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Favorite Friday Cleaning Garbage Cans for $400/day A couple of years ago I was inspired by a blog post from Jeremy Hanks, CEO of Doba.com, where he talked about a guy who knocked on his door asking if he could clean out his garbage can for $10 (or, both cans for $15). Heres the post I wrote after I read Jeremys post: Jeremy Hanks Pays To Get His Garbage Can Cleaned Its a nasty job, but homeowners arent really proud of the stench that accumulates over the years. Jeremy was intrigued and paid the guy, and wrote about it. I was intrigued, and inspired, and eventually figured out this would result in my fourth book (not sure what it will be titled yet, but its something like 101 Alternatives for Job Seekers: 101 ways to create alternative revenue streams while looking for a job). Since then Ive found dozens of other real-life examples, and am compiling them for the book. The idea, I think, all started from this ambitious garbage can man! Favorite Friday Cleaning Garbage Cans for $400/day A couple of years ago I was inspired by a blog post from Jeremy Hanks, CEO of Doba.com, where he talked about a guy who knocked on his door asking if he could clean out his garbage can for $10 (or, both cans for $15). Heres the post I wrote after I read Jeremys post: Jeremy Hanks Pays To Get His Garbage Can Cleaned Its a nasty job, but homeowners arent really proud of the stench that accumulates over the years. Jeremy was intrigued and paid the guy, and wrote about it. I was intrigued, and inspired, and eventually figured out this would result in my fourth book (not sure what it will be titled yet, but its something like 101 Alternatives for Job Seekers: 101 ways to create alternative revenue streams while looking for a job). Since then Ive found dozens of other real-life examples, and am compiling them for the book. The idea, I think, all started from this ambitious garbage can man! Favorite Friday Cleaning Garbage Cans for $400/day A couple of years ago I was inspired by a blog post from Jeremy Hanks, CEO of Doba.com, where he talked about a guy who knocked on his door asking if he could clean out his garbage can for $10 (or, both cans for $15). Heres the post I wrote after I read Jeremys post: Jeremy Hanks Pays To Get His Garbage Can Cleaned Its a nasty job, but homeowners arent really proud of the stench that accumulates over the years. Jeremy was intrigued and paid the guy, and wrote about it. I was intrigued, and inspired, and eventually figured out this would result in my fourth book (not sure what it will be titled yet, but its something like 101 Alternatives for Job Seekers: 101 ways to create alternative revenue streams while looking for a job). Since then Ive found dozens of other real-life examples, and am compiling them for the book. The idea, I think, all started from this ambitious garbage can man!

Personal Branding Interview Jeffrey Hayzlett - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Jeffrey Hayzlett - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Jeffrey Hayzlett, who is the author of The Mirror Test, and the former Chief Marketing Officer at Kodak. In this interview, Jeffrey talks about his experience with Kodak, what it was like to be on The Apprentice with Donald Trump, what the mirror test is and how it can help your business, and more. How did you get your original job with Kodak? How did using social media differentiate you from other CMO’s? I got my job by having a long-term relationship with Kodak over the years. I was involved with Kodak off an on for about 15 years. More recently, I was involved with Scitex digital printing; a company that Kodak acquired about 5 years ago. From that acquisition and alignment, it led to them asking me if I would be interested in joining the company. I thought it was a valuable tool for raising Kodak’s profile. I raised myself on a means to do that to expand Kodak’s reach, and be a leader in the Kodak community. Leading by example, it provided a way for all of our employees to be involved on a daily basis. What was it like on The Apprentice? Was Donald a tough boss? It was a great experience. I learned a great deal about television, how to promote your products, and use shows like the apprentice and other mediums to promote my own company’s brand. In this case, he was working on our behalf, so I was the customer, which changes the dynamics of the interaction between him and the other guest, or the judge (like myself). But I would imagine that in his own company, he is a very tough boss. What is The Mirror Test and how can it help you with your business? There are three mirror tests that start the book that you must pass on proof of life, leadership, and the bottom and doing three things right: focusing on what you do, delivering the value people demand, and selling and leveraging what you have and do like crazy to grow your business. But it starts with that first most basic of mirror tests, which in life is so simple elementary school kids learn it: Hold a mirror near your mouth and nose. When you exhale, the mirror fogs. That