50 Ways To Find A Job Now

50 Ways To Find A Job Now 324 Time to jump start your job search. This is a guest post by Hannah Morgan. If you’d also like to guest post here on JobMob, follow these guest post guidelines. In the words of Paul Simon, “there must be 50 ways to leave your lover”. There are at least 50 ways to leave unemployment! Let's get going! You just slip IN the back, Jackeval Get an inside referral from someone who works in the company! Make a new plan, Staneval If what you are doing, isn't working, you have to try doing something different. Make a new plan! You don't need to be coy, Roy Pursue each job opportunity with fervor and especially during the interview, let them know you WANT the job. Just listen to me Whether it be me or another job search coach, get professional advice! Hop on the bus, Gus The career bus that is! This won't be your last job search, begin today building a career that is going in the direction you want. You don't need to discuss much Be aware of how much dirty laundry or even detail you divulge during interviews. Often, less is more! Just drop off the key, Lee Leave your baggage behind. Too old, too young, no degree, too many degrees; when it comes right down to it, all that really matters is that you have the skills to do the job and they like you. And get yourself free Pursue a job you love and you'll never work another day in your life! Fun and games aside, let's check out 50 ways to get a job! Know what you want to do Tell your friends, family and colleagues what you are looking for Be able to succinctly tell people what you do in a way a child could understand Look for jobs that are slightly different from what you used to do Use the job boards and company websites Join and participate in professional associations Check in with your Alma mater Become active in your community Spend most of your time away from the computer Attend networking events Build a robust LinkedIn profile Use LinkedIn Groups to meet new people Scout out recruiters who do placement in you line of work Develop new skills in-demand Track your time and activities and assess what needs to be adjusted Use Twitter, Facebook and Google+ to learn about company culture and meet insiders. Re-connect with past employers Research people before meeting with them to build rapport faster Create a list of 30-50 companies that could potentially hire you Attend conferences, trade shows or professional meetings Write a solid and compelling cover letter (no templates allowed) Customize your resume for every job Always send a thank you Take the harder route…always chose the option that is hardest for you Don't forget to look for civil service and government jobs Join or create a job search project team to keep you on track Follow up and don't give up Spend at least 30 hours a week dedicated to productive search activities Schedule networking meetings at least a week in advance Develop accomplishment stories to tell during your interviews Practice interview answers out loud Know all the details for the interview: who, where, and when. Don't assume. Be comfortably confident and make the interview an exchange, not an interrogation Make LinkedIn work for you by pinging your connections when they share information Have a professional email signature Know when it is time to ask for help Have solid, well-coached references lined up Know your backup plan Create and use a personal marketing plan Expand your job search territory Be able to put into words the value you bring to your future employers Keep working your job search, even after you've had a great interview Discuss salary requirements (not income needs) at the last possible moment Learn how to negotiate and be ready to negotiate your job offer Use the productive hours of the day (8am â€" 5pm) meeting with people Give back to others less fortunate than yourself Set measurable goals and time-lines and don't let them slip Know the right way to answer the question “why did you leave your last job?” Google yourself to make sure your online presence is tip top Never, ever stop looking for work again! About the Author Hannah Morgan, also known as Career Sherpa, helps people new to job search understand how to navigate the treacherous terrain of today's competitive job search. She is an avid writer and speaker on the topics of job search, reputation management and social media strategies. This article is part of the Over $6000 in Prizes: It’s The 6th Annual JobMob Guest Blogging Contest, which was made possible thanks in large part to our sponsors: WebHostingBuzz is a reliable web hosting company with the servers hosted at multiple US and Europe locations and over 30,000 happy customers worldwide. If you want Hannah Morgan to win, share this article with your friends. READ NOW: Long Job Search? 25 Action Tips To End Yours ASAP.

