Job Search Strategy Research (2)

Job Search Strategy Research (2) This is a seven post series describing what a job search strategy looks like. What a Job Search Strategy Looks Like Job Search Strategy: Assessment (1) Job Search Strategy: Research (2) Job Search Strategy: Presenting Yourself (3) Job Search Strategy: Project Management (4) Job Search Strategy: Interview Strategies (5) Job Search Strategy: Project Update (6) The second step of Hannah Morgan’s six step job search strategy  is Research. Check the image below for reference.  Weve gone through the Assessment stage, and we have a better grasp on who we are and what would be ideal for us.  Weve spent some introspective time and weve been real honest with ourselves.  Now its time to take that information and figure out what opportunities align with what we just came up with. Research Industries and Trends: Whats going on in the world? What industries are changing (automotive electric cars; energy sustainable; technology cloud solutions; commerce online, healthcare ???, etc.) and what opportunities can we identify?  This would be a perfect time to do a SWOT Analysis and/or a Porters Five Forces Analysis (google those, I learned about them in my MBA classes). Research Alternative Job Titles: Before my job search I had been a General Manager, but my environment changed drastically and I started looking for jobs as a Business Analyst or a Project Manager.  That is what I knew. As I found those jobs on job boards, I learned about a role I hadnt heard of before, but it was a perfect fit for me: Product Manager.  This is a time to expand your vision a little and be open to other titles that you would enjoy, or excel at, or be able to grow into. Research Target Company (Identification): Now that weve narrowed down the industries and positions, lets find some companies that match those. Who is hiring, growing, who has a need, who has a great culture and can provide the lifestyle and projects and opportunities?  Talk to people at those companies and get an idea of what it was like there. Think: Information Interviews.  Remember, a job search is not a one-sided affair, where the company has all the power. You decide if you want to spend most of your waking hours at this company keep your eyes wide open as you do company research. Research Key People to Know: Now we have the companies picked out how are you going to network in?  This concept implies who have a target inside well usually start with a department or a title. Using LinkedIn and what we learn from our informational interviews, we should easily be able to identify key people, learn about them, and even get introductions to them. Doesnt this feel like a focused, targeted job search, instead of the spray and pray method that just leads to frustration and depression? This (and the previous) step remind me of the legend about the lumber jack (or Abe Lincoln, depending on where you got your story) being asked about cutting down trees.  Something along the lines of If I had seven hours to cut down a tree, Id spend six hours sharpening my ax.  In Steven Coveys 7 Habits book, he saved the sharpen your saw for Habit #7 but notice in practice, were putting it up front. The result of this step is that we will have a focused list of companies and contacts that well work on approaching, networking with, etc.  When another industry or company (or person) comes along, we can quickly determine if they should be on our list and proceed appropriately, instead of being distracted by every thing that comes our way and feeling like we need to give equal attention to everything.  This focus helps us know where to spend our time and effort, the conversations we should have and pursue, and and really know that we are moving in the right direction (even when we are unsure of ourselves). Job Search Strategy Research (2) This is a seven post series describing what a job search strategy looks like. What a Job Search Strategy Looks Like Job Search Strategy: Assessment (1) Job Search Strategy: Research (2) Job Search Strategy: Presenting Yourself (3) Job Search Strategy: Project Management (4) Job Search Strategy: Interview Strategies (5) Job Search Strategy: Project Update (6) The second step of Hannah Morgan’s six step job search strategy  is Research. Check the image below for reference.  Weve gone through the Assessment stage, and we have a better grasp on who we are and what would be ideal for us.  Weve spent some introspective time and weve been real honest with ourselves.  Now its time to take that information and figure out what opportunities align with what we just came up with. Research Industries and Trends: Whats going on in the world? What industries are changing (automotive electric cars; energy sustainable; technology cloud solutions; commerce online, healthcare ???, etc.) and what opportunities can we identify?  This would be a perfect time to do a SWOT Analysis and/or a Porters Five Forces Analysis (google those, I learned about them in my MBA classes). Research Alternative Job Titles: Before my job search I had been a General Manager, but my environment changed drastically and I started looking for jobs as a Business Analyst or a Project Manager.  That is what I knew. As I found those jobs on job boards, I learned about a role I hadnt heard of before, but it was a perfect fit for me: Product Manager.  This is a time to expand your vision a little and be open to other titles that you would enjoy, or excel at, or be able to grow into. Research Target Company (Identification): Now that weve narrowed down the industries and positions, lets find some companies that match those. Who is hiring, growing, who has a need, who has a great culture and can provide the lifestyle and projects and opportunities?  Talk to people at those companies and get an idea of what it was like there. Think: Information Interviews.  Remember, a job search is not a one-sided affair, where the company has all the power. You decide if you want to spend most of your waking hours at this company keep your eyes wide open as you do company research. Research Key People to Know: Now we have the companies picked out how are you going to network in?  This concept implies who have a target inside well usually start with a department or a title. Using LinkedIn and what we learn from our informational interviews, we should easily be able to identify key people, learn about them, and even get introductions to them. Doesnt this feel like a focused, targeted job search, instead of the spray and pray method that just leads to frustration and depression? This (and the previous) step remind me of the legend about the lumber jack (or Abe Lincoln, depending on where you got your story) being asked about cutting down trees.  Something along the lines of If I had seven hours to cut down a tree, Id spend six hours sharpening my ax.  In Steven Coveys 7 Habits book, he saved the sharpen your saw for Habit #7 but notice in practice, were putting it up front. The result of this step is that we will have a focused list of companies and contacts that well work on approaching, networking with, etc.  When another industry or company (or person) comes along, we can quickly determine if they should be on our list and proceed appropriately, instead of being distracted by every thing that comes our way and feeling like we need to give equal attention to everything.  This focus helps us know where to spend our time and effort, the conversations we should have and pursue, and and really know that we are moving in the right direction (even when we are unsure of ourselves).