mirror test is proof of life: You’re breathing; you’re alive. In business, the basic mirror test is equally simple. If you’re making money and growing â€" you’re breathing; you’re alive. If you’re not making money and growing, you’re dead. And if you’re not growing faster than your competitors (i.e., breathing comfortably), you’re dying. Unfortunately, too many businesses fall into this last category and, to borrow Billy Crystal’s line from The Princess Bride, are “mostly dead.” So, are you really alive? Looking good is no measurement of health. You’ll look great in your coffin too. Can you give us some business tips on how people can succeed in tough times? They say in good times advertise and in bad times advertise more â€" that couldn’t be more true today. You must get in front of customers who want to buy your products again and again and again. Hustle more than the guy down the street and be a winner, because winners always win. And never, ever forget what the conditions of satisfaction for your brand and yourself understand what the value of what you are doing is to yourself and your customers! How can people create an elevator pitch that works? First of all, stop calling it an elevator pitch you dont have that much time anymore. I call it a 118. An elevator pitch used to mean three to five minutes. Now, an average elevator ride is about two minutes. And the chance to hook me? You have seconds before I tune you out and maybe two minutes after that to completely sell me with your initial pitch. So, I call it a 118: the 118 seconds you actually have to pitch 8 compelling seconds to hook me and if you do make it those 8 seconds, I’ll give you 110 more to drive your message home. In that time, my best piece of advice is convey the core of who you are and be clear about the value proposition you offer. You shouldnt need a 30-page PowerPoint presentation for that. If Moses could present the commandments in two slides, five bullet points each, so can you. Jeffrey Hayzlett is a change agent, thought leader, and sometimes cowboy. He is a social media and marketing expert and Kodak’s former Chief Marketing Officer. He is the author of The Mirror Test. Hailed a Celebrity CMO by Forbes Magazine, and famous for his outspoken appearances on numerous television networks, Jeffrey is widely recognized as one of the most influential marketers of our time. As Chief Marketing Officer of the iconic Eastman Kodak Company, Hayzlett was responsible for the companys worldwide marketing operations including the design and execution of all marketing strategies, branding and corporate communications. With Hayzlett at the helm of Kodaks marketing and business development initiatives, the company experienced record growth, unveiled revolutionary new products and has established a global brand as a leader in cutting-edge research and product development.

Twelve Traits that Define a Truly Amazing Boss - Personal Branding Blog - Stand Out In Your Career

Twelve Traits that Define a Truly Amazing Boss - Personal Branding Blog - Stand Out In Your Career Surprisingly, people love or hate their jobs based on their interaction with their immediate supervisor. An amazing boss is also a great leader and has the ability to connect employees to an organization. The boss is likened to an umbilical cord for the employee to the organization. If that cord is damaged, the employees will eventually leave. An amazing boss helps employees develop a strong sense of self-esteem, gives employees the tools they need to succeed and gives people the space to show their talents. Great supervisors or bosses share many of the same character traits.   They gain loyal followers because they focus on the big picture and the needs of their team.   They can dream big, allow others to dream big with them and help their subordinates get things done.   They cultivate an atmosphere that’s fun to work in. Great bosses invest in their employees’ physical and emotional well-being and reward and promote those who excel at what they do. If your goal is to build a great company, one that attracts the best talent and retains them, then it would make sense to know how to become an amazing boss.  A great supervisor creates a team of inspired, highly engaged employees who become stars in every position and help each other to be great. Your company will be more likely to thrive (assuming you offer a product or service thats in demand) because people will become inspired to follow you. The next thing a great boss needs to do is to build trust. Build  trust Building trust doesnt happen overnightbut there are important steps leaders can take to foster a more trusting climate that will positively impact business results. So what are the steps to building trust? 