenario: 1. Find a quiet spot to contemplate what just happened. Be the reporter by focusing on the “who, what, when, where and why”. 2. Create a form that features each of the reporting categories. Quickly list the words that come to mind for where the mishap may have taken place. 3. Note, if employees were involved, do not make assumptions it was any particular person’s error. Instead, enlist everyone’s help to straighten out the matter. This is the only way you will receive team support and fix the problem more quickly. 4. After listing the keywords for the possible mishap, next list keywords for possible fixes. Prior to deciding upon “the fix” review many times over in your mind exactly what happened, how it happened and why it happened. 5. Confide in your special peers who may have had similar instances or whose insight you admire, and who may be able to offer sound advice. 6. After consulting with trusted others, revise your keyword lists. Revisit the scenario one more time to grasp every detail of what transpired. Now mentally plug in the keywords and advice you zeroed in on. Replay the scenario. Does it play out better this time around? Now ask yourself if it is worthwhile pursuing the new approach you just created. Are you able to convert the learning experience into a highly rewarding one by making the fixes? Another possibility could be times have changed once again. Newer technology or methodology for doing business could also be affecting your outcome. Are you prepared to educate yourself on new processes to eliminate such disasters again? Keep in mind there are no failures. It is those people willing to learn from what does not work by educating themselves and implementing new ideas who find their magic key to success. One added element is for you to promise yourself to only implement new ideas not because others say you should, but because they hold the most appeal for you. Your outcome will be a much happier presence in the business community serving to build your personal brand extremely well. In summary, continual learning from poor and good circumstances, from others, and finding what will bring you greater reward, will put you on the wave of the Smooth Sale! Author: Elinor Stutz, CEO of  Smooth Sale,  (800) 704-1499; authored “INSPIRED Business A New View for Building Business and Communities”; “Nice Girls DO Get the Sale: Relationship Building That Gets Results”, and “HIRED! How to Use Sales Techniques to Sell Yourself On Interviews“. Elinor was designated as a “Top 25 Sales Influencer for 2012.”

9 Surprisingly Useful Interview Tips

9 Surprisingly Useful Interview Tips Your dream job is within your grasp. You have swotted up on the company â€" you can name its Chief Executive Officers all the way back to the day it started. This is an important job; the job you have been aiming for all your career. You have had the tour, you know the premises inside out. You know the product. You KNOW the company. Now all you need to do is clinch it. Your time is NOW. And then, it could all go pear-shaped, as they say. An epic fail of gargantuan proportions. You dry up. Your mouth is not connected with your brain, or even worse in some cases, there is no off button. Everything in your brain comes tumbling out, in a completely random order. You are making a mess of it.  It is a nightmare. But you can wake up from it with these 9 rather surprising interview tips, amassed over the years from thousands of interviews across all sectors. A word of caution: You need to gauge the panel sat in front of you and you need to measure the risk of how some of these tips will go down with them. In some interview situations, they can work a treat but in others they can fall completely flat. You only have seconds to create a favourable impression and faffing about telling jokes may not be the way you want to start the conversation. However, during the interview, as you feel more comfortable, you may feel you need to add some zest and zing so that they see a different side to you. Hence, proceed with caution â€" it is your responsibility how well you come across. Let’s begin. Tip 1- Breaking the ice: There is sometimes a tricky question or two thrown into an interview and one of them is this: what are your biggest/greatest weaknesses? It sends a trickle of sweat running down the back of any interviewee, but there is an answer. You could name your favourite film star and then add further to the chuckles hopefully coming from the panel with something faintly ridiculous such as ‘persistent lateness’.  However, once you have done this you need to answer. Drawing a blank? You need to turn this negative question into a positive one. Think of it as what would you like to improve in the next year? What are your goals, etc? Tip 2- Two-way conversation: Everyone likes to feel that they are taking part in a conversation and it shouldn’t be any different when it comes to interviews. Many candidates turn up, assuming that the interview is a one-way process â€" they ask the questions, you answer. Try this â€" research, research, research will throw up some interesting information about the company. Why not ask them about their new product, service or a part of their history? Be proactive and encourage a two-way exchange. Tip 3- Appearance is tactical too: You really do need to dress for the job. Having said that, if it is a role that requires a uniform or protective clothing of some kind, clearly turning up dressed ready to begin work will not make the best of starts. If it is a ‘suited and booted’ position, then wear a suit; if it is not that formal, then opt for conservative, block colours rather than bold, dramatic patterns. Keep colours rich and elegant, rather than patterned and over the top. Tip 4- Be nice to EVERYBODY: You will be amazed at how much sway the receptionist can have in telling a panel member how rude/ignorant/uncommunicative x candidate was when they arrived, etc. Wherever you go in the building, whoever you talk to, assume they have the authority to hire or fire you â€" and treat them as such. It pays to be nice. Tip 5- Honesty works: Many interviewees are nervous and anxious, which is understandable. In some cases, it can help to ‘admit’ to these nerves. But, before you think this will make you look like a dribbling wreck, turn it on its head; by acknowledging some of these anxious behaviours, you will make yourself more comfortable…and people hire people they are comfortable with! Tip 6- Don’t be bombarded: Allowing the interviewing panel to take complete charge can make you feel that you are being bombarded so make sure that you retain partial control of the interview too. The best way to do this is to have some key questions prepared beforehand. Try these: ‘What is the company’s long-term vision?’ ‘Is there anything from my previous experience you would like me to elaborate on?’ Tip 7- You WANT the job: Remember, you do need to give them signals you want the job. Tip 8- Résumé: Always have several copies of your résumé, and anything else you feel could help with your application and interview for the job. This shows you are professional and prepared, two key abilities that many companies would give their right hand for. Tip 9- Follow up: 95% of candidates, if they are unsuccessful, leave it at that, but rather than phoning and asking why you didn’t get the job, write to them thanking them for interviewing you and outlining what you gained from the experience. You never know, if a job arises in the near future, they may just contact you. Author: James from Staffbay