Resounding Resume & Writing Services Can Be Beneficial

Resounding Resume & Writing Services Can Be BeneficialFor a multitude of companies, a resounding resume & writing services team can be an essential part of their sales process. With the increased demand for an integrated sales support and customer relationship management (CRM) program that tie together both sales and marketing functions, many companies have found themselves with no choice but to outsource these jobs to a company with the required skills and capabilities.If you're hiring a resume writer for a project, be sure to make certain that you are actually hiring a recruiter. Recruiters and hiring managers tend to be trained in sales and marketing techniques, which will not serve your purposes well when dealing with resume writers.One problem that you'll most likely find yourself dealing with when dealing with a resume writer is where to start. People can have very different ideas about what is necessary to include in a resume, and how much thought goes into the creation of one . This is why you'll want to hire a firm that specializes in sales and resume writing.A resume services team will offer the resources you need in order to create a persuasive resume. This will save you time and money, as they can craft your career application in a way that most appeals to your employer, and impress them enough to land the job.To make sure that your resume stands out, you should hire a professional to write it for you. It is a good idea to hire a group that works exclusively with professionals, since this ensures that your resume is done correctly. Many companies that outsource these kinds of services will then be able to make sure that your resume is what it is supposed to be -- legible, professionally finished, and professional in its approach.In addition to the actual writing of your resume, a resume services team can also provide proofreading services to ensure that your resume is not riddled with spelling and grammatical errors. Proofreading services can be inva luable for writers who may not be proficient in English, as they can point out many of the common errors that end up on resumes.Resume writing can be frustrating at times. A resume writing service offers a service where your resume is proofread and thoroughly edited before it is put together, so there's no longer the risk of someone simply filling in the information you provided them with.If you are looking for a company that specializes in the selling of resumes, then hiring resume services is a good option. These services can make a huge difference in how your resume is written, how effective it is, and even how your resume stands out from the crowd.

