Is your brand proactive or reactive? | Brand-Yourself.com Blog

As an employer, I am always looking for the right talent for my team, and one of the most important traits I look for in my employees is that they have a proactive approach to life and work. For me it is not only important that the people I work with are proactive, but also that their personal brands tell the people around them that they are proactive. So, why is this?

A proactive person takes initiative and asks herself “How can I do this?” rather than “Will I be able to do this?”. This might seem like a small difference, but let´s look at an example of how this can make a huge different:

Anna is working on a project and encounters some problems. If she is reactive she will in the best case turn to a colleague to get help to solve the problem in a way that has already been done, over and over again. If she is proactive, she could try to find a novel way to solve the problem, one that has never been tried before but might yield better results than the traditional method. If she still is in doubt, she might make a list of suggestion of which different ways one can approach the problem before presenting it to the colleague or manager and asking for advice.

A study by Time magazine found that employees on average just got 11 minutes of efficient work done before being distracted by an e-mail, phone call or verbal interruption from a manager or colleague. These interruptions counts for 2.1 hours of every working day, including the time to recover the train of thought following an interruption. According to the study, it took an average of 25 minutes to return to a task after being disturbed.

Another part of being proactive is anticipating a client’s needs before they even realize what exactly it is they need. An exceptional employee keeps her eye on industry trends, the calendar and the clients’ competitors to bring ideas or services to the client before they request them. Being proactive could also include imagining new ideas and solutions for the client, the co-workers and the managers.

As an employer that has my team working close to the clients, it is very important that we can anticipate and act (not react) to what will come, and also show that we are proactive people, taking responsibility for our work and the outcome of what we do.

Are you proactive, and do you communicate that you are responsible for the results and outcomes of your work?

Ola Rynge is an entrepreneur with a passion for the personal development side of personal branding (covered in this blog) as well as the application of personal branding and social media for entrepreneurs and small businesses (covered in The Rynge Blog).

His company, The Rynge Group specializes in market oriented small business and idea development, including social media strategies and implementations.

Follow Ola on Twitter, LinkedIn & Facebook.

via blog.brand-yourself.com

Posted via web from AndyWergedal

Quick link to 273,000 mission-critical employment opportunities

Meant to assist a wide-ranging target market of people looking for work, policy creators and agency management, Where the Jobs Are identifies nearly 273,000 mission-critical employment opportunities which will be available in the us government from October 1, 2009 through September 30, 2012.

Top Areas Where the US Government is Hiring

• Medical and Public Health
• Security and Protection
• Compliance and Enforcement
• Legal
• Administrative/Program Management

Here is where you can go for a more detailed breakdown of exactly hiring projections in each area.

The job opportunities include many professions, are in cities all over the US and abroad, and have recently been described by the government agencies as essential to performing their service to the American people.

This specific employment survey, carried out by the Partnership for Public Service with support from Aon and Monster Government Solutions, includes 35 federal agencies employing at least 1,000 full-time, permanent employees. Every one of the survey participants with the exception of the Government Accountability Office, a congressional organization, is in the executive branch.

In order to better advise potential job seekers regarding available opportunities, Where the Jobs Are summarizes the occupational categories where hiring will take place, identifies the employing agencies, and projects how many jobs that needs to be filled in every classification.

Additionally, each agency is profiled with details on its mission, staff demographics, hiring priorities and selection plans, work and retention bonuses. The particular “For Job Seekers” section also gives basic details and resources to assist prospective candidates seek out federal government careers.

The study may also be incredibly helpful to agencies, supplying supervisors with a wide-ranging viewpoint on government-wide hiring requirements in addition to appropriate details which will improve their own workforce planning for mission-critical careers.

More to the point, the questionnaire provides an opportunity for agencies with comparable hiring needs to pool their particular resources and come together in the recruitment, intake and education of new employees.