3  important steps to building trust: 1. Involve people in decisions that directly affect them   When people are involved in a decision, even if they dont make the final call, they are more likely to support the decision. This means bringing people in before youve made the decision. If youve already made the decision, and youre not open to changing your mind, dont go through the motions of bringing people into the process. You wont strengthen your connection with those people. In fact, people will feel conned. On the other hand, treating people as capable decision makers shows you trust them to be part of good decisions. Theyll be more inclined to trust you when you treat them as equals. This shows respect and ultimately giving respect results in gaining respect.  2. Be transparent and consistent in your actions We tend to focus on outcomes and ignore the process. Understanding how a decision was made, and the thought process behind that decision, can have a huge impact on how people feel about the decision. In one study, employees who understood how their performance bonus was determined were more satisfied than employees who received more money, but didnt know how the bonus had been determined. If you are transparent and consistent, people will see your motives and learn to rely on you. 3. Foster relationships The connection between employees and managers make a huge difference in the degree of engagement and involvement people will feel. If people know, understand and care about what matters to them, theyll trust you to act in ways that align with their interests. Showing genuine concern for your employees perpetuates a positive cycle of caring in the office. What matters to you will also matter to them more when they see you are a genuine ally. Give public recognition of others accomplishments Forbes recent research noted that  organizations that give regular thanks to their employees far out perform those that don’t.  Those who recognize the importance of recognition and appreciation as integral components of a winning strategic reward system tend to attract top talent and retain them. Not surprisingly, another part of joy comes from a simple pat on the back. Globoforce, a software provider of social-recognition solutions, said 82% of employees it polled said that receiving recognition makes them more satisfied with their jobs. “A workplace is far likelier to be a happy place when policies are in place to ensure that people regularly get acknowledgement and praise for a job well done, and where people feel that their happiness at work matters to their employers,” says  Gretchen Rubin, author of the best-selling  Happiness Project. Recent gallop poll research shows that if your boss ignores you, your level of disengagement goes up by 45%. If your boss criticizes you, it goes down to 25%, because you’d rather be criticized than ignored. If your boss notices your strengths, your rate of disengagement goes down to less than 1%. How we treat people has huge economic implications and yet many leaders totally ignore this dynamic in the corporate world.  One of the fastest ways to change a business is to find ways to engage people emotionally. Make people feel they belong Implement peer to peer recognition, not only top down Recognition from leaders has less of an impact than you may think. While HR managers believe this is a key criteria for success, employees told Forbes researchers that they feel much better when they are recognized by their peers. Why is this? Peers know what you’re doing on a day to day basis, so when they “thank you” for your efforts the impact is much more meaningful. Top-down recognition is often viewed as political and it rarely reaches the “quiet but critical high-performers” in the company. Frequently say, ‘How can I help you?’ Asking how you can help an employee engenders a connection. Employees want more than just a paycheck. They want to work with and for people they respect and admire, and with and for people who respect and admire them. Thats why a kind word, a quick discussion about family, an informal conversation to ask if an employee needs any help, make more of an impact than any formal meeting. A true sense of connection is created when there is a personal connection. Thats why exceptional bosses show they see and appreciate the person, not just the worker. Show employees that there is a chance for a meaningful future Every job should have the potential to lead to greater things. Exceptional bosses take the time to develop employees for the job they someday hope to land, even if that job is with another company.   LinkedIn does this by offering career paths within the firm and actually asks new hires what they would do if they were to leave the company? The point is, the best way to learn what  an employee hopes to do someday is to ask them. Employees will only care about your business after you first show you care about them. One of the best ways is to show that while you certainly have hopes for your companys future, you also have hopes for your employees futures. Create a safe environment to be creative; one where employees feel they express views, no finger-pointing LinkedIn offers an exceptional model for how to develop a work environment that encourages creativity.  Employees there get dedicated time to work on special projects. For example,  they offer employees free time to work on projects outside their normal daily grind.  