Six Tips for Building Passionate and Productive Teams - Classy Career Girl

Six Tips for Building Passionate and Productive Teams I am often asked the secret to building and inspiring great teams. The answer is not always simple and can be as varied as the people in your organization. But one fact is always true: a good leader  listens  to their team. Theyre someone who plays to their strengths, knows them as individuals, then takes all those unique pieces of the puzzle and merges them into a team that is not only cohesive but also united in their mission and goals. Growing up in a small North Carolina town, I never imagined I’d end up leading a national healthcare company’s most successful division. My career path was anything but linear, starting in design and fashion, then working with major transportation companies. I found my way to Aeroflow Healthcare  six  years ago, holding several positions, and eventually launching the Mom Baby Division. Its a role I truly love; my team and I get to serve as advocates for hundreds of thousands of moms. Answering pregnancy questions, getting them breast pumps through insurance, and developing plans for transitioning back to work are just a few of the ways we help our moms. To keep my team inspired and motivated, it is critical I’m creating a culture that’s positive, productive and, most importantly, enjoyable. Ive found these six elements are essential in fostering a healthy work environment. Six Tips for Building Passionate and Productive Teams 1. Say Thank You It may seem like a no-brainer, but we’ve all forgotten to say ‘thank you’ once before. Whether you’re behind on a target, stressed, or distracted, don’t forget to thank your employees when they deliver. No matter what the result, be sure to recognize that your employees are spending time working hard to achieve your business goals, and thank them for it. 2. Get to Know Them and Invest in Their Skills While you may have five, ten or even hundreds of employees in the same role or job, that doesn’t mean that they all operate the same way, or even share similarities in their approach to delivering results. When bringing on a new team member, spend time getting to know them, understanding their skills and what challenges they face. Once you understand what they enjoy, what they excel at and what they struggle with, you can cater to their skillset. Not only is it what’s best for your business, but it means your team will be more successful and enjoy their work â€" while knowing their manager truly cares about them and their career. 3. Ask For (And Be Willing To Hear) Feedback Create an environment where your employees are comfortable offering you feedback. One way to do this is to set up bi-weekly or monthly check-ins so all parties involved have a regular opportunity to share feedback of any kind. If they do give you feedback, don’t get defensive. Instead, truly consider their perspective. They probably wouldn’t have brought it up at all if they didn’t feel strongly about it. [RELATED: How to Create an Office Space Your Employees Love To Work At] 4. Consistency in Your Vision Everyone wants to feel like they’re doing something meaningful. Identify your company’s, or specific team’s, long-term vision, and communicate that to your team. Aeroflow’s mission is to improve our patients’ quality of life through compassion, excellent service, and exceptional products; and, for my team, this applies specifically to new and expecting moms. Our long-term goal is to increase rates of breastfeeding nationally, and everything we do at Aeroflow Mom Baby ladders up to that vision. It’s never changed, and it never will, and that allows my team to come into work every day passionate about achieving these goals, with a clear idea of not only how we’ll achieve this, but why it matters. 5. Support Their Passions Everyone is passionate about something â€" whether it’s being a parent, staying fit, traveling, or continuing education. Try to be flexible with your employees so that their work doesn’t get in the way of what they love. Whether a team member wants to leave early one day to see their favorite band play, or to adjust their daily hours to accommodate picking up the kids from school, being flexible around their work schedule and personal needs is a game-changer. They’ll appreciate that you care, and will be more productive and motivated when they’re in the office. 6. Relax and Be Respectful We’ve all had bad days, stressful days, or days full of failure. But what defines you as a leader is how you handle those days. Regardless of the situation, before reacting impulsively, take a breath, and wait to respond until you can do so in a respectful way. I might take a walk around the office or will sleep on it. No matter what happened, taking it out on your team or being disrespectful doesn’t help anyone â€" it only creates a rift in trust that you’ve worked hard to build. Overall, remember that as a leader, you are only as good as your people. The way you treat them not only impacts their success and productivity (and ultimately, your business’s success), but it encourages happy, motivated and loyal employees.

