Resume Objective Statements FAQ, How-To, and Examples

Resume Objective Statements FAQ, How-To, and Examples Resume Objective Statements FAQ, Hows A resume objective gutachten is one of two types of introductory gutachtens often included at the top of a resume. It is the lesser-used option these days, second to a summary statement (more about summary statements later), due to its many notable pitfalls. However, at the right place and time, the once-popular objective statement totenstill have their purpose in the resume world.What is a Resume Objective Statement?A resume objective statement introduces your resume to the hiring manager. As the name suggests, it answers the question, What is this resume trying to accomplish? It usually states the position for which you are applying and may include your career goals.Traditionally, a resume objective statement section might look something like thisResume Objective To obtain an entry-level marketing position at a Fortune 500 company.However, todays resume objective statement not only states th e applicants intention, but aims to sell the hiring manager on the job seeker by highlighting their skills and career goals. It should be short, to-the-point, and customized for each resume.Is a Resume Objective Necessary?If youve been around the job search block a few times, you might be surprised to hear that resume objective statements are no longer a resume standard. Unless explicitly stated in the job listing, hiring managers no longer expect an objective statement at the top of your resume.In fact, these days, resume objectives are rarely recommended by career experts and professionals.Here are a couple of reasons the traditional resume objective has fallen out of favor in recent yearsResume objective statements are a little bit selfishAs mentioned above, a resume objective tells the hiring manager what you want professionally, not what you can do for them and their company. Its great to showcase your career ambition, but companies will typically be more concerned with their o wn best interests.Generic resume objectives leave hiring managers with questionsYour intentions and professional goals dont explain to the hiring manager why youre the best person for the job. Objective statements lack the broader context of a summary statement, often missing the heres what I can do for you explanation.Resume Objective vs. Resume Summary StatementAs resume introductory statements go, the resume objective is thought to be weaker and less useful than the modern resume summary statement.One major difference between the two is that the summary statement highlights hard skills and accomplishments in active voice rather than passive voice, making the job seeker sound more capable and assertive. For example, I achieved 25% abverkauf growth is active voice while, 25% sales growth was achieved is passive voice.Overall, a resume summary statement is more assertive in tone. It uses quantitative results to offer the hiring manager proof about the things the job seeker has accom plished and will continue to accomplish if hired.In short, the summary statement means business.Here are a few examples of traditional objective statements compared to resume summary statementsTraditional Objective Statement To obtain a position in customer tafelgeschirrModern Summary statement Customer Service Representative with 8 years of experience working with customer accounts and resolving product and service issues. Maintained a 90% customer satisfaction rating.Traditional Objective Statement To get a job as an Account SupervisorModern Summary Statement Sales and Marketing Manager with 10+ years of commercial sales and marketing experience. Exceeded all sales goals by 15% or more between 2012 and 2017.Traditional Objective Statement To work as a Supply Chain Manager in the logistics industryModern Summary Statement Supply Chain Analyst and self-starter with a track record of maintaining and enhancing up to 15 client relationships at one time and identifying dicke bretter boh ren mssen service areas.When to Use an Objective StatementThe traditional objective statement as seen above has become obsolete. Now, an impactful objective statement will blur the lines between the traditional resume objective and a resume summary statement.While an objective statement should rarely be used, there are circumstances in which an it can make a positive addition to a resume.For example, objective statements can be useful when tailoring your resume for the applicant tracking systems (ATS) used by most recruiters. Objective statements present a natural opportunity to state the exact job title youre applying for on your resume.Having the exact job title on your resume is important in an ATS-optimized resume as it is likely one of the first resume keyword searches a recruiter will do in the ATS.Jobscan compares your resume to the job description to make sure your resume has the keywords and formatting required to make it through an ATS and get a job interview.A strong obje ctive statement can also be effective and helpful for job seekers who are radically shifting careers or industries. In these cases, a strong objective statement can be used to explain how the job seeker plans to transfer the skills theyve developed in their past job or industry into the new job or industry.How to Write an Objective for a ResumeIf a resume objective statement is right for your job search, these three tips can help you avoid common mistakesKeep it short. This is not a place to add fluff Just a few productive sentences is all you need. Make sure every word is deliberate and necessary.Be clear and detailed about the job you want. State the job you are applying for and describe your goals only as they pertain to the job and industry for which youre applying.Explain what you can do for them. Take your goals a step farther by explaining how they match up with the needs of the company, using the job posting for reference. This step sets a strong resume objective apart from a weak one.If neither type of introductory statement feels right, you dont need to include one to build a strong resume. If you do include one, remember that while a resume objective statement can be useful for job seekers changing careers or switching industries, in most cases, a resume summary statement will be the best fit.Resume Objective Examplesansicht antiquated traditional resume objective examples, which appeared on real resumes, are weak and unfocusedTo obtain a position where my knowledge and experience can be utilized as well as enhanced.Seeking new opportunities in the corporate arena and open to contract positions.Accounting professional seeking employment opportunity.Seasoned professional with a proven track record of meeting business objectives seeking a career.Motivated self-starter with strong organizational abilities seeking corporate opportunities.Heres how they could be made betterTo obtain the position of Junior Account Coordinator where I can use the strong sa les and communication skills Ive gained in my 5 years of retail sales to close and maintain deals.Seeking a full-time (or contract) position as an SEO copywriter. Im hoping to use my writing skills and SEO skills gained through online courses over the last six months to grow organic search traffic.Accounting professional with over 10 years experience looking to transfer my skills to the finance world. My proven mathematical and money management skills make me an ideal fit for the Finance Assistant position.With a reputation for meeting business objectives and aiding in data-driven decisions, Im looking to shift my skills as an IT administrator into a data scientist role.Motivated self-starter with 3 years experience as an amtsstube manager looking to bring strong organizational skills to the Executive Assistant position.Also check out these top resume summary statement examples. Here are a few more strong resume objective examplesIn my 7 years as a Process Integration Engineer, I ha ve acquired knowledge on process simulation, optimization and integration, inherently safer design principles, PFD and PID skills. In an effort to enhance my knowledge and further my career, Id like to bring these skills to the Supply Chain Manager position.With a demonstrated history in business administration, Im looking for a position that will benefit from my business experience while promoting my interest in education. The Experienced Teaching Assistant for Business Administration position is the perfect fit.Seeking employment in a professional environment where I can diversify and improve upon the skills gained during my ten years as an Account Manager. As the Director of Corporate sales, I would focus on enhancing the companys productivity and reputation while improving my own.Human Resources Manager looking for exciting new challenges. My goal at this point in my career is to capitalize upon new opportunities for career development within an organization that values hard wor k, integrity, and results. I look forward to hearing if Im a good fit for the Head of Operations position.20 Free ATS-Friendly Resume Templates Get a Bonus Template HereWhat is Jobscan?The job search system is broken and great applicants are slipping through the cracks. Jobscan makes tools that empower job seekers to get noticed, get interviewed, and get hired.Try out our toolsResume OptimizationPower EditLinkedIn Optimization