For LinkedIn, these are called inDays and they happen one Friday a month. LinkedIns spin is to give each one of them a different theme. For instance in July, the theme was LinkedIn for Good where LinkedIn employees worked on 54 projects that got them out volunteering in their communities. Employees also get inspired by world-class speakers. YouTube/Linked  LinkedIn is also known for its Speaker Series, which it makes available to the everyone  via YouTube. Every month, LinkedIn hosts up to three of these lectures. Past speakers included Seth Meyers (head writer at NBCs Saturday Night Live), Fred Kofman (the author of the book, Conscious Business), new age guru Deepak Chopra, and Martin Luther King III. LinkedIn employees get $5,000 per year for professional education. They also offer online training tools like LearnIn which offers all sorts of courses, and ManageIn which is a months-long manager trainee program. Employees get to pitch and run startup-like projects. Another thing LinkedIn does to inspire creativity is something called Incubator.  Once a quarter, any team of LinkedIn employees can pitch an idea to executives. If the execs like the idea, the team gets to spend up to three months of dedicated time working with a mentor to develop the idea. Thats how  UI designer Hans van de Bruggen  got to work on on his project called Hopscotch which gives step-by-step tours of new features on LinkedIn.  It was launched in August when  LinkedIn introduced a new search tool. Foster Leadership The top companies for leadership don’t just talk about talent development. They are far more likely than other companies to have formal leadership training programs in place and to offer mentoring by senior managers. Hay Group research shows that top leadership companies are more collaborative and more encouraging of outside learning, and they more often reward employees for novel business ideas than other organizations. Top companies take a holistic approach to leadership, employing strategic practices aimed at developing and motivating up and down the organization. The Hay Group report says that 73% of what it considers the Top 20 leadership companies make development opportunities available to every employee, compared with 47% of other companies. The best companies for leadership “recognize that many of the skills once required solely for senior leadership roles â€" high levels of emotional intelligence, commitment to continuous learning, analytical thinking â€" are now critical at every level of the organization,” Ruth Malloy, global managing director of Hay Group’s Leadership and Talent practice, said in a news release. Proctor Gamble, Microsoft, G.E., Coca-Cola, and Unilver were ranked the top 5 companies for leadership. Have ‘Soul’ Deepak Chopra, the new age guru, business professor and best-selling author of The Soul of Leadership, says that the leader is the symbolic soul of a group consciousness.   That group could be a family, a political party, or a business.  When you as a person represent the dreams, longings and aspirations for those you care for, you are in a sense in touch with their soulful existence. Chopra suggests that managers get in touch with their core consiousness so as to develop a spiritual bond between them and their employees. He says, ‘Every leader has the opportunity to help make their employees whole.’ And in doing so will automatically increase employee engagement. He suggests you can do this by incorporating these six behaviors: Listen  in a way that shows you care and appreciate people. This creates a bond with your employees. Be Aware:  Understand people’s needs and find ways to meet their needs. This gives others hope, compassion, trust and stability at work. Empower: Use their strengths to empower people. Good leaders nurture employees strengths and understand their values. Help them live up to their values, and use their talents. This will boost their self-esteem and empower them to achieve. Dare to Dream a new reality and do it: Help employees stretch themselves to achieve goals beyond their immediate responsibilities. Then set limits on their time frames for achieving these bigger goals so they happen. Take Responsibility Invest in your employees health by giving them the time and a place to exercise every day. This helps energize them and allows them an outlet to release stress. Synchronicity Great leaders realize that the nature of the universe is connected to everything else. They inspire others to act like owners and pursue excellence. Ask How Can I Help? An employee’s relationship with his or her direct manager is  the most critical single factor in employee engagement.  If your managers are doing their job (assuming of course you offer products or services that people want and need), you’ll have a productive work force. Employee engagement is strengthened when employees are asked what matters to them, and are offered training to achieve their goals. Engaged employees are happier and more productive.   