Are You Paying Enough to Attract and Retain the Best Employees

Are You Paying Enough to Attract and Retain the Best Employees As confidence in the economy returns, more organisations are looking to expand and recruit new people. Our annual salary survey has shown that this positive upward trend has also resulted in a noticeable increase in salaries across many different sectors. Why are salaries increasing? The increase in salaries could be partly attributed to the introduction of the national living wage. However, as the job market is becoming more buoyant, competition for talented employees has increased. The confidence of knowing there are more jobs available has also empowered candidates to negotiate better pay. Employers need to be prepared for this and should look to review how competitive their salary offering is. What sectors are most affected? Our salary survey looks at our core recruitment sectors of Accountancy, Financial Services, Human Resources, Office Support, Marketing and IT across the East of England. Using data from our Compare my Salary tool, we’ve seen increases in the sectors which are facing a particularly candidate short market. In the accountancy sector, salaries have remained reasonably consistent for higher level managerial positions but have significantly increased for the part-qualified market where demand is much higher. Marketing and HR positions are showing solid wage growth and salaries are increasing for both temporary and permanent office roles. The demand for skilled IT professionals has also seen pay rises across all levels and roles. How can you check if you are paying enough? Because salaries have remained fairly consistent over the past few years it is important for employers to review whether their pay remains competitive as confidence in the job market increases. 1. Benchmark your salaries There are a number of tools out there which provide a breakdown of typical salaries. For example, our Compare my Salary tool is not just there for candidates to see how their pay compares against others in like-for-like roles, it also works well for employers to benchmark the salaries they offer. 2. Ask your employees Gauge employee opinion on salaries, and associated packages, by including relevant questions within staff surveys. When any employees do leave the organisation, make sure you use the exit interview to try and understand if pay was one of the deciding factors. 3. Ask a recruitment consultant A good recruitment consultant will have their finger on the pulse of the industry they specialise in, acting as an employer’s eyes and ears in the market place. They can provide an understanding of the jobs being advertised by competitors, any areas facing a shortage of high calibre candidates and updates on any shifting trends in salaries or benefits. This valuable insight will help make sure that your organisation offers the right package to attract the best talent. Why consider paying more? Regularly reviewing salaries is an important element when it comes to ensuring that you are able to both attract and retain talented people, a key factor to achieving business growth. Attract more talent Recruiting high calibre employees is as top priority for many businesses at the moment and a competitive salary offering is one of the key factors potential employees will take into account. This doesn’t necessarily mean your salary has to be the highest offered in the industry, there are many other factors, such as geographical location, which need to be taken into account. The focus is about ensuring it is competitive and doesn’t put talented professionals off from the outset. Retain more talent Not only do employers need to consider how attractive their salaries are when looking to recruit new people, they also need to review whether they are at the right level to keep hold of existing employees. With the job market improving, talented professionals may find themselves in greater demand. Losing good employees can have a big impact on organisations. It impacts on morale and productivity and also costs money to recruit a replacement. Employers may even find themselves having to increase the salary offered to be able to attract someone suitable enough to take over the role. Should employers compete on salary alone? It’s important to note that while job market confidence has made employees more likely to negotiate their pay, candidates are still reluctant to move on salary alone. Businesses should also look for other ways to reward and incentivise employees and to keep them engaged. There is also a growing trend for businesses to be offering more attractive benefits packages to help attract and retain top talent. We’ve also noticed that more organisations are beginning to increase their involvement in CSR for the first time since the recession. Companies which can show a commitment to their local communities are particularly attractive to the millennial generation, as they are looking to work for ethical companies with responsible values. Image: Shutterstock