A career in technology whatever your degree

A career in technology â€" whatever your degree Warwick saw the last large careers fair of the Autumn Term, the Engineering and Technology Fair take place on 14th November. Now, you may be thinking as an arts, social science or even non-engineering student that this would have little to offer in the way of career options. I set out to test this premise, to ask a few employers about roles we may not think of as being linked to particular firms and also about developments in their field that could lead to the job roles of the future. Below are the results of my off-the-cuff research. 1. The importance of environment Olivia Clarke from Toyota Manufacturing UK’s HR department talked about the Manufacturing, Planning, Facilities and Environment Team at Toyota. “We have a large manufacturing facility and a commitment to zero CO2 by 2050. So the Environment Team are focused on making our plant eco-friendly â€" for example, managing the considerable water drainage from the site, ensuring effective waste management, emission control…..These roles are growing in importance at Toyota and across the sector”. Olivia also mentioned that, Toyota take on graduates from all sorts of disciplines, of course from engineering, but also business and psychology to support office functions.” The take home message here is like many manufacturing firms, Toyota has many roles for non-scientists. 2. Embedded Consultancy There are various definitions of consultancy as a career area, one I heard recently is “charging people for expert advice”. A number of firms I spoke to had consultant roles that involved spending extended periods of time with a client organisation, almost being embedded. Matt Thorogood, Consultant at Newton Europe spoke about pre-assessment, on-site assessment and on-site implementatio that can involve significant on-site teaching and training of client firm staff to make changes or adapt to a new process â€" he is on site with his current client until March 2018. Freddie Fagg (Project Analyst) talked about the approach of Quick Release where analysts spend time working with teams in such firms as Ford and JLR to facilitate change management, new methods and structures. They are also now expanding into international markets. The message here is that people skills â€" delving deep to understand how people see a problem in their business, gaining trust, working with different teams in different organisational cultures are as important as technical skills. While automation may assist in this process, human communication skills (working with people from different national and corporate cultures) are still paramount. And by the way, Quick Release has History and other non-science students working with its automotive clients. 3. The interface between FinTech and Financial Advice You may have heard about disruptive technology â€" ideas that fundamentally alter the way people do things, buy things or even think things. The firm WealthWizards is the only financial technology firm in the country that also has regulated financial advice permission. Graham Lee, Head of Architecture at WealthWizards told me, “Our on-line advice resources are designed to help people take control of pensions and retirement planning, regardless of their ability to pay sometimes high fees charged for advice.” So where many may think of working for banks and wealth management firms, this sort of company aiming to bring a professional service to a wider clientele may be a good bet for the future. 4. Data and Algorithms Of course I could not talk to people about jobs of the future without words such as data and algorithms creeping into the conversation. Paul Wilson, Head of Engineering at Murphy, a broad spectrum engineering firm, mentioned that much of the infrastructure engineering work in the UK is about maintaining and upgrading existing rail, transport, utilities plant rather than building new structures. “Along with this goes the need for people who can analyse data to understand how things can be maintained in a smart way. There is a lot of data not being used so we need more people who are confident using technology to make sense of this data and put it to good use.” Fiona Roche, Head of Trader Education at Susquehanna International, a quantitative trading firm, talked about the changes she has seen in her field over her career. “We use high frequency trading strategies in our company â€" algorithms underpin these strategies. During my time in the firm, high frequency has been measured in seconds, then milliseconds, microseconds and now nanoseconds. Despite this evolution we are still fundamentally looking for people who are logical, rational decision makers, excellent problem solvers and who understand the difference between risk and uncertainty. You can develop these skills by studying a range of subjects and activities. So our trading roles are open to a broad range of individuals.” In Summary: I set out to uncover some roles and opportunities that students may not have thought of when attending the Engineering and Technology Fair. I think I learned that these companies have some exciting opportunities where people skills, problem solving, values such as the environment, health and well-being at work and of course the ability to make sense of data are valued as much as your technical knowledge. So remember engineering and technology companies are made up of many different functions and have a need for science, social science and arts students alike.