Disengaged employees are frustrated and more disruptive. Oshkosh Corporation offers lots of training classes so that employees can get promoted quickly. Trainings can be instructor-led, web-based or video-based, and the company also offers tuition reimbursement for advanced degrees. They list job opportunities specifically for internal candidates, and host a  Rotational Engineer Program  that gives engineers the ability to learn multiple skills in a variety of different units. They also encourage employees to continue their educations, and offer tuition reimbursement.  Hess, a leading independent energy company shows loyalty to its employees  through extensive training and advancement opportunities.   They offer recent college graduates and highly motivated students the chance to take on meaningful roles and make a difference right away. Every Hess employee is encouraged to continually learn and develop. New graduates participate in formal training and development programs designed to take their career to the next level.  The Hess Global Professional Development Program is a two-year program for all Hess university graduate hires. The program helps entry-level employees expand their understanding of their company and build their baseline professional skills â€" providing a solid foundation for successful careers. Offer meaningful work Managers who delegate work that is challenging and interesting are known to be more successful at engaging employees. Another way to reduce employee apathy and disengagement is to cultivate a culture of mindfulness and meaning, according to Jennifer Aaker, General Atlantic Professor of Marketing at Stanford Graduate School of Business. New  research  shows there is a strong correlation between happiness and meaningin fact, having a meaningful impact on the world around you is actually a better predictor of happiness than many other things you  think  will make you happy, Aaker says. When we can cultivate mindfulness and meaning in all that we do, including our work, we have the opportunity to influence not only our own well-being, but also the well-being of our family, friends, coworkers, and wider community. Provides space for both social and private time The most exceptional managers recognize that a happy employee is a healthy employee so they encourage their employees to take time to improve their physical health and provide services that could reduce stress in their daily lives. For instance, Campbell Soup offers childcare. Cisco, LinkedIn   and Hershey Foods Corp. have their own fitness centers for employees. Hershey extends membership to family members and dependents. Google has a bowling alley and bocce courts; Boeing gives its employees 12 paid holidays and a winter recess between Christmas and New Year’s Day; Johnson Johnson offers private concierge services to its employees; Mattel, Inc. allows its employees to take paid time off for their kids school field trips. Employees at these firms give high ranks to their bosses. Great leaders combat complacency and reduce attrition by paying close attention to the needs of their employees. They don’t just talk about improving employee moral, they actually take action to understand their employees needs and create ways to help them live a more enriched and purposeful life. These exceptional leaders consider people’s emotional, physical and even spiritual well-being (at least in a general sense of helping them to see their own value and encouraging each person to develop his strengths). Over time, investing in workers pay off; as what’s good for individuals is also good for business and the effect is greater engagement, motivation and increased productivity.

Match jobs to personality to avoid anxiety

Match jobs to personality to avoid anxiety Im trying to teach my son to stop playing his DS every second. To be honest, Im a crappy role model. I mean, if I were great at having enough self-discipline to follow through consistently on my idea of proper parenting, things would be different. I would say: No DS today. He would say: I hate you. For the whole day. In the best case. In the worst case, hed beat up his brother. Not from hatred, but from boredom. I know that if you sent in Super Nanny she would have the DS under limited play in one minute. So I tell myself Im going to do that. Tomorrow. Its a willpower thing. I mean, parenting is so hard because each fight you decide to fight is a fight. There are no kids who learn to say thank you without you bugging them. So you have to bug them, routinely. But the farm is great for routine, so I have high hopes that Ill find direction and improve, if I just keep adding routine. Sometimes its simple, like opening the gate each time we enter the farm. We could put a cattle guard at the opening of the farm made of ridges on the ground that make the cattle uneasy so they move away from the spot. But I dont want that. I like the rhythm of opening the gate. Its sort of like saying a prayer before you start a meal. I think ritual is a good way to separate things that are important. And driving up to the farm, after all Ive been through to get to live here, is a spiritual experience. Sometimes the routine is bigger. Like cooking three