3 Steps to Kick Off Your Executive Job Search

3 Steps to Kick Off Your Executive Job SearchSometimes getting a good start with an executive job search can be challenging. Its often difficult to know which steps to take to make sure youre finding the right employers and lages to apply for. While every job search is unique and there is no specific template available that ensures an executive job search will flow perfectly, there are some steps you can take to start on the right track. Here are three to consider1. Know the Specifics of the Position You Want At the executive level, its possible that you qualify for a number of roles, possibly in more than one industry. However, like any project you have initiated that ends successfully, your job search requires a narrow focus. A great way to acquire this focus is by getting specific about the position you want, including the industry youd most like to pursue if you have more than one option available.2. Choose Ideal EmployersAfter youve identified the position youre looking for, tak e time to identify ideal employers youd like to work for. Think about your overall career goals, including where youd like to live, which organizational culture you are most suited for, and even whether you hope to retire from your next employer. Then begin researching employers that can meet your ultimate career objectives, while determining whether you can meet their goals for the positions theyre offering. Finally, compile a list of about 15-20 companies or organizations that you feel will meet your needs.3. Identify Key Decision Makers and Company IssuesOnce youve compiled your list of employers, begin to target your audience by locating key decision makers in each company you expect to work closely with if hired. Also, closely examine the issues your chosen companies have faced in recent months or years that you would like to address.Taking these steps can help you to determine who you need to connect with if you choose to inquire about positions, or outright apply for jobs wit hin the specific companies youve targeted. These steps can also help you to create resumes and supporting documents that will help you score the interviews you want.Its important to remember to brand your resume before applying to each new position for more information on branding check out my recent article 5 Key Areas to Target When Branding Your Resume. You can also get additional job search and career related advice by checking out our blog or following us on Twitter GreatResume.

How Moms Can Support Each Other At Work A Story From The Trenches

How Moms Can Support Each Other At Work A Story From The Trenches When we had our first child, I welches shocked by how hard it welches to be a parent. Where are the public service announcements informing us of the trials and tribulations of being a new parent? In my new role, my daily goal welches to brush my teeth each day and hope to even take a shower. This welches a big change for me, as historically, my goal was transforming organizations to better meet their customers needs. My client was now a 9-pound dictator who didnt know how to negotiate and wasnt willing to follow my processes, although she was very cuteStarting the parenting journey was hard enoughnow I had to return to work, freshly showered and with clean teeth every day At first (and still today), I was struggling to figure out how to make everything work without feeling totally overwhelmed and failing at everything. Did all new moms feel this way? Was it my level at work? Was it is my job? Was I losing my edge?I sta rted to ask other new moms how they were doing. It was the worst best-kept secret Everyone was struggling, but no one was openly discussing it. I invited a few women at my workplace to a conference call to share some ideas for making it work, what they were struggling with, how we could help each other, etc. And, I said, Feel free to forward this invitation to other moms. This call became the start of the Mothers on the Move (MoMs) group, which currently has 200+ new moms and even a few dads.We meet monthly and continue the vision of helping each other. Equally important, we have become the voice of the needs of parents at Accenture. Weve asked for numerous things to help make easier choices between our families and our jobs. We asked for more maternity leave, and it was doubled. We asked for more backup care when we need coverageit was doubled, and we got an extra week the year a baby was born. We asked for help for nursing moms on the road, and we got breastmilk shipping services. The list goes on and onbut, it was clear, when this group spoke, leadership listened. Our leadership team now actively seeks input from our MoMs group to generate new and fresh ideas.This journey into being a working parent has taught me many things, but there are three important lessons that I would like to share1)Everyone finds being a new parent hard. Add a second child, and smoke will come out of the top of your head2)No one cares if you have baby vomit on your suit jacket or have your hair in a ponytail, as long as you show up and give it your all.3)Most importantly, if you dont tell people what you need and where you are struggling, youll never get the support you need to be successful. No one says no to a new mom trying to find her way in the working world.A version of this article was originally published here.Fairygodboss is committed to improving the workplace and lives of women. Join us by reviewing your employer