Lessons on Personal Brand Building From Donald Trump and P Diddy - Personal Branding Blog - Stand Out In Your Career

Lessons on Personal Brand Building From Donald Trump and P Diddy - Personal Branding Blog - Stand Out In Your Career Today, I spoke with John Eckberg, who has spoken with many successful entrepreneurs and celebrities, wrapping up his interviews in a book and sharing a few today for this blog. The two we will discuss are Donald Trump and P Diddy, who, in my opinion, truly represent the epitome of personal branding.     Donald Trump understood early in his career that personal branding would give him an edge, while P Diddy figured out that being around people who were smarter than him would help accelerate his business success. What can Donald Trump teach us about building a powerful brand (personal/product/corporate)? Donald Trump is one of the few Americans who has turned his success in the fairly stodgy field of real estate in world-renown brand and persona in the milieu of entertainment, retailing and recreation. And while I am no Trump-a-phile, that is, I have not studied his books nor have I pored over the minutia of his career, I do know this much about him: the guy returns phone calls. Maybe it’s because I work at a newspaper and hold a megaphone that reaches hundreds of thousands of people (though I suspect he’d return phone calls to folks who run newsletters) but this mogul is somebody who tends to his telephone messages. Why is that important in building brand and what does that teach us about creating a brand? Trump (who, by the way, is Mr. Trump to me since he never played centerfield or was a jockey, according to that Ring Lardner newspaperman’s rule of who gets called by their first name in any conversation) understood early on in his career that people with personal brands have an edge when it comes to negotiations, co-ventures, real estate deals and just about everything else in our society. He must have learned this from his father, a man who cut mega-deals with other real estate moguls in the rarified and cut-throat world of Manhattan real estate. [youtube=http://ca.youtube.com/watch?v=BXZoEPFrwmk] Trump knows that when somebody with a brand walks into a room or picks up the phone, they carry with them subtle but strong personal packaging. Trump has embraced the element of human nature, the tendency to elevate others, into a clear advantage. He is never off stage, never out of the limelight, either, and knows that subordinates, peers and colleagues are always watching. In fact, they never stop watching. And here’s something else. We usually think that somebody with baggage means that they have a hurdle to overcome. But that is not the case when you think of a brand as baggage. In that case baggage has a positive impact on a person’s patina â€" or brand.   Trump has Gucci baggage. The first and only time I met Donald Trump face-to-face (although we have spoken several times since then) was in the early 1990s at a Super Bowl when the Bengals narrowly lost to the San Francisco 49ers. My job was to chase quotes from locals from the Cincinnati area, who were at the game, and after one interview, I looked to my left and there was Trump. His hair, I might add, was magnificent. As I slid over to chat with him, there on the yard line (what’s he doing on the -yard line, I thought but didn’t ask) my heart was in my throat. I mean, this guy is Donald Trump. But within moments the nervousness went away and my natural interview assurance kicked in. Part of it, I realized later, was the Trump charm. This guy puts other people at ease. That’s the part of the Trump brand that does not resonate in Macy’s commercials for his suits, in his show The Apprentice nor in the magazine covers. He has a calm confidence, yes, but it’s also a confidence that is infectious. He m akes others feel at ease. How does he achieve this? Eye-to-eye and a benign and wry smile work wonders. Practice yours in a mirror. It’s the first step toward a personal brand. Exude confidence and that will instill the same in others. That may not make you a billionaire but it is, assuredly, the first step down that path and may be the most important quality you can develop as you move through your job, career and life. The ability to put others at ease will bring you much in return. What can P Diddy teach us about constructing an empire from the start to the finish? Surround yourself with smart people, listen and weigh what they have to say and then take a risk. During my interview with Mr. Combs, I wanted to establish early on that I knew a little about his core competency, which at the time was not Making a Band or discovering singers or writing songs, although he was plenty good enough at all that. I was a business reporter who covered what was then Federated Departments Stores (now Macy’s), and what I needed to know was simply this: how much were the annual sales of Sean Jean apparel. So I threw out a number, something I had independently generated $450 million annually. It was dead on, he confirmed. And that meant, roughly, that this entertainment icon was netting probably $90 million annually (give or take 300 percent) from the notion that a generation of Americans wanted to dress like Diddy â€" have style like Diddy. I pushed it one step further and found out something that I still carry with me today.   Smart people keep lots of other smart people around at all times. I jokingly suggested to him that he didn’t need to give me any “points” for an idea I had, that he should brand a car, that is, create a co-venture with a major auto manufacturer and come out with a Sean Jean SUV. “We’re in negotiations with…..” Diddy calmly replied as he noted that his next step in life was to continue to build the empire. [youtube=http://ca.youtube.com/watch?v=uaBBJGMrM98] One question I did not ask was this: why does a guy who has $450 million in annual sales from just one initiative â€" hundreds of millions more likely come in from his branded TV entertainment efforts â€" why would that guy, who has no formal theatrical training, risk the wrath of the most vicious scribes on the globe and walk out onto a Broadway stage to offer his portrayal of Raisin in the Sun. I mean, he’s already wealthy beyond imagination. Why take a chance on becoming a laughing stock of the Great White Way. I didn’t ask the question and now regret it but I’m pretty sure we all know the answer. Great things stem from great risk. Personalities who do not seek risk are not likely to build much of a brand and certainly will not build an empire. Mr. Combs was a risk-taker but one who was accustomed to success. Nothing will ever change about that, either. With great risk comes great success. But first you have to embrace risk. John Eckberg is the author of The Success Effect: Uncommon Conversations with Americas Business Trailblazers.   He is a career journalist with 25 years of experience in the challenging field of daily newspaper reporting. A graduate of Ohio University, he has been a business columnist and business reporter at The Cincinnati Enquirer for more than a decade, where he has covered numerous beats including federal courts, investigative reporter, feature writing, neighborhood columns and urban development. Widely published, his work has appeared in The New York Times, Newsweek, USA Today and many other American print and Web publications. He is the co-author of Road Dog, a true-crime thriller about serial killer Glen Rogers of Hamilton, Ohio.