The official job search site for working for the US Government is USAJobs. USAJOBS is the Federal Government’s official one-stop source for Federal jobs and employment information.

via theemploymentguy.com

Posted via web from AndyWergedal

Sell, Don’t Brag During Your Job Interview | EmploymentDigest.net

If you have managed to secure a job interview then you need to start doing some serious preparation. With unemployment levels sky high the chances are there are a good number of competing applicants and you need to do all you can to set yourself apart from them. You need to start focusing on your career history to date and importantly all the key achievements and milestones you have reached.

Think about the things you have done well in your previous roles. Perhaps you secured a major new client, or brought about a cost saving initiative. You may have been praised by a line manager for good customer service or have perhaps been recognised for outstanding attendance levels. It’s things like this that you need to bring to the attention of the interviewer, but be careful how you do it. There is a fine line between bragging and selling. You need to sell yourself, that’s for sure. But avoid bragging or you will come across as insincere or even arrogant. Your achievements should also be truthful and importantly, believable. Do not exaggerate figures that can be easily checked. It is amazing how many job applicants make extraordinary claims about things they have done in previous jobs. The reality is that if they had stuck to the facts, rather than embellishing them, they would have had a far greater chance of success.

Try and make a note of your key achievements, and set a limit of around three. Three will be plenty to discuss and again is much more believable than a long list. When considering these achievements prepare the following:

- A list of 3 key achievements

- A list of 3 key sills

- 3 things you think you are good (or even great) at

- 3 things that you are proud of.

By working through this list and speaking about it out loud before the interview, perhaps with a friend or family member, you will start to feel confident and comfortable talking about these things. Remember, the interviewer more than likely does not know you and they will never know about what you have achieved (and therefore what you can bring to their company) without you telling them. Just remember to Sell, not Brag!

Author Lindsey Watson is a Webmaster of a wide variety of online specialty shops including a very popular site with advice on finding great Jobs Vacancies. Visit http://www.jobsvacancies.org today.

via employmentdigest.net

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reCareered: Why Employers Look For Purple Squirrels

A purple squirrel is a C#, SQL, and ASP.net developer, who has financial markets experience, and speaks German. His brother (also a purple squirrel) is a Financial Analyst with SAP FICO, Hyperion, Excel Macro, and VBA skills, Pharma experience, and has done some market research.

As you can see, purple squirrels are hard to find, which is one reason they are so valuable to companies and recruiters.

5 ways to successfully transform yourself into a Purple Squirrel:

1. Describe close accomplishments and experiences - Don't lie. Instead use the hiring manger's language to describe describe even minor projects and responsibilities that may solve employer problems.(see: http://recareered.blogspot.com/2010/03/job-seekers-tell-your-readers-wift.html).
2. Describe even your minor accomplishments confidently - Don't use words like proficient (signifies minimal experience), light, minimal when describing your experience. Why make yourself look "light" when you don't have to?
3. Describe Accomplishments over experiences - Whenever possible, describe what you accomplished, rather than what your job responsibilities were. This allows you to demonstrate what you did outside of the day-to-day of your job.
4. Understand underlying problems: The more information you have at understanding why the hiring manager wants a purple squirrel, the better you can be at describing your own background to fit the employer's needs. First you have to understand the needs.
5. Don't stretch: If you only have 2 out of the 3 major requirements, don't waste your time. With the number of people looking today, the company will find someone with all 3. Instead, spend your time chasing opportunities where you are a fit.

via recareered.blogspot.com

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Quick ways to stay motivated in your job search - Secrets of the Job Hunt Career Podcast

The average job search in the U.S. is 4-6 months and slightly shorter in Canada. Dismaying statistics.

Keeping up your motivation to spend another day gathering leads, making contacts and polishing your hiring package can be daunting, never mind the constant rejection. Do yourself a favour. Be kind to yourself in this competitive job market and don't abandon your search altogether.

However, here are some quick strategies to stay motivated and competitve:

1. Focus on what is going well rather than not well. As a career coach who is certified in solution-focused interviewing and counselling, I really believe in seeing the positive in any situation. "Solution-talk" is replete with positivity. For our purposes, this means really identifying your successes, however small. Did you make another cold call in person today? Did you persuade a decision maker or influential person to set an informational interview with you in the next week? Did you step out of your comfort zone to try something completely different in your job search, as in using the telephone or tapping into the hidden job market strategically?