Questionable arguments

Questionable argumentsQuestionable argumentsRecruiting vs hiring. Drastically reducing a summer program would send the wrong message about a firms confidence in the future, says Chadbourne Parke recruiting chair Scott Berson but rescinding the offers of incoming associates doesnt.Trackingor trapping? The best way to wring fat from big law firms is to establish a tiered system in which new lawyers partner potential is assessed before they even begin their careers. Then the firm only has to invest resources in developing the skills of those potential partners, while other specialty lawyers receive less pay to do lower-level go-nowhere work. Does this cutting-edge system sound familiar?Virtual intimacy. Want closer relationships with your clients? No need for in-person socializing computers are the way to go. According to Legal OnRamp founder Paul Lippe, Web 2.0 technologies (of which Twitter is just one) actually offer the best way to reestablish Intimacy.- posted by vera

Keep Engaging Top Employees As Economy Improves

Keep Engaging Top Employees As Economy ImprovesKeep Engaging Top Employees As Economy ImprovesKeep Engaging Top Employees As Economy Improves FennIts tough to put a positive spin on a recession, but for many small business owners, a punishing economy meant access to a talent pool that would have been completely out of reach in better times.As larger companies slashed head count, savvy smaller firms were able to scoop up top employees faster than you can say severance package. But as the economy improves, will these seasoned employees be tempted to seek out greener pastures?After all, small companies can rarely compete with big firms when it comes to compensation.The good news is that a fat paycheck alone is rarely a reliable zurckhalten incentive. As it turns out, many of the most effective retention strategies are not only accessible to entrepreneurial companies, but are also easier to implement in small firms than in large ones.Invest In Employee Development.Employees who signed on with you because they were unable to get a job at a large company are most likely to jump ship when big firms start hiring again. In those instances, management needs to be even more aware of employees professional goals, and provide them opportunities to develop and grow, says Tom Brown, director of CFO Services at Pacific Crest Group a human resources consulting firm in Larkspur, CA. This might consist of a special training class, access to a networking group, or travel to a conference or seminar. It also might entail entrusting the employee with greater responsibility, or accelerating the timing of promotional opportunities.The idea is to send the message that youre invested in your employees future and that youre willing to tailor your program to their specific needs.Be Flexible.Large companies, where productivity is measured largely by face time, are notoriously inflexible. Small companies have the ability to be flexible and to customize, says Michael Alter, CEO of Sure Payrol l,which offers payroll and human resources services to small companies. You may find that some of the folks youve hired may want more flexible hours - like leaving at five to coach their kids soccer team, working four days a week, or working at home part of the week.Remember that flexibility isnt accommodation it can be a highly effective productivity and retention if used correctly. Set guidelines, establish goals, get the right technology in place, and make it clear that a flexible schedule works only if the companys benchmarks are being met. Make sure you offer flexible work arrangements to all employees to avoid any appearance of favoritism.Create a Team Environment. People have more difficulty leaving their friends, so if you create a team environment, its harder for them to leave, suggests Lori Dernavich, who has her own leadership development consulting firm in the New York metro area.Young employees, particularly, are extremely team-orientedand are most productive when work ing on projects in groups.But even if thats not how your company is structured, you should think about social events that foster team spirit. You can do more activity-oriented retreats, says Dernavich. Right now, philanthropic events are very popular, so you might see if you can get people at the company to help organize volunteering.And dont underestimate the value of having fun when employees from all departments of your company work and play together, they forge stronger bonds with one another and with your company.Align Incentives with Retention. Lots of companies are offering sabbaticals after a few years, says Michael Alter.What youre trying to do is lock someone in