Effective Resume Writing Tutorials - Format Your Resume the Smart Way

Effective Resume Writing Tutorials - Format Your Resume the Smart WayWhy would you need to learn how to effectively and properly format a resume when there are numerous free PDF templates available online? Why bother with the trouble of writing, rewriting, and editing when you can just follow a step by step, step by step format tutorial to accomplish the same thing?The answer is that the format tutorial could save you a lot of time and hassle, and it could even save you money if you are savvy about this sort of thing. It doesn't take much time or energy to do your own resume. You simply follow the simple instructions, and then you will never have to spend another dime on this task.The problem comes when you choose not to follow these simple instructions because you find it difficult. The problem comes in when you take the work out of the job applicant. The proper way to format a resume is to make sure that everything is correct and that nothing looks odd or awkward.Most people will a ctually write their resume using a word processor or program that automatically inserts dates and contact information in a clumsy manner, but this is no way to add relevant information. Proper formatting is not only for the purpose of making the resume more eye-catching. It also adds a little intelligence to the resume, and it puts your skills and interests front and center.So, when someone asks what it takes to write an effective resume, the answer is the point of. The point pdf is the industry standard and it has been around since 1997. It is the single most important part of the resume and should be used exclusively.Those who are trying to figure out how to write an effective resume will find it a bit easier if they use the point pdf as a guide. As a professional, they understand that it makes sense to try to avoid any spelling mistakes.Even a good idea that does not look good can actually cause an applicant to look unprofessional. Your resume is your one chance to stand out from the crowd. It is your opportunity to show the hiring manager that you are more than just another worker.The point pdf is a great resource for beginners. It can save them a lot of time and frustration.

5 Ways to Stop Combative Conversations

5 Ways to Stop Combative Conversations Do you ever find yourself in conversations that turn out to be more combative than they really need to be at work, or maybe even outside of work? Sometimes it's even with a colleague or a person you really get along with in real life, but yet in these conversations it's almost like you're playing verbal tennis. One person says one thing, the other person smacks it back and it just escalates from there. One of my clients is in this kind of situation. He runs a business unit and another equally senior colleague runs another unit. They sometimes need to collaborate and cooperate but each of their units has their own goals and KPIs (key performance indicators). He asked me, How do I figure out a way to get out of this verbal tennis that's not productive and frankly doesn't feel very good? I shared with him five things that have worked well for me in the past. Maybe they'll help you too. 1. Stop trying to convince The first thing is to stop trying to convince the other person. The other person is just as sure they are right as you are sure you are right. It's sort of like trying to get a ring off your finger when your finger is swollen already. The more you tug at it, the worse it makes the situation. So, stop trying to convince people. 2. See things from their perspective The second thing is to start seeing things from their perspective and invite them to see situations from yours. But someone has to go first and that person might have to be you. Think about asking, “what would success be from your perspective?” or “what would need to be true in order for this to be something that would be really energizing for you in your department?” 3. Do a Pattern Interrupt Then the third thing is when you're in the conversation, meeting, or discussion and you find that the old patterns of verbal tennis are coming up again, you can do what I call a “pattern interrupt”. A pattern interrupt could be asking a question. It could be just saying, Hey, are we in a fight? It could be just calling timeout and saying, You know what? I'm really sorry. Whatever I said, I want to take it back because I don't want to end up arguing with you. I respect you too much and frankly I'm just remembering we really get along well. Can we get to a way forward that’s going to be a win for both of us? 4. Sit side-by-side The fourth thing is, try figuratively and literally sitting side-by-side. Somehow when you're sitting side-by-side, it's a lot less combative than if you're sitting across the table from each other, mentally as well as physically. See if you can swivel yourself around mentally, if not physically, to sit next to each other. Sitting side-by-side makes conversations less combative than sitting across the table. 5. Look at the common mission Then comes the fifth part, which is looking at that common mission, that common goal that's bigger than each of your individual department's goals or unit's goals or your personal goals. Remind yourselves that you're in it to make a bigger impact so you can sit side-by-side and really look for that third way. That's where you can start having “what if” discussions. Ask, “what if we did this?” or “what if we could find that third way? What would that look like?” Get yourselves really energized about this new, better way that would be a win for you, for them, and for the entire organization â€" or the entire family in the case that this might happen at home. Avoid combative discussions by looking at the common goal and how everyone can make a bigger impact together. I hope these five steps help you when you're in that verbal tennis type of situation. How often are you finding yourself playing verbal tennis and which of these strategies might be helpful to you? Leave me a comment and let me know. I'd love to hear from you.