Why Arent You Getting the Best Out of Your Recruitment Activity

Why Aren’t You Getting the Best Out of Your Recruitment Activity Not getting the best out of your recruitment activity? Perhaps predictably, it could be for a number of reasons, some of which may be beyond your  control. Lack of time and resources is an all-too-familiar challenge for many in-house recruiters,  whilst some roles are simply very difficult to fill. But there are some elements of your recruitment activity that you can take charge of. We’re going to  look at three which may help you generate better results from your recruitment campaigns. Let’s go. 1. You’re not getting the best because…your relationships have broken down. If you’re working with a technology supplier, it’s vital that you have a trusting and productive  relationship.  How many times have you spent valuable time labouring over a feature that doesn’t  seem to work as it should? How many times have you sat on hold, listlessly shading in the lines of  your notepad whilst the dulcet tones of ‘Samba Fiesta 2’ jangle in your ear? Or how many times have  you felt lumbered with an out-dated system, because the upgrade you were promised is still ‘going  through the approval process’? Enough times to finally tell your supplier you’re thinking of leaving â€"  at which point you become a ‘high priority’? You should always be a high priority, whether your supplier has two or two hundred customers. You  should be confident that when you log a support ticket or give your supplier a call, there will be  someone at the other end of the line who can help you. To get the best out of your recruitment activity, you need a technology supplier who’ll have an open  mind when it comes to requests and updates. Who’ll offer training to make sure you understand  exactly how you can use your system more effectively. Who will share best practice and understand  your unique recruitment challenges. These suppliers are out there, and they could have a positive  impact on your recruitment activity. 2. You’re not getting the best because…you need to be a bit more relevant. This point hinges on who you’re recruiting and how you reach them. Let’s say you’ve always used  Facebook to attract candidates to your apprenticeship scheme. It’s a social media platform, and your  target audience uses social media, don’t they? Except our future apprentices are now less likely to  be on Facebook and more so on Instagram or Snapchat. University students are flocking to Yik Yak.  Twitter is home to those unenthused by the endless videos and presence of parents on Facebook.  Ensure you are reaching the people you’re looking for in their own digital home. A lower volume yet  more targeted social campaign is likely to produce better results than a mass effort on Facebook.  Profile your ideal candidate. Where will they be? What are they interested in? What are they  expecting from potential employers? Let this dictate what channel you use to reach them. What’s more, don’t feel as though you ‘should’ be using social media for recruitment. Unless you  know your candidates are using it, you may see little reward. 3. You’re not getting the best because…you’re not making sense of your candidate data. Using the reporting function in your Applicant Tracking System should offer you a wealth of  candidate dataâ€" but if you’re not able to make real sense of the facts and figures, it’s difficult to  draw any valuable conclusions. Take a look at your time to hire reports. These not only tell you that certain roles take longer to fill  than others, but they can also highlight internal inefficiencies. As an example, you could choose to  run the report from the point at which the job was created. If you then see significant delays  between the job being created and it going live, it may be an indication that your job approval  process isn’t as effective as it could be. Your ‘Source’ reporting should prove helpful when you’re evaluating the success of a social  campaign â€" particularly if you are trying a new platform for the first time. Or you can find out where  candidates are dropping off within your recruitment process by using an ‘Application Stage’ report. Is a particular section of the application form putting them off? Are candidate expectations matching  the experience you’re providing for them? To get the best from your reporting, talk to your ATS supplier. Can they help you to configure  bespoke reports? Can they offer you training to help you understand what your data is telling you? To get the best out of your recruitment activity… Make use of your technology supplier. Use their expertise and understanding to help you use your  software as effectively and efficiently as possible.  Understand your audience. Be where your candidates are and make it easy to apply, whether that’s  through their mobiles, using Dropbox or via LinkedIn. But only dedicate your efforts to this if you are  sure you’re using platforms and methods that your candidates will be too. And use data and analytics to draw meaning from your recruitment campaign outcomes. Maximise  your Applicant Tracking System’s suite of reports to drill down into what type of candidates are  applying, from where they’re applying, who isn’t applying and how long it’s taking to fill your roles. There will always be challenges in in-house recruitment, and not all can be addressed as simply as  the above. But with the right people, knowledge and technology, you’ll be on your way to getting  the best out of your recruitment activity. Author: Hannah Ovenden is  Digital Marketing Executive for Hireserve. Established in 1997, Hireserve creates leading recruitment software with a human touch.  Trusted by  customers including CERN, Global Radio and Cranfield University, Hireserve’s ATS is agile, intuitive  and powerful.