E-learning Trends to Watch Out for in 2018

E-learning Trends to Watch Out for in 2018 The global market sees an increased number of solutions based on the relatively new e-learning concept. What’s also new is an increasing number of smartphone users accessing the Internet, leaving their personal computers open for other things like video games or even programming. More and more powerful smartphones are appearing on store shelves each year, and with that said, it’s a continuous brag about how people enjoy using their phones more than they would enjoy using their computers. Within no more than a full year, the clearest message ever has been sent to everyone involved in the e-learning industry: a prediction of a much different future, which is coming shortly, and it involves ways people pick up new skills and share knowledge to others. Since the Internet is a completely known concept to everyone around us, we are all deep inside an online world, in which the habit of learning new things is as easy as ever. This applies not just to the younger generations out there, but to people of all other age groups, even elderly people! With the year of 2017 behind and so many innovations having already made headlines on the world’s top news publishers, a movement towards making e-learning the new mainstream method of gathering and sharing knowledge is very noticeable. Most e-learning platforms focus on smartphone users, because mobility and responsiveness are the two keywords every website is aiming for. It shouldn’t take more than a few years before e-learning courses are served to mobile devices and tablets only. Knowledge sharing platform Zeqr made an engaging infographic on a look at what trends we should expect in 2018. E-learning comes with a multitude of benefits, such as: The ability to learn anything you want, whenever and wherever Classes that are downloadable Learning at your own pace, with no restrictions whatsoever. The e-learning market is growing strong in a financial way, too, and with people all across the globe being more interested in learning new skills than ever, it seems most traditional learning forms will soondisappear Let us know whether or not you’re ready to embrace the upcoming trends of e-learning!

Resumes Books - How To Use Them To Improve Your Resume

Resumes Books - How To Use Them To Improve Your ResumeThere are many books that can be used to help people with resumes. In fact, there are many books that can be used to help people that are applying for jobs and putting together their resumes.You need to know how to prepare a good resume. You need to know the information on the resumes that is going to get a company to take you seriously when they do call you in for an interview. The good thing about finding good resumes books is that you will have the information that you need to prepare a resume.Good resumes should be filled with strong resumes. The reason that this happens is because you will not be able to show your previous jobs. These are important things that a company looks at when they are looking for employees. This means that you need to make sure that you are going to include everything that is important to get them to take you seriously.When it comes to information that needs to be included on a resume, you need to mak e sure that you know what you need to include in order to make sure that you have all of the necessary information. The information that you will need to include is your education. It is important that you have at least an associate's degree so that you can get in the door and take the job that you want.Another thing that you will need to include is the details about the jobs that you have held. This can be important if you are going to be applying for jobs in different industries. This will help the hiring manager know how you have performed in different jobs. If you have done well in one industry, they may be interested in hiring you in another.Another thing that you need to have is the key skills that you have. These should include things like the skills that you will need to carry out a certain task. This may include things like how good of a writer you are. If you have been involved in the political arena in a certain way then you may be considered for a certain type of job in that field.The last thing that you need to do is to look at the work experience that you have. A lot of people that have a lot of experience in the field that they are going to be applying for don't always get interviews. This is because they were not given a chance to prove to a hiring manager that they can handle a certain job. It can be a good idea to look into resume books to help you with this.Resume books are a great way to make sure that you have all of the information that you need to prepare a resume. They will give you the information that you need to help you when it comes to getting interviews. Making sure that you prepare a resume and that you include all of the relevant information is going to help you with your search for a job.