Managing Your Personal CRM and Network

Managing Your Personal CRM and Network Are you looking to improve how you manage your personal network? In other words, how are you staying connected with people youve met or used to work with? Keeping track of all the people you know, their contact information and when youve communicated with them can become a daunting  task.  It  doesnt have to be. If youve learned anything, its that a strong network is key to your career success.  So its imperative that you find a way to keep track of people. Managing your personal network involves two things: Data collection Human contact So let me ask you this. How are you: keeping up to date with whats going on with people you know collecting information on target companies and hiring managers reminding people about your talents Its not enough to have an address book filled with names and contact information. You need to take action. Reach out, touch base! Thats what keeps your network alive! People in sales live and die by their contacts. In fact, theyve developed tools to track leads.   CRM (customer relationship management) databases are important.   But as the saying goes, garbage in, garbage out.   As the owner of this database, you will want to do a thorough job of collecting and categorizing your contacts and updating your interaction with them. Excel Spreadsheet Many of us use the good old Excel spreadsheet.   Thats great.   But, given the fact that you seldom sit behind your computer, you may want to have mobile access to your network.   You want to be able to access your information via your smartphone. JibberJobber If youre really serious about owning your data, then consider JibberJobber. JibberJobber allows you to keep track of the information you collect  during a job search. Track the companies that you apply to (Target  Companies). Track each job that you apply for, and log the status of  each application (date of first interview, date thank you letter sent,  etc.).     Here is the Quick Start Guide JibberJobber is highly intuitive. If you are already using a spreadsheet to track your contacts and target companies, this might be easier to transfer over to. The benefits of using Jibberjobber include a free lifetime membership, in other words, you will always have access to your account (and data youve entered)!   The other benefit is that no matter where you are, you just need to log into your account to see your information.   No more carrying around your spreadsheets, unless you like doing that. LinkedIn LinkedIn is simpler, but you dont own the information nor is it easy to keep track of how you met people you are connected with.   Its a good tool to use to find your connections and invite them to connect. This then gives you access to their email address so you can send the person an email.   You can also review a persons updates on LinkedIn.   If you still arent using this tool to manage your network, please, get going. Other Personal CRMs You may use your email address book as a kind of CRM, but it doesnt give you an easy way to manage, track or flag contacts. If you were lucky enough to use Salesforce or similar CRM, you understand the power a good CRM is capable of.   Im always on the lookout for free resources. At one point, I was piloting HubSpots CRM  and it was great at helping me schedule follow-up emails. I did a quick google search and there appear to be other free CRMs as well, so ask around and see what tools your friends are using to help organize their work (not just a job search). How To Stay In Touch Sometimes it helps to categorize your contacts. You can always change how youve categorized someone, but it may help you prioritize when or how often you reach out. Strategically Grow Your Network  helps you understand exactly what you need to do to be more purposeful in who you decide to contact. In  Nurture Your Network With These 11 Ideas youll find ways to stay in touch with the network youve built. And here is a quick story about what NOT to do if someone offers you a name./lead  Follow up on Leads