for the longer term.Allowing an employee to spend, say, a month trekking in Nepal may sound extravagant, but weigh it against recruiting and training a new employee and it looks like a bargain. Alter also suggests offering company trips, with spouses or significant others, after a few years of service. Its not just the reward thats important, he says. Youre creating an event memory that they wouldnt normally have, especially if you let them take their family. You might also consider smaller rewards that are tailored to employees interests, such as concert tickets or a night at the ballpark.Stick to Your Core Values.You cant expect employees to stand with you unless they know where you stand.A company should never change aspects of the core values because of economic times, says Michelle Roccia, a senior vice president at Winter Wyman, a staffing firm in Boston. For instance, if youve been committed to employee training and tough times force you to cut back on formal schrittes, you need to find creative alternatives. Start peer learning and mentorship programs, suggests Roccia, establish a brown bag, learn-at-lunch initiative taught by managers and in-house specialists, explore online opportunities, or band together with business partners to train each others staffs.Remember that the best rete ntion program starts the minute a new employee walks in the door. Think of ways to tell them how their role fits into the big picture, and make sure they feel theyre part of the company, suggests Dernavich. Communication is huge part of retention people will leave if they feel they arent contributing.

Learn What an Engineman Does in the Navy

Learn What an Engineman Does in the NavyLearn What an Engineman Does in the NavyIn the Navy, an Engineman operates, services and repairs internal combustion engines used to power ships and most small craft. This rating (which is how the Navy refers to its jobs) was first established in 1917 and re-established in 1948 when the Navy consolidated several mechanic and machinist jobs. Engineman is categorized as Navy Occupational Specialty (NOS) B110. Most enginemen work with diesel engines. Enginemen (EN) also operate and maintain electrohydraulic controllable pitch propeller systems and steering engines, refrigeration and air conditioning systems, air compressors, desalinization plants and small auxiliary boilers. Enginemen perform their duties in surface ships, not submarines (theres a separate rating for submarine work). Despite the somewhat outdated title, the Engineman rating is open to both male and female sailors. Engineman Duties in the Navy These sailors align fuel, water, a nd air piping systems and oversee the operation of diesel engines, which are used to power ships and generate electricity. They clean and maintain the diesel engines and corresponding ship partes such as propellers, gears, and air compressors. Other big parts of the enginemans job include operating and maintaining desalinization plants used to make fresh water from seawater, operating and servicing refrigeration plants and air conditioning systems and replacing parts used with diesel engines and gas turbines. Enginemen are also tasked with tracking repairs and keeping records and reports of any engine maintenance. Working Environment Enginemen work in engine rooms or shops which, at times, maybe warm and noisy. They may also work outdoors aboard small craft. The work performed is sometimes physical. Although enginemen often work closely with others, they may also be required to work alone with limited supervision. Qualifying and Training To be eligible for this rating, youll need a suitable score on the Armed Services Vocational Aptitude Battery (ASVAB) tests. A combined score of 195 on the verbal (VE) arithmetic reasoning (AR) mechanical knowledge (MK) and auto shop (AS). Alternately, you could qualify with a combined 200 in the VE, AR, MK and assembling objects (AO) segments of the test. Youll spend the usual eight weeks at Navy boot camp in Great Lakes, Illinois, and 14 weeks in A-school. Theres no Department of Defense security clearance required, but you need to have normal hearing. Also, Navy enginemen should be able to work in indoor and outdoor environments and be able to work as part of a team. Knowledge of power tools and mechanical devices is helpful. Sea/Shore Rotation for This Rating First Sea Tour 60 monthsFirst Shore Tour 36 monthsSecond Sea Tour 60 monthsSecond Shore Tour 36 monthsThird Sea Tour 48 monthsThird Shore Tour 36 monthsFourth Sea Tour 48 monthsForth Shore Tour 36 months Note Sea tours and shore tours for sailors that have completed four sea tours will be 36 months at sea followed by 36 months ashore until retirement.