meals a day. People cant believe I do it. Without a dishwasher or a microwave. But I like the rhythm it creates. I know that routine begets routine and the things I really want to achieve require a lot of self discipline. I want the same things that a lot of people want: Live within my budget Exercise daily Eat well They all take willpower but I now I am thinking that willpower is BS. The farmer read an article by in Psychology Today about how we should not try to use willpower. We should use if/then statements. Like, if its 7:30, then the farmer leaves to do chores. I do an if/then statement like, if its 7:30 and the kids are quiet and I havent eaten a huge breakfast and Im not totally stressed about work, then I will exercise. Itll never work. I know that. So the more routine I put around my day the less chance there is for a messy if/then moment. And this is why I agreed to get a dog. You might think thats insane when I have had such an incredibly difficult adjustment to learning to live on a farm, and be married to a farmer. Youd think that Id just want to focus on that and not make more trouble. But my eight-year-old says he does not have enough responsibility for the farm animals. He loves them. The kids go out every morning before school, in freezing cold conditions, and feed the ducks and hens and barn cats. The kids collect eggs twice a day, and when a cat is sick, the kids take care of it (before a wild animal eats it). But my son has a point: He has very little responsibility relative to, say, the farmer, who deals with 1000 pigs and 1000 cattle. Or however many there are. Its a lot. And my son wants to be a farmer. So we agree to get a dog. He wants the high-maintenance kind, and I wonder if that is sort of like a guy choosing a bride who is like his mom. He wants a dog that will sit in his lap and follow him all over the place and, in general, be needy. We look on the internet to adopt a dog. We want one that is older so we dont have to potty train it. The farmer has owned many dogs in his life. He has lots of opinions. My son finds a dog that is half Pitbull and half Border Collie. He shows it to us. The farmer says, Great, it can bite you and then run for help. The farmer points out that all dog breeds are meant for a job. Retrievers retrieve, Basset Hounds sniff, Pitbulls protect. The farmer says you have to let the dog do its job or it will not be happy. (This sounds like the animal version of my favorite career counseling book, Do What You Are. The problem that people have, which dogs dont, is that people judge certain jobs as good and others as bad, and often the result is a person refuses to see what is really right for them.) The farmer does not want any dog that wants to mess with animals. For example, a Sheepdog is meant to herd animals, so we cant have it around the cattle. My cattle are quiet, says the farmer. The dog would drive them crazy. My son likes a three-legged Coondog. He likes that the dog has a story â€" run over by a car in Kentucky. Shipped to Wisconsin by a couple who specializes in pouring tons of cash into injured animals. And now, after an amputated leg, the dogs only problem is forgetting that he cant lift his leg to pee. The farmer likes the idea of a coondog who cant run. Its job is to hunt, but if it cant hunt, itll be quiet. The farmer likes quiet. Do you know how people get dogs that look like them? I fear it is too predictable that we would end up with a three-legged dog.

7 Best Ways to Show Your Emotional Intelligence in an Interview CareerMetis.com

7 Best Ways to Show Your Emotional Intelligence in an Interview â€" CareerMetis.com There was a time when technical expertise and understanding of the undercurrents of the industry were the decisive factors in landing a job. However, things have changed over the years, and the importance of human factor and related soft skills are now becoming as essential elements in consideration of candidates as technical expertise.One of the central elements of soft skills is emotional intelligence, and the thing with it is that it is a secret weapon that can turn the cards in your favor during the job interview.evalBut first, let sort few things out.What is Emotional Intelligence?The term “Emotional Intelligence” refers to a set of emotion and self-control related interpersonal communication skills and the ways of these skills are applicable in certain situations.The concept was first described in 1995 by Daniel Goleman in the study of professional interpersonal relations. Since then it became a staple of human resources studies.In essence, emotional intelligence is an abil ity to understand in what emotional state you are and how to manage it to be more effective in performing your tasks, accomplishing set goals and also avoiding such things as conflicts, misunderstandings, miscommunication, interpersonal challenges, etc.Best ways of showing emotional intelligence during the job interview1) Listen, then actevalJob interviews are built around a set of questions designed to showcase your understanding of the requirements of the vacant job position. They