Mid Century Classic - You Can Control Perceptions [Guest Post] - Career Pivot

Mid Century Classic - You Can Control Perceptions [Guest Post] - Career Pivot Mid Century Classic Source Wikipedia I first heard the term “mid century classic” from a realtor on a home design program on television. She was referring toâ€"of all thingsâ€"a ranch house built in about 1957. Instead of describing it as low, cramped, and plain (as I saw it), she raved about its “clean lines, sleek styling and accessible decor.” You are what you say you are. I run into fellow baby boomers every day who describe themselves in terms that peg them as over the hill. “I don’t really get Twitter.” “I barely know how to use this stupid new phone.” “I just want to make it a couple more years until retirement.” “I need a flexible job so I can spend more time with the grand kids.” News flash, boomers: it’s time to get your swagger back! We were born in the 1950s and, in retrospect, it was a very cool era. The 50s produced cultural icons like James Dean, the Rat Pack, Marilyn Monroe and Elvis Presley. Rock ‘n’ Roll was invented. Blue jeans became the national uniform. Disneyland opened. These things are still cool today. You can be, too. Old School. Classic. Vintage. Retro. Original. All ways of saying the same thing: oldâ€"but old with swagger! “Old age and treachery will always beat youth and exuberance.” Listen to the most recent episode David Mamet Here are some tips to make sure you make the most of your classic self: Get a little thinner and a lot stronger â€" In part, what people perceive as youth is really about energy level. Fit and well-rested is appealing at any age, and great posture will make you look taller, thinner, and more confident. A smile gives you an instant facelift and makes you much more approachable. Remind yourself that beauty doesn’t disappear with age, but it does change â€" The Japanese have a term for it: Wabi Sabi. Wabi Sabi reminds us that beauty is imperfect, impermanent, and incomplete. Therefore, we appreciate objects (and people) with flaws; in fact, it’s the flaws that make them beautiful. This explains the demand for reclaimed barn wood. Its flaws, its age, and its back story all go into its unique appeal. Actress Helen Mirren, who will turn 70 this year, kills it on the red carpet. She doesn’t look like Emma Stone, and she doesn’t want to. She wears long sleeves, minimal jewelry, and trusts artful draping. She is the picture of radiant confidence. Get comfortable with technology â€" It’s not fair that our generation is being pegged as tech-averse; after all, Jobs, Wozniak, and Gates were all boomers. But the perception is there, and even the appearance of refusing to adapt to new gadgets instantly ages you. I know it’s a pain to learn every new software iteration and download endless upgrades (patience was never the boomers’ strong suit), but your professional survival depends on it. Finally, focus on what you do best and position yourself as an expert â€" Young workers are willing to try everything and hope for the best. It’s part of their learning process. “Classics” like us know what we do well after years of honing our skills. We tend to specialize and build deep expertise. Show your prospective company what they will get when they hire someone with skill and experience: a team member who knows how to lead as well as follow (and who learned both by understanding when to get out of the way!). So, remember this the next time you’re tempted to feel sorry for yourself: no one would ever choose a 2014 Prius over a 1958 Corvette as his dream car. Miles plus hip attitude beats that new car smell every time. Are you a mid century classic? About the author Candace Moody is a writer, blogger and career expert who has worked for a regional workforce development organization since 1997. She’s also an adjunct instructor at Jacksonville University’s Davis College of Business, where she teaches executive communications to undergrads. Candace has over 15 years of experience in Human Resources, training, recruiting, and assessment. Candace’s writing on employment and career issues can be found at her blog named @ Work and in her weekly column in the (Jacksonville) Florida Times Union. She also writes for several national blogs and business magazines and is frequently quoted in the media on labor market issues. Find her at LinkedIn here. Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights Check out the Repurpose Your Career Podcast Do You Need Help With ...