Why Deloitte CEO Cathy Engelbert was named WNBA commissioner

Why Deloitte CEO Cathy Engelbert was named WNBA commissionerWhy Deloitte CEO Cathy Engelbert was named WNBA commissionerCathy Engelbert made history when she was named one of the Big Fours first female CEO. Shes made more history with the WNBA.The Deloitte CEO was hired as the commissioner of the WNBA on Wednesday, making herbei the first person to hold the new position, which was previously only had a title as president.Engelbert, whose headed Deloitte since 2005, replaces Lisa Borders, who stepped down as WNBA President in October. Engelbert takes over during one of the most pivotal times in the leagues 23-year history as its currently in labor negotiations and in the midst of a rebrand to reinvigorate interest.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreI wanted to do something different, something with a broad womens leadership platform, and something I had a passion for, Engelbert said in a QA with the WNBAs website. This was a really good match where I thought I could bring my geschftlicher umgang leadership skills for over three decades to the WNBA and really drive a platform for these women, the owners, coaches. Im really excited and it was just a really good match. Hopefully, well be something where my business leadership skills and my womens leadership platform that Ive been able to build for the past couple of decades will be very much of use.Engelbert said she wants to bring the same passion shes had in her past endeavors to the new position, which starts on July 17 when her term as Deloittes CEO comes to an end.She captained both the college basketball and womens lacrosse teams at Lehigh.Cathy is a world-class business leader with a deep connection to womens basketball, which makes her the ideal person to lead the WNBA into its next phase of growth, said NBA commissioner Adam Silver said in a statement. The WNBA will benefit significantly from her more th an 30 years of business and operational experience including revenue generation, sharp entrepreneurial instincts, and proven management abilities.With Cathys hiring, we wanted to signal to the broadest possible audience that the WNBA is a major league and that she has the same status as the heads of other U.S.-based sports leagues.The WNBAs current collective bargaining agreement ends on Oct. 31, after the leagues players opted out of the current agreement last season. In an attempt to rebrand itself, the league snatched up ATT as its top sponsor while creating a new logo and inking Nike as its uniform supplier. The WNBA also announced an agreement with CBS Sports Network to broadcast its games last month.We have world-class athletes, most of them are college graduates. The voice they can have, the strength of their convictions and their voice, Engelbert said. Obviously we live in a divisive society. Why not the women of the WNBA, that voice, especially at a pivotal time around wome ns leadership where theres a lot of conversation in the marketplace around how important it is to have role models, to thrive in a mans world that everyone talks about.Deloitte announced it had elected Joseph Ucuzoglu as its new CEO in March.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