Keywords For Writing Resume - Learn the Right Techniques

Keywords For Writing Resume - Learn the Right TechniquesIf you've been sitting around your desk or laptop looking for ways to improve your resume, you've probably heard of the keyword research that you should do. So, is keyword research really important?First off, using keywords in your own words may be all you need to accomplish your goal. Just make sure they are used in your resume and on all your online pages. If you don't do this you could be at a big disadvantage. The reason for this is that most people use the same keywords over when writing articles, forums and blogs.Now there are those who go so far as to use those same keywords as a signature line and fill up pages with it so they can sell their products or services, especially if they sell their services via the Internet. This means you want to pick a combination of keywords that your audience will appreciate and will help you get a look-up. There are very few things in life that are more satisfying than getting an 'Oh yes, I see what you're talking about' look-up.A recent survey showed that people will refer to something more than once if it has 'Solved My Problem' as its title. You can do this yourself but you will be paying for it if you try and claim your favorite keywords are your signature.Keep in mind the importance of keywords on your resume because even though you have them right there, it's not good enough. You will need to learn how to use them properly to keep your readers and your resume from getting lost. Word marketers out there will tell you that it's crucial to write in straight paragraphs and to start each paragraph with a great headline. Most people would have said 'Buyer beware' but in a resume, that would be a bad thing.When you use those words, you'll have them immediately recognize that you're trying to present a positive spin on the situation. It's a little harder to do in a resume so you will need to learn how to write it properly. One way to keep your keywords for writing res ume straight is to start with the major points and then work your way to the supporting points.Writing a good way to present your resume will make it much easier to understand and read. Don't spend time on making sure your resume is 'clever' because most people will assume you were a real estate agent before you said anything about yourself.That being said, keyword research may just be the tool you need to make a strong resume. Let them have the knowledge of the many advantages that this tool can provide them by giving them keywords that they will find useful and the ones that they don't.