Will A Second Job Put Your Career at Risk or in Overdrive

Will A Second Job Put Your Career at Risk or in Overdrive According to a recent study by the American Psychological Association,reported on Aol.com, 48 percent of women and 43 percent of men feel they are under paid, which is no surprise given the fact we are at the back end of the recession during which many employees have seen pay freezes or below inflation pay rises. In fact, according to Worldatwork the global average 2.2 percent pay hike that the world saw in 2009 in the dark depths of the recession was an unprecedented low. So with substantial pay rises out of the question, many economically squeezed workers are looking at alternative sources of income such as a second job with studies showing that around 5 percent of the workforce may be moonlighting (or performing second jobs). But, there has in the past been a negative association with moonlighting with it being seen as a little illicit and being born out of economic desperation. But, it doesnt always have to be this way, as if done well, moonlighting can not only boost your income but be a stepping stone to a better life and career. And so how can you moonlight in an effective and career enhancing way?Call me boring, but to start with you need to check your employee handbook and make sure you comply with any company procedures around taking a second job so you dont put your main job at risk. If your employer has reservations on you taking a second job you could use this as an opportunity to open negotiations for a pay rise, promotion or additional hours within your current place of work.You should be aware that you will most likely experience a 50 percent decline in productivity after you have worked 40 hours in a week and there will be a general decline in productivity after you have overworked for four weeks in succession. Youll also be at greater risk of abgeschlagenheit. This burnout risk can be reduced if you r second job is materially different to your main job. Lets say you work at a desk with figures all day, then your second job might involve you working outside doing something more manual. Working in a different field is a good political play too, as there is much less chance of a conflict of interest occurring with your current employer.So, there is no doubt that doing a second job can boost your income and help you reach your financial goals in the short term, but its not a sustainable long-term strategy to work 50-60 hours a week, as you are likely to burnout and damage your health. This is why I believe that there should be a wider plan to your moonlighting, e.g. you are doing it for a few years to achieve a known goal, which should be that you dont have to hold down a second job. This means that you could be acquiring experience or training in a new job area where you can eventually earn more money you are getting more money to fund an entrepreneurial business venture to buy a home, etc.The point is that working a second job is really only a temporary strategy and should not be considered a long-term approach. It should ideally be a tactical tool to enable you to reach a short/medium term goal or to get into a position where you dont need to work in a second job.

Sample Letter to Send for Employment Loss

Sample Letter to Send for Employment LossSample Letter to Send for Employment LossLooking for a sample sympathy letter that you might send or email to a colleague who has lost her job?Your goal with a sympathy letter is to let the individual know that you care about her and want to help. How you offer to help will depend on your relationship with the part and your own contacts and experience. You can offer to help in a number of ways depending on the skills you bring to the table. Share Job Openings If you are aware of an opening that might fit the talents, skills, and experience of the person, refer her to the job opening or the employer with the opening. Share Contacts If you know your colleagues work well enough to admire it, you can offer the name, number, and email of contacts who might have jobs available. Share contacts only if you believe the individual is qualified and a good employee. Serve As a Reference If you are familiar with the persons work, you can offer to serve as a business reference. If you are not familiar with her work but are familiar with her values, character, and strengths, you can offer to serve as a personal reference. Introduce Your Colleague to Your Network When an individual loses their job, whether they were fired or laid off, they often discover that their main network is comprised of people in that specific industry who are doing the same or a similar job. Especially if your colleague is looking for a career or location change, introducing her to your network of contacts is a kindness. Offer to Review Her Resume and titel Letter If job application materials are a strength of yours, offer to review hers the first few times she applies for a position. A second pair of eyes is helpful in preventing errors at a time when her applications need to be on-target and error-free. Provide References in Social Media Employers are increasingly using social media as a tool in employee selection. Positive references h elp a potential employee stand out from the crowd of applicants. Professional colleagues are keeping in touch on sites such as LinkedIn where your colleague can also participate and network in groups that relate to her career field. (If shes not on LinkedIn or social media, take her to lunch and talk about why social media is important.) Offer to Get Together to Talk About Her Job Search Sometimes a colleague just needs a sympathetic friend, but she may also find it helpful to talk about her job search. Job searching ideas from the experience of friends and colleagues can help an unemployed person find a job faster. Refer Your Colleague to Helpful Sites Online If you have a favorite job site such as Indeed or SimplyHired, refer your friend. You can also send her to helpful sites online such as this HR site and The Wall Street Journal Careers site. With these thoughts in mind, here is a sample sympathy letter for job loss. DateDear Rashida,I was so so sorry to hear that you l ost your job. I know that you enjoyed it and felt as if you were contributing and having a positive impact on children. Layoffs are never expected or desirable.I want you to know that I am here for you. Lets have lunch this week so we can talk about how I can aid your job search. For sure, I can serve as a reference. Your work at the family center was outstanding and I have missed you as a colleague.Id be happy to take a look at your resume and be a second pair of eyes as you apply for various jobs. We can talk about other ways that I can help you when we get together. If nothing else, I can recommend you in social media and share my favorite job search sites.Once we talk and I know what you are looking for in your next job, we can see if there is anything else that I can do to help. In the meantime, Ill keep my eyes open for openings similar to the job that you had.Let me know a good day this week for lunch and we can get together. You are not in this job search mode alone.Warmly,S arah