The Fundamentals of What Should a Resume Look like Revealed

The Fundamentals of What Should a Resume Look like Revealed Attempt not to go over two pages, even if youve got plenty of experience. Even in case youve been working for many decades, you should attempt to continue to keep your resume to 2 pages if at all possible. Leave comfortable margins on the webpage and make certain that everything is neatly aligned. One of your key goals with writing a resume is to produce the document effortless to read. The Nuiances of What Should a Resume Look like Even as a firefighter, you must have a basic comprehension of computer usage. In terms of font type, the greater your degree of responsibility, the more probable it is you will use a serif font (including Times New Roman, Garamond, or Palatino). What Should a Resume Look like Although there arent many differences between the CV and the resume the principal difference can be found in the length. Even if youre just beginning your aviation career, we can provide help. Occasionally a fr iend with just a little distance will have the ability to find weaknesses that you cant. If youre in the center of a career shift, attempt to include things like the critical factors as much as possible. Make sure the summary ansicht is customized depending on the work description if you wish to catch that recruiters eye. If youve been sending out resumes for jobs and not getting any results, the reason may well be the sort of resume that youre sending. The next thing you ought to include in your resume is all of your prior jobs. The very first thing should show what job youre applying for then followed by your schooling together with your credentials and skills in addition to the preceding jobs youve had. First of all, employers wish to understand if youre qualified for the job. You should convince a prospective employer to purchase. Once an employer is experiencing a hoard of resumes, he will probably pick those that LOOK finest before starting to read. An expected employ er would like to find results, and they have to see them quickly. The Tried and True Method for What Should a Resume Look like in Step by Step Detail Keep in mind, your resume should always emphasize the skills, experience, and accomplishments which are fruchtwein relevant to your job objectives. Your resume ought to be focused, concise and emphasize achievements and techniques that fit the job which youre applying for. In case you have some college but no degree, you can list the college and the plan of study. At exactly the same time your qualifications cannot be strong without a proper resume. Since a resume isnt only employed for applying for internships and jobs, its critical to receive one going since you will probably need it when applying to colleges too. A typical college application doesnt always provide a student room to highlight all her or his accomplishments and experience. You might also think about writing a profile summary rather than a work objective--parti cularly if you are an experienced professional with five or more decades of experience. Job descriptions will provide you with clues to the keywords which are most important to employers. According to the newest trends, HRs are taking a look at your LinkedIn profile initially and just then scan your resume. First thing you ought to keep in mind is that the resume needs to stand out. Ask a detail-oriented friend that will help you proofread. Its very probable that you do not understand what your resume is saying about you. Therefore, if youre hoping for an interview, its crucial that your resume be an impressive one. If you may use a computer, and are familiarized with Microsoft Word, then you need to be in a position to do just fine. Many also have a minumum of one spelling error. Resume ought to be kept easy and crispy.

Checking Job Seeker References - Spark Hire

Checking Job Seeker References - Spark HireIts no secret that references are an important part of the job search for job seekers. In fact, references can make or break a job seekers chances of getting the job. As a hiring manager, you are already well aware of this. You may have had what you thought was a great job seeker, but when you called up their references you werent so aya anymora. The call you make to the references of job seekers is important and you have to be ready to ask the right questions.Before you pick up the phone to contact your job seekers references, take a moment to read what you should be asking these past employers and how you can get the most information on this job seeker.Personal ReferencesBefore you even start gathering references from job seekers, you should specify what kind of references you require. Even though some companies allow job seekers to use personal references, you should only be asking for past employers. If you open up the field to personal references, then you cant be 100 percent sure who you are speaking with and how valid the information they are giving you is. If you are looking to hire for an entry-level location, then the access to past employers is difficult- or non-existent. In this case, you can accept references from past educators, volunteer managers or internship leads. These contacts will provide much more information than personal references. On top of that, you can be more sure they are legitimate.Avoid Close-Ended QuestionsMuch like in interviews with job seekers, when you are calling references you want to be sure to ask questions that will give you rel answers. When you ask candidates questions that can be answered by a simple yes or no, then you arent truly gathering any information from them. The same goes for references. You should ask open-ended questions- that is, questions that require more than a yes or no to answer- so you can gather as much information as you can.Dates of EmploymentAs a hirin g manager, you are likely well aware of the possible issues that can arise from taking a reference call for a past employee. If you say the wrong thing you may find yourself in legal trouble. So when you are the one asking references for information on a candidate, you want to be sure you stay on topic. The first question you should ask is about the job seekers dates of employment. With this you can be sure the job seeker is telling the truth. By the same token, you should ask references for the candidates job title and their role. What did they do for the company? Is it what they stated on their resume? In a rough job market, job seekers may be more apt to embellish on past jobs. Check up on this and be sure what they have on their resume is all true.Why Did They Leave?Its important to find out why this job seeker left their former employer. Were they let go due to financial struggles the company faced? Did they leave because they found a better job? Were they fired? The answer to these questions can give you a wealth of information on job seekers, so be sure to ask. If they were fired, it is up to the reference to decide if they want to tell you why.What Were Their Strengths?Its easy for job seekers to tell you what they think their strengths are. When you ask references of job seekers though, you may get a very different answer. Ask this past employer what your candidates strengths were to see if they align with what you need out of this position and what the job seeker told you in the interview. Do they match?Did They Fit in with the Corporate Culture?As you already know, hiring for corporate culture fit is very important. If you make the wrong hire and the employee fails to mesh well with the corporate culture, you may have to rehire. That can cost you thousands of dollars. So be sure to hire for fit and ask a candidates references about their experience with the corporate culture of the company. What was the corporate culture? Did they fit in? Why or why not? This can be very valuable information in your hiring process.Other questions you may want to ask are on the candidates punctuality, work ethic, motivation and attendance. These are dependent on you and what you need, of course, but can be very helpful in your decision making process. Just be aware that some employers might be hesitant to answer questions of such detail for fear of saying too much or giving too much of their opinion on the call. When employers do this, they open themselves up to possible legal issues with the job seeker.What are some questions you ask references when you are checking them for job seekers? Do you go beyond employment dates? Let us know about it in the comments section below