College Degrees that Offer the Best Chance for Employment after Graduation - CareerAlley

College Degrees that Offer the Best Chance for Employment after Graduation - CareerAlley We may receive compensation when you click on links to products from our partners. When you are proudly standing in line at your graduation ceremony in your cap and gown you all look like students who are destined for successful careers, but the reality is that there are sometimes startling differences in the job prospects for each graduate which are often determined by the course that you have taken. So which are the best degrees to study for if you want to land a top job and have a greater chance of a successful career? Suggested Reading:College Majors Handbook with Real Career Paths and Payoffs Health Care If ever there was such a thing as a recession proof degree then health care would probably qualify as the winner of that category. The combination of a good starting salary and reasonable career prospects mean that you can study with an element of confidence that you will get offered an opening provided you get the right qualifications. Healthcare administration allows those who do not have medical training to work in healthcare, you can obtain a Healthcare administration degree online. Nursing also offers the chance of immediate work and if you do not want a nursing degree then you could consider Physical Therapy, Pharmacy or train to be a Medical Technician. The average starting pay in nursing is heading north of $50,000 and the average starting salary in health and related sciences is normally over $35,000, so you can set to work on that student loan sooner rather than later when you land a job. Business Administration A degree in business is probably the most popular choice for many students and job prospects are about second in line after heath care.A degree in business, business administration or support will set you up on a career path that should have plenty of opportunities along the way. Specifically for continuing education, there are multiple opportunities in this field for pursuing a bachelors of business administration for adults. The average starting pay in business administration is around $44,000 and as there is such a variety of careers to consider in this sector, your degree should open enough doors to justify the time, effort and money you have put into getting qualified. Computer Science Whilst this may not be a subject that appeals to everyone there are certainly rewards available for those that choose this particular sector as their career choice. Computer Science, Technology Support and Information Technology and Systems are all basically considered future proof vocations and with starting salaries in the range of between $45,000 and $60,000 the rewards are good too. Accounting and Finance This is an area that has taken a hit in terms of recruitment numbers due to the global financial crisis but there are recent signs that the number of job opportunities are showing a steady improvement in recent months. A career in Economics, Finance and Accounting has a reasonable element of longevity about it and whilst this is a an area of work that will certainly not be what a number of graduates will want to do, the average starting salary in this sector of close to $50,000 at least will mean that once you are on the employment ladder, you should enjoy a rewarding career, at least from a remuneration point of view. Engineering Whilst some might consider this area to be a sector that represents the past rather than the future, that perception would be a mistake. There are numerous sectors that come under the heading of an engineering degree and you can study in Biomedical, Civil, Electrical and Mechanical Engineering, so there is a large amount of diversity when it comes to the work that you could be doing. An engineering degree is still very highly respected and this is reflected in the average starting salaries available which vary from between $60,000 and $90,000 depending on the specialist area that you gain your qualifications in, but the common theme is that you will be well rewarded for your efforts in graduating. Marketing Despite the downturn in the employment market and the economy in general, there is still a reasonable level of demand for people with a marketing degree and with an average starting salary in the region of $40,000, you will not exactly be harming your career prospects if you get a degree in this popular subject. We all have to make certain choices throughout our life and one of the most important early decisions we make will be what career path we are looking to pursue, as choosing the right degree shapes our future prospects and earning potential. Career Tip of the Day:12 of the Best College Grad Job Search Links 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 What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to find the opportunities that help you grow your best career. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search

Time to reboot - June 25 and 26 - The Chief Happiness Officer Blog

Time to reboot - June 25 and 26 - The Chief Happiness Officer Blog This years reboot conference promises to be the best ever and thats saying something. The theme this year is Action something that is very close to my heart. From the invitation: its time to act, time to focus on the act of acting, time to figure out where to begin the reboot. reboot11 is two days away far from the status quo, two days with old and new friends trying to figure out how to reboot the world! This is a once in our lifetime opportunity, and so it could be the single most important reboot ever because this year were not in a world that thinks the status quo is working its not only the freaks at reboot that feel the need to reboot things. were in times of change and systemic failure unlike anything well probably experience again in our lifetime. weve had visionary insights and reflections the last couple of years at reboot (renaissance, human and free great journeys into the deep insights). now its time to act on the insights. Its up to us edgelings and participatory folks to take charge and begin building a better future insight comes with responsibility. Were not afraid. we know that we need to reinvent and reboot everything on new scales based on trust, networks and participation. We are at the cusp of a new approach to sharing, consuming, banking, insurance, journalism, democracy well almost everything all the core infrastructure weve build our societal systems on. how do we move forward? Inspiring words. Ill be there! Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related