RAF Ranks - How2Become

RAF Ranks - How2Become RAF rankings are commissioned or non-commissioned. Commissioned rankings are for officers who have worked up the ranks from non-commissioned to commissioned or entered as officers based on education and their career background. Every individual in the Royal Air Force that starts at the beginning enters as a cadet with a pay scale of £13,000 to £14,000. Once the training is complete the cadet is provided with the entry level position as a non-commissioned enlisted person. Find out loads more here about RAF rank structure and how to join the RAF!RAF Ranks: Commissioned RanksCommissioned rankings are given positions in which the person swears to uphold the responsibilities given to them by the Royal Air Force and Government. Officer rankings are typically more administrative with different levels of command duty including the number of squadrons or enlisted members officers command.Marshal of the Royal Air Forceâ€" the highest rank available to Air Force personnel. This role is no lon ger available, as of the 90s, except to the Royal Family.Air Chief Marshalâ€" the most senior rank for enlisted officers, the ACM is the highest command of all Air Force personnel that can be achieved. It is mostly an administrative position rather than an active military roleAir Marshalâ€" a senior appointment that helps command the forces, work in administration, and typically handle officers below their rank.Air Vice-Marshalâ€" a 2 star rank in the RAF, they help the air marshal conduct their duties and help with the troops and officers below them, as well as dealing with administrative duties.Air Commodoreâ€" is a one star rank and a junior position of all air officer ranks. This position may require active military duties, with some administration. These officers are commanding, acting, and supportive staff members. The Air Commodore holds authority over all cadet organisations Salary is typically £99,000 â€" £103,000.Group Captain Salary range: £85,000 â€" £94,000Wing Comm ander Salary range: £70,000 â€" £81,000Squadron Leader Annual Pay Range: £50,000 â€" £60,000Flight-Lieutenant Pay Scale: £40,000 â€" £47,000Flying Officer Salary: £26,000 â€" £34,000Pilot Officer Pay Range: £17,000 â€" £25,000Raf Ranks: Non-commissionedThese rankings are for non-commissioned enlisted Royal Air Force positions. A non-commissioned candidate is one that is evaluated by commissioned personnel and moves up in rankings based on time in the service and abilities. These positions will include mechanical, operational, and hard work during missions.Warrant Officer pay is typically £47,000 â€" £50,000.Flight-Sergeant annual salary is between £41,000 and £47,000.Chief Technician pay scale is £37,000 â€" £45,000.Sergeant pay range is £33,000 â€" £41,000.Corporal annual salary varies around £28,000 â€" £35,000.Junior Technician salary range is £23,000 â€" £27,000.Senior Aircraftman annual pay is close to Junior Technicians.Leading Aircraftman salary range is between £19,000 and £24,000.Aircraftman annual pay is between £18,000 and £19,000.Female RankingsThe female rankings are the same in description as the posts above. For the Royal Air Force there are certain positions that are not available to women. The below is a list of female rankings available.Pay is based on the ranking, years in service, and experience of the female officer. The annual salary is the same for men and women based on equality.Air CommandantGroup OfficerWing OfficerSquadron OfficerFlight OfficerFlying OfficerPilot Officer This entry was posted in Armed Forces, Career Advice. Bookmark the permalink. Joshua Brown Royal Navy Eligibility Criteria: Become A Navy RatingApplication, Testing and Interview Advice for Fire Control Operators

Its not a sprint, its a marathon how to break out of your job search rut -

Its not a sprint, its a marathon how to break out of your job search rut - Anyone who might have happened upon my tweets yesterday will know that I am a University of Michigan fan. Yes, I graduated from Michigan, and have terrific memories of trekking to Michigan Stadium with 100,000+ of my closest friends to watch games. Today, I want to talk about Michigans new quarterback, Denard Robinson. He had an amazing start to the season. People were talking Heisman Trophy. Fans and pundits gave him credit for winning Michigans first four games where he posted amazing rushing and passing yards. In the first four games of the season, he ran for 905 yards, eight scores and threw for 1,008 yards and seven scores with only one interception. Yesterdays (34-17) loss against Michigan State was another story. Denard made three costly turnovers and ran for a season-low 86 yards. (Two should have been touchdowns instead of interceptions. Like a knife in a fans heart.) Now, everyones saying goodbye Heisman trophy and recognizing Denard as vulnerable and human instead of a superstar. Whats the career lesson here? Is it You are only as good as your last job? How about Remember, its not a sprint, its a marathon? No matter what if you are having success (or not), you need to stay on top of things to either 1) keep achieving the results you want or 2) change results that need to be different. Just as Denard Robinson needs to move on from an admittedly pretty disastrous game, if your job search isnt going well, you need to think about what you can do differently and do it. While Denard has tapes to watch and coaches to coach him on how he can do better next time, maybe you only have you and your lack of a job. Can you break out of a rut (if youre having a rut) on your own? Maybe investing in some advice is a good idea. Think about it. As a coach, I cant help but suggest that there is nothing better than good, solid, one-on-one coaching to help identify problem areas. Ive said this many times an investment in your career or job search has the potential to repay you many times. Another great option for job seekers is THE CAREER SUMMIT. Tons of career advice, all for a low price of $99 for a short time. Check it out now, before the early bird is over at the close of business today Sunday, October 10th. The topics include everything from how to think about finding a job you love, to what has changed in search, demystifying the recruiting process, online career management, interviewing and (last but not least) strategies and tips for your resume, social media profile and job search. Read more HERE or visit the site HERE to learn more. We cant all be Big 10 quarterbacks with a staff to support us, but you can access tons of great professional advice via The Career Summit. Think about it!