How Important Is Continuous Training to Your Employees

How Important Is Continuous Training to Your Employees How Important Is Continuous Training to Your Employees Managers have a lot to concern themselves with on a daily basis the bottom line, employee engagement, and of course, customer satisfaction. Amid all that busy day-to-day activity, one critical area might be falling by the wayside continuous training and employee development.A dedicated training program can impact everything from recruitment and retention to performance. Unfortunately, not all companies dedicate sufficient time and resources to employee development. Some employers feel that developmentis simply too expensive, while others are concerned that mora time spent developing employees is less time employees spending doing their actual jobs.These are valid concerns, but below, well show that continuous trainingis anessential element of performance managementthat can provide a great return on investment while improving overall productivity.Continuous Training Attracts Great EmployeesIf youre looking to recruit the best and brightest, a focus on continual training is a great place to start. According to one study, 39.3 percent of respondentsname growth as a top consideration when evaluating a new job prospect. This stat is further supported by Gallups assertion that, increasingly, millennials viewindividual jobs as development opportunities.A defined and well-considered development program plays a large part in building a companys image and reputation, which can spread and attract employees who are eager to learn, grow, and flourish withthe business.Continuous Training Can Improve Employee LoyaltyContinuous training can helplower voluntary turnover rates. When you actively invest in your employees and their futures, employees will feel more loyal and more inclined to remain with the company. Regular training doesnt only make employees feel more valued, but also more competent and confident in their roles. This, too, can make employees less likely to jump ship for your competitors.Continuous Training Highlights Areas for ImprovementTo help youremployees become all they can be, you need an accurate and up-to-date picture of what their strengths and weaknesses are. Continuous training allows managers to evaluate employees more accurately, which in turn helps them foster improvements in areas where employees could benefit most. This means all employees willreachhigher levels of performance. Common mistakes resulting from a lack of skills or knowledge will occur less often, and your company will benefit from a stronger workforce.Continuous Training Can Improve Standards of PerformanceWhen an employee receives regular training, they are simply better able to do their job. They are more skilled, more aware of workplace processes, more confident, and more knowledgeable of their industry - all of which push them to perform better both now and in the future. Continuous training also keeps employees informed of new industry trends an d developments, which will help position your company as a leader in its field.Continuous Training Promotes Employee SatisfactionLast but certainly not least, continuous training has been strongly linked to employee satisfaction. Employees who are given development opportunities feel supported, valued, and appreciated. As human beings, very few of us are happy to stand still we are driven to progress and grow. If we are denied this opportunity, it isnt long before we become bored and disillusioned with our careers, regardless of how well-paid we might be.- When considering a continuous training and development program, HR executives and managers alike should keep in mind the needs of the organization, focusing on skills that are most likely to have a direct impact on employees job performance. Succession planning should also be considered. If a top executive needs to step aside, you will want to have a previously trained and already prepared employee ready to fill the space left beh ind.It is also wise to incorporate personal development objectives into your workplace culture. Personal development objectives are measurable, attainable objectives that help employees reach certain milestones in their development, such as gaining a particular skill or increasing their knowledge of a certain area. Employees should be encouraged to take ownership of their objectives, which should be regularly revisited and reviewed.By taking the above considerations into account, you will slowly but surely develop a company culture that values, supports, and encourages training and advancement.Stuart Hearn is CEO ofClear Review.

5 steps to outshine your competition in a job interview

5 steps to outshine your competition in a job vorstellungsgesprch5 steps to outshine your competition in a job interviewAn interview is a business transaction wherein the objective of the hiring manager (the person who has the authority to hire) is to make a selection among job candidates called in for interviews. A candidate has two challenges first, to convince the hiring manager that he is the ideal candidate for the position, and second, to outshine the others (i.e., the competition for the job). Following are several suggestions.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreFirst, prepare for the interview by working with a seasoned interview coach. An interview coach can practice with you certain mock