6 reasons youre not getting hired and how to fix them

6 reasons youre bedrngnis getting hired and how to fix them6 reasons youre not getting hired and how to fix themFinding a job is not an easy task. Its especially frustrating when youve sent out resume after resume and havent landed the dream job youve been working so hard for. It may be time to reflect on the real reasons youre not getting hired and how you can fix them so you can finally land a job you love.1. Youre overqualified or underqualifiedRecruiters and hiring managers expect your experience, strengths, and skills to align with at least 1/2 - preferably 3/4 - of those listed in the job posting. So honestly ask yourself, are you applying for jobs that are above your area of expertise? Or are you beginning to feel desperate and just about ready to accept any offer, even one well below your pay grade?Solution It is your job as the candidate to show how your previous experiences line up with those outlined in the job posting. Use language found directly from each individual jo b posting, then relate it back to your own experiences and skills before applying. If your resume doesnt clearly show how youre a good fit, youre not going to get calls.2. Your resume needs some TLCWith recruiters only spending a handful of seconds on the first pass of a resume, your resume game needs to be on point and immediately catch their attention.Solution Start your resume with a brief summary that quickly highlights how youre the perfect fit for the company and position. Use the remainder of the page to focus on the value and results you have delivered over the course of your career. A majority of this should be done using accomplishments.3. Youre submitting your resume and not doing anything elseSubmitting your titel letter and resume is not enough. Every application you submit should be coupled with extensive company research and networking, as networking accounts for upwards of 85% of new jobs.Solution Each time you apply for a job, seek out five people at the company who hold similar positions to the one youre applying to. Send a friendly message and dont be afraid to reach out to them by setting up a networking call or coffee meeting to learn more about the company and the work they do. You have nothing to lose and might just get yourself a reference - or job.4. Youre networking passively or overly aggressiveSending your resume to a recruiter or hiring manager with the message, Attached is my resume. Please let me know if you have any positions available is passive networking.Proceeding to then connect with them on multiple forms of social media outside of LinkedIn is overly aggressive networking - and honestly just a bit creepy.Solution You need to play an active role in your job search. Networking takes time, energy and effort as you work to develop two-way relations. As a job seeker, you need to put in just as much work as the recruiter or hiring manager.Follow the companies you are interested in working at and reach out to employees to get a real glimpse into the companys morale. And dont be creepy5. Youre in need of some honest feedbackIf youve followed all of the above steps and still arent landing interviews, youre likely in need of some honest feedback.Solution Seek out a mentor or coach who can give you the advice you need to hear, not the advice you want to hear. While family and friends can serve as great support systems, they are not the objective lens you need. A mentor or coach can work with you to identify obstacles and remove roadblocks during your job search.6. Youre blaming it on bad luckWhile luck is involved in any job search, the role it plays is small. A vast majority of job search success comes down to hard work and effective job searching methods.Solution Focus on the aspects of the job search you do have control over - updating your resume and cover letter, leveraging LinkedIn and networking, seeking out mentorship and coaching, and preparing for your interviews.Kyle Elliott, MPA, CHES is the Care er Coach behind CaffeinatedKyle.com where he helps people find jobs they LOVE (or at least tolerate). He loves coffee (if you couldnt tell), writing, and eating the same thing at different restaurants.