These are all small successes which add up to dividends in your job search. Write them down. Post them on your fridge. Celebrate and revisit those small successes for a later day.

2. If you are losing motivation, ask yourself, "Is my self-talk preventing me from reaching my goals?" Self-talk refers to the endless ream of messages that may consume your brain and drive negative behaviour. Self-talk can be positive or negative. It's simply your choice.

Replace your "old" self-talk (negative self-defeating beliefs?) with "new self-talk," Talk back to yourself positively. Despite the evidence and commonality of a long job search these days, be honest with yourself in evaluating your job search activities. Is your negative self-talk valid? Are you negative beliefs reflecting the whole picture of what's going on during your job search?

3. Ask yourself," What do I need to change to move forward in my job search? How important is change? Identify any roadblocks you may have and replace them with possible solutions.

4. Focus on achieving your goals. Motivational speaker and multi-millionaire Brian Tracy emailed me an article today on seven goal-setting questions we need to ask ourselves repeatedly. In my opinion, one of them was particularly meaningful to a successful job search:

"What have you always wanted to do, but been afraid to attempt? Fear is a common emotion to experience in a job search, especially a prolonged one. (Just today a client admitted only at the end of our first meeting that she was afraid. Very common). This question helps you see more clearly where your fears could be blocking you from doing what you really want to do. "

What's my favourite goal-setting question of all time?

"What would you do if you knew you could not fail?" Wow, a powerful question that elicits so many possibilities. And that what staying motivated means in a job search. Envisioning possibilities of what MORE you could do to maintain your energy level and pursue your job search.

5. Kick your BUT's (roadblocks again)

Has your brain pumped produced this negative self-talk:" I want to work BUT...."

Replace that statement with "I want to work AND...."

Perhaps earn more money, have more responsibility or gain credibility in your industry or chosen field.

Remember, unemployment is temporary. Maintaining your motivational level can be a permanent strategy in your personal and professional life.

Melissa Martin, bilingual career coach and ebook author, How to use social media in your job search

www.careercoachingbyphone.com

Follow me on Twitter @ravingredhead or on Facebook: melissacynthiamartin

via secretsofthejobhunt.com

Posted via web from AndyWergedal

99Tribes: Expand Your Twitter Tribe

Georgina earlier today detailed the method she uses to find new contacts on Twitter, but if that doesn’t suit you — perhaps you’re looking for something a bit more automated — there’s 99Tribes, a fun “discovery engine” for people on Twitter. The idea behind the service is that you can expand your own “tribe” by finding people with similar interests and following them.

Start by entering a term into the site’s large search box (suggested terms pop up as you type) — hit enter and it returns a list of Twitter users who match your result. Hovering your mouse pointer over a user will display their bio information and number of followers, while clicking on a user takes you to their Twitter page.

If that was all there was to it, 99Tribes would be no more interesting than any of the many other Twitter directories that are available. But you can refine your search further, by adding filters to it. Down the left-hand side of the search results page, 99Tribes lists filters that you can use to find the people with interests who most closely match your own. For example, you could start a search with “tech,” then refine it to specify people who are interested in “tech,” “apple” and “iphone.” The results are dynamic, so you can keep adding filters until you find a group of people (a “tribe”) who closely match your interests.

The search part of the app is great — it’s quite a fun way to look for new people to follow on Twitter, clicking on different filters and seeing who pops up. However, there are aspects of the app that I don’t like. In order to add yourself to the directory, you need to grant 99Tribes read and write access to your Twitter account, then tag yourself with up to five interests. It’s unclear to me why it needs that access in order to add you to the directory. Plus, once you’ve joined, it sends out a tweet from your account without asking — a practice that I find objectionable, as I don’t like spamming my friends.