also, and equally importantly, provide you with an opportunity to present yourself in the best possible way. While the way you are answering the question is integral to the process â€" the process of perceiving information aka listening to the questions also matters.Here’s why: when a recruiter performs an interview, for instance, in an ad tech company â€" he’s not just asking questions, he also analyzes the way you react to things and behave during the back and forth.Showing attention, listening car efully, and acting accordingly is a good way of showcasing how efficient and cooperative you can be.evalHere’s what you can do. Be aware of:What is the actual question?How is it formulated?How is the interviewer asking the question?What does it intention behind it?This kind of approach will show to the interviewer that you can engage with the incoming information and process it on the go.2) EmoteOne of the reasons for conducting a job interview is to take a look at the candidate and empirically check how he acts and interacts with people in the professional conversation.Because of that acting naturally and expressing emotions can be a good thing to do during the job interview. Sure, that’s not the most important thing, but it gives a lot of valuable information about how you interact with people. And that can be a decisive factor for a recruiter.evalHere’s how to make it right:Try to act as if the job interview was just a routine working conversation â€" an exchange of informa tion and figuring out the solutions.Don’t amp the emotions â€" keep yourself calm and reserved.Don’t make sarcastic remarks â€" they may not find this amusing or genial.Avoid making tense situations by over- or underreacting.Don’t go on the defensive if you don’t like where the conversation is going.3) Be Engaged in the ConversationOne of the critical elements of the successful job interview is how valuable the conversation was information-wise. One of the most telling factors defining the value of the dialogue is how engaged the interviewee over its course.Here’s a straightforward on tip how to make it right: get involved. The fact of the matter is â€" the job interview is a collaborative effort and to make it successful on your side you need to keep it interesting for the interviewer.How? You need to provide full and satisfying answers to the questions and follow them up with ones of your own. For example, you answer the question and also give some additional information that is subsequently discussed or return the favor in the form of a question about something work-related.4) Connect the dotsEvery job interview revolves around the narrative of showcasing the candidate. The thing with that structure is that it can prove sporadic, or it can be a persistent throughline. It is naturally better to have the latter.Here’s how you cement that throughline with every answer you give:You need present an apparent description of the train of thought or the process.You need to punch up this description with examples of how this or that thing is done or can be made doable.This approach will help the interviewer get all the information he needs, while simultaneously presenting you most efficiently.eval5) Tell how you improve yourselfOne of the vital aspects of emotional intelligence is understanding your weak and strong points and figuring out the ways of improving yourself. That feature is very telling, especially if the company is looking for a long-term rel ationship.You need to show eagerness to learn new and go beyond your comfort zone.evalHere’s how you can do it:Present plausible scenariosHave a plan of accomplishing the goalsHave tangible results.6) Discuss Company’s culture valuesThe terms “culture and values” are overused buzzwords that are usually dropped to make an impression of “digging it.” However, behind them are significant aspects that correspond to every aspect of the working process.Discussing different aspects of culture and values is vital in two ways:It helps you to understand what the company is really about.It shows your interest in the company.7) Avoid Generic ResponsesNo one like generic “everything and nothing” responses and they will do you no favors during the job interview. And if you overuse that trope â€" that’s some bad news coming soon.Why so? Generic response means you don’t care and if you don’t care then why should the potential employer even bother considering you for the vacan t position at all?evalYou’re just doing time, and you present no value for the company from the get-go. So, try to give valuable information in each response and present in an engaging manner that will evolve and perpetuate the conversation.CONCLUSIONThese days emotional intelligence skills are as necessary as technical expertise and understanding of the inner workings of the industries. In many ways, it is even more critical than those abilities. It directly impacts the way workers interact with each other and manage to accomplish common goals.With these tips, you will be able to showcase these skills and leave a positive impression on any recruiter in any industry.