How to be more execution-focused as a leader

How to be mora execution-focused as a leaderHow to be more execution-focused as a leaderA leaders job is to keep the kollektiv on track. You focus on hitting deadlines and executing projects without losing focus or getting lost in the weeds of decisions, communications and logistics. The ability to execute in this way is critical for every leader.In fact,Jack Zenger and Joseph Folkmanfound that senior managers ranked execution first on a list of 16 must-have leadership skills, as they explain in an article forHarvard Business Review.The good news is, you and your kollektiv can improve on execution and become more execution-focused without working extra hours, suggests Zenger and Folkman. Instead, use the following ideas to make small changes within your team and yourself, allowing everyone to do what they need to meet deadlines and stay on track.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreE mpower your team to make decisionsWhen you provide the training, resources, information and the necessary level of trust for employees to make decisions in their spheres of influence, you teach them how to be responsible and accountable for executing on their own.This allows your team to be more creative, industrious and solution-oriented because they dont need to wait for approval from you to execute when theyre ready. Cisco does this with actionable accountability, which empowers employees to act, while holding everyone accountable to specific, measurable criteria.Kevin Bandy, former senior vice president and chief digital officer of Cisco,explains, To enable actionable accountability, establish clear measurement criteria based on roles and responsibilities. Then enable people to act and challenge the metrics to align to a new business model allowing them to measure that progress.Bandy continues, By developing a core managerial and organizational competency of actionable accountab ility, you will unleash and direct the power of your most vital asset - empowered employees.When you think of meetings Think 20% or 22 minutesThere are many good reasons for meetings - to communicate as a team, check-in on projects, brainstorm on new initiatives and more. However, if more than 20% of office hours are spent in meetings, employees have less time to perform their actual jobs, explainsGeorge Deeb, managing partner at Red Rocket Ventures. When employees are tied up in meetings, they have less time to take action and execute, and its your job to make sure thats not the case.To avoid this execution roadblock, Deeb suggests scheduling a one-on-one meeting with each of my direct reports, one meeting with the person managing me and one meeting with my peers to collaborate on needs between departments - keeping those meetings within the 20% margin. To keep track of the time spent, put all meetings on your calendar. At the end of the month, you can tally the time you and you r team spent in meetings and adjust accordingly.If youre still struggling with this challenge, try the 22-Minute Meeting, an idea that came fromNicole Steinbokat Seattle Ignite 9. The idea is simple schedule meetings for just 22 minutes - not 30, not 60. The value being that when youre on a time-based deadline, youre more likely to be productive, leading to less time wasted, and more work done.To make this work,Steinbok recommendsthe following processSchedule the meetingSet a goal-based agendaSend materials 3 days ahead of the meetingStart on timeStandNo computers, except for the presenter and note-takerNo phones, no exceptionsFocus Note off-topic commentsSend notes and action items ASAPThis is a major shift for many, so it may be wise to start with just your team. If you find youre spending less time in meetings and more time executing on plans, bring it to the rest of the company as a simple and free growth initiative.Fine-tune your team communicationA critical element of executi on is communication. While this seems obvious, most companies are not prioritizing internal communication. In the2017 State of Workplace Communications report, two-thirds of respondents had not received a budget increase for communication-supporting technology in recent years. Whats more, nearly one-fifth said that the biggest hurdle was getting senior leadership to see internal communications as a priority.To bring execution to the forefront, you first have to do so with communication, starting with goal-setting and aligning on company priorities - two factors that directly affect your ability to execute successfully. If you cant get leadership on board with new communication technology or internal communication initiatives to make this possible, theres still a lot you can do, with little to no budget, to improve communication among your team.Use the free tools available to youOnline chat tools like GChat make it easy to stay connected with employees consistently. To be execution- focused, you need to be able to move fast, and having a tool for immediate communication at your fingertips allows you to do exactly that.Tell storiesTheCenter for Creative Leadershipsuggests using stories, when applicable, in your communication with employees. CCL notes When you tell a good story, you give life to a vision, goal, or objective. Telling good stories creates trust, captures hearts and minds, and serves as a reminder of the vision. This is a valuable tool for you to encourage employees to act and ensure the project, plan or goals stay top of mind.Encourage feedbackYou can only get better if you know whats working and whats not working for your team. Make feedback a two-way conversation, allowing employees to improve, along with yourself. Set one-on-one feedback meetings each month or each quarter to build this into your team culture.Be creative in your presentationCommunicate your strategy and needs in a variety of different ways. Emails, for instance, can get overlook ed, and someone may be out of the office on the day of your kick-off meeting.Clearpoint Strategyshares an example of how Canon got creative with this Canon USA created Strategy in Action Canon Americas Strategy Playbook. This playbook featured a color-coded version of the corporate strategy map and was designed by a graphic artist who had worked for USA Today. Find ways to incorporate creative ways to communicate.Be more execution-focused as a leaderThe bottom line is this Employees should regulate themselves to meet the demands of their positions. Teams should communicate regularly and consistently. Meetings should be productive, not wasteful. And you should orient everyone, not toward the abstract finish line, but first toward the concrete steps that are needed to arrive there. Use these ideas to take the first steps toward an execution-focused mindset, both for you and your employees.This article originally appeared on SmartBrief.You might also enjoyNew neuroscience reveals 4 rit uals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How the Best Recruiters Communicate