To be truly useful, 99Tribes will need to increase the number of users it has in its directory, as the search results are still somewhat limited. And annoying users by sending out tweets without asking them isn’t going to help. If, like me, you don’t like the idea of granting 99Tribes access to your account, I recommend sticking with the search part of the app, and not adding yourself to the directory.

How do you find new people to follow on Twitter?

via webworkerdaily.com

Posted via web from AndyWergedal

TheWiseJobSearch: Interviewing the Interviewer!

Most people, when interviewing for a new job, forget the process is supposed to be a 2-way street.

It’s as important for you, as a candidate, to determine if the job, the company, the culture, and the work environment is right for you as it is for the company to determine if you’re right for them. You do yourself no favors by accepting an offer for a job that is not a good fit. It will make you miserable, your employer dissatisfied, and likely not end well.

In order to make a rational judgment as to the fit, you must have your criteria figured out in advance. Very often, when you’re in the middle of an evaluation process, it’s easy to rationalize all the things that don’t feel right to you because you want a job, any job, so much. Having a list of criteria that you created before you’re in the heat of the process helps you tremendously in determining if this role is a match, or not.

Then, it’s up to you to ask the questions, and do the digging necessary to see how well the position and the organization matches your list. No one, no company, and no position will ever be perfect. However, you will be much more aware of what fits and what doesn’t, and make wiser choices.

Possibly, due to your financial situation, you may need to take an offer you know is not a great match for you in order to pay the bills. However, in that situation, at least you are going in with your eyes wide open instead of deceiving yourself into believing you’re taking your dream job and find you’re disappointed later. Most people want to believe that any new job they take is the ‘perfect’ job for them. Know if that’s the case for you before you jump in.

So how do you determine the fit?

First, create your list.

Take the time to truly determine the things important to you…

- What kind of physical work environment suits you best?
- What characteristics are important to you in a Manager / Supervisor?
- What management style enables you to do your best work?
- Do you thrive on office politics or whither in a highly political environment?
- What are your true “values” in your job or environment?
- Do you work better as an individual contributor or as part of a team?
- Are you looking for mentorship or an opportunity to be a mentor?
- Are you ready to step up to new responsibilities or still need time to develop?
- How far are you willing to commute to work each day?
- Do you work best in a very structured environment, or with a great deal of freedom?
- Are you looking for an opportunity to be creative, or work within established guidelines?
- Do you like the buzz of a downtown position, or like outlying locations better?
- Do you prefer an environment that allows you to build relationships easily?
- Do you prefer an environment where people tend to keep to themselves?
- Do you prefer a role with a lot of contact with others, or one where you work on your own?
- Do you want to work for a company that is socially responsible, or meaningful in some way?

These, and many other questions help you craft an ideal for your personality, work styles, and preferences. Once you have your criteria, you can be much more deliberate in the interview process.

Interviewers respect and expect questions that seek out answers to those kinds of questions. A good hiring manager will appreciate your desire to determine the fit for you as much as they are determining your fit for them. They want a good match… from both perspectives.

Throughout the process, ask questions at appropriate times like…

- Describe the group I would be working with?
- How would you gage if someone has been successful in this role 6 months into it?
- Where do you see someone successful in this role going next?
- What personality characteristics tend to be most rewarded in this organization?
- What’s the difference between successful people here and ones that only get by?
- Would you say this is a very structured environment or not… can you give me examples?
- What, if any, leadership traits are you looking for in this role?
- How would you describe the company’s values?
- What do you enjoy most about working here?
- What surprised you most after you started working here?
- Tell me about your own path in the company.
…and many others.

Depending on your personal criteria, your questions will vary based on what’s important to you.

Asking these questions throughout the process has multiple benefits…

- They provide the answers you need to make an informed decision.
- It distinguishes you from other candidates that don’t ask those introspective questions.
- It shows you are thoughtful and gather good information in your process.
- It shows you’re not just desperately seeking any new job.
- It shows a sincere interest in knowing about the company, the role, and the people.

These are all good reasons to make sure you’re interviewing the interviewer as much as they are interviewing you!

via thewisejobsearch.com

Posted via web from AndyWergedal