5 Things Job Recruiters Wont Tell You - CareerAlley

5 Things Job Recruiters Wont Tell You - CareerAlley We may receive compensation when you click on links to products from our partners. Job recruiters are always looking for new applicants who could potentially fill open positions for their clients. Job seekers sometimes do not understand that, although a recruiter will help you find a job, they actually work for the hiring company. If youve not worked with recruiters before (or youve not had much luck), there are a few things you should understand: Recruiters try to find the best candidate for their client (the hiring company/manager). They will send as many qualified candidates as possible (you will be one among many). Best in show gets the interview (more on this below). Dont harass them. They will be the first to contact you if you get an interview (or, better yet, an offer). Recruiters are experts on how to get a job and what their clients look for in candidates. Listen to what they have to say and take their advice. 1. Presentation Matters (Best in Show) Recruiters are looking for the best candidate for the job. They will assess the overall presentation of applicants during interviews. The appearance, demeanor and communication skills of a person are all very important. Your resume (content and format) are also key. Applicants who appear unkempt or unprofessional are usually skipped over. A person with a negative attitude or poor communications skills will have difficulty as well. 2. Contracts and Job Offers Are Negotiable Once you get a job offer, the recruiter has one thing they want you to do accept the job. While your goal was to find a job, you want to ensure you get everything you want (within reason). This includes the right compensation, the right company and the right position. Many recruiters will let you know how much leeway you have when it comes to the terms of a job offer or contract. Individuals how have a perfect match with the job requirements or have advanced degrees can usually negotiate better terms (such as a higher salary, more vacation, better benefits, etc.). It is important not to be overly aggressive, but you will have minimums (compensation and benefits) in mind and you should not go below these. With that in mind, if you have a bottom line, let the recruiter know. Press the recruiter to negotiate for you. 3. A Masters Degree Is Preferred Education is very important. Recruiters prefer candidates who have a graduate degree, an MBA in management information systems (MIS), Finance or Business Administration. Higher education can be as valuable (or more valuable) than experience especially in leadership or administrative positions. That being said, many companies will help fund education (both undergraduate and graduate degrees) while working. 4. It Is All About the Client Applicants need to understand the recruiter works for the client. The client is the hiring manager or company. Recruiters are not focused on getting all applicants jobs, they are focused on getting the right person for their client. This is important to realize because recruiters are not necessary allies to the applicants looking for work. As mentioned earlier, they will send as many qualified applicants as possible to increase their chances of filing the position. If you are a good candidate, they will, of course, try to send you on as many interviews as possible. 5. There Are No Guarantees Although many recruiters will talk positively about a potential job or position, they often do not tell applicants that there are no guarantees. There is no guarantee of hiring and no guarantee a contract or temporary position will become permanent. This is almost always true despite any assurances otherwise that are not accompanied by formal offers or documents. Every meeting with a recruiter should be taken seriously just as if it were an interview with an employer. Applicants will want to make sure to have a solid resume that explains any employment gaps and that highlights relevant education and experience. It is equally important to look, act and speak like a confident professional at all times. Recruiters can (and should) help you refine your resume and your interview skills so that you are a great candidate. Leverage your recruiters experience, you will both benefit. Book Corner: [easyazon_link asin=B01015ELN0 locale=US new_window=default nofollow=default tag=caree07-20 add_to_cart=default cloaking=default localization=default popups=default]LinkedIn Secrets From a Top Executive Recruiter: Want the job of your dreams? It all starts with saying the right things on your LinkedIn Profile. Get faster. Make more money. Love what you do[/easyazon_link] We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+ what where job title, keywords or company city, state or zip jobs by

Resume Writing Jobs For North Carolina Drivers

Resume Writing Jobs For North Carolina DriversResume writing jobs for North Carolina drivers are available from home. It's as simple as typing a few sentences and clicking send, making your resume to get read.You can do the job search yourself by browsing job sites and the newspapers and doing a local search for jobs in your area. You can also work with a job recruiter or an employer in your city or state. Remember that some online services require your email address before they will forward your information.If you are starting your own resume writing company you will need to have your own lists of resumes that you can request. An effective method is to create a free account on a website that offers free resume writing services. You should also build your own list of clients and contact them directly through email, or by phone. Resumes are the first thing potential clients look at when they receive your message.Get references for each of your customers by asking friends and colleague s about them through local job sites or from newspaper and web ads. References are extremely important, and a good reference will be your key to a successful career.The easy part is getting your resumes seen by people. But the hard part is convincing people they need yours. This can be difficult to do, but you can learn how to do it, and the best way to do it is to find out how other people go about it.For example, you can study how other people approach their target audience. How do they begin? What language do they use? And how do they say it?The surefire way to get a resume read is to write about what the reader wants to hear. You can do thisby using the language the person using the internet wants to hear. So, instead of saying: North Carolina Drivers Wanted' you might say 'North Carolina Drivers Needed' or even better 'North Carolina Drivers In Need of 'North Carolina Employers Need' - whatever you can think of that will appeal to your potential client base.You may want to hire a career coach or work with someone else to do your job search for you. You can learn more about how to be a professional resume writer by reading a free book about resume writing in your town or state. You can then find a competent professional to write your resume for you.