How the Best Recruiters Communicate How the Best Recruiters Communicate As a recruiter, youre often a candidates first touchpoint with a company. Youre the first opportunity for an employer to make a good impression, yours is the first hand that a potential employee shakes, and youre the first ambassador of an employers brand.Because of all this, your ability to communicate well can be the difference between establishing a new relationship or losing sought-after talent. With that in mind, heres a roundup of tips based on recent research into how the best recruiters communicate.Ditch Phone Calls Start TextingThe most effective recruiters use modern communication methods such as text messaging and social media, and this has a huge effect on their companies bottom lines.At TextUs, we recently did an in-depth study of how staffing firms communicate with candidates to identify how their communication styles relate to their business growth. We polled 45 staffing firms including some of the biggest in the country and compared companies that anticipated nicht weit davon entfernt sein growth in the coming year (50 percent) to those that anticipated slow growth (5 percent).What we found welches astounding. We expected to find that faster-growth firms communicate differently from slow-growth firms. What we didnt expect was that the impact would be so huge.Heres a review of our findings1. More than75 percent of respondents believe text messaging is an effective form of communication for their company.All firms, on average, had similar perceptions about texting. Whether their companies were growing fast or slow, respondents said that SMS text messaging- improves speed of sales and sales productivity compared to email only- reduces candidate response time- and improves candidates experiences with their brand.But despite behauptung shared perceptions, fast-growth companies use texting much mora often.2. Fast-growth firms communicate through SMS texting and social media. S low-growth firms use phone and email.The fastest-growing agencies use SMS text nearly three times more than slow-growth ones. They also use social media almost five times more. As for phone and email fast-growth firms use these traditional forms of communication much less than slow-growth firms.3. Fast-growth firms use text messaging in a much more personalized way, and candidates like it a lot better.Fast- and slow-growth firms also use text messaging differently. Slow-growth firms tend to use text as they might use email they blast texts or send mass, impersonal messages.In contrast, fast-growth firms personalize their text messages. They use texts to sell jobs, confirm references, offer shifts and confirm shift changes, send reminders, and converse on other daily matters. As a result, candidates respond more positively to text messages from the fast-growth firms.Be a Social ButterflyIn our study, social media was another key differentiator between fast-growth and slow-growth staf fing firms.We arent the only ones to observe this. In a recent Jobvite study of recruiters and hiring managers, 44 percent of respondents said social recruiting increased both the quality and quantity of candidates. Thirty-four percent said it improved the time-to-hire as well.But beware. Not all social media platforms are equal. Top recruiters focus on using each platform for what it does best. In the Jobvite survey, 95 percent of respondents said they use LinkedIn to search for and contact candidates. However, they rely on Facebook and Twitter to showcase their employer brands.Think Like a MarketerStrong recruiters think like marketers. This approach is effective because candidates judge best-fit by researching a companysemployer brand.CareerBuilder found that 91 percent of candidates say a potential employers brand plays a big part in whether or not they apply to a job. Whats more, 68 percent will accept a lower salary if they have a positive impression of an organizations employ er brand. This goes to show that, sometimes, the potential for a good relationship is even more important than the bottom line.Be Quick and ResponsiveAs withany relationship, the connection between recruiter and job seeker requires consistent, reliable communication.Bullhorn recently asked more than1,300 recruiting industry professionals what makes a successful recruiter. The top five traits were all related to communication (in fact, one was communication)PersistenceAbility to listenTenacityAbility to follow-upCommunicationSpeed of follow-up is also crucial 49 percent of companies hire recruiting firms out of the need to fill positions quickly.As a whole, these results show the importance of effective, relationship-focused communication in the recruiter-candidate relationship. Theresultsprovide valuable guidance about which strategies will help you attract todays top talent. So get out there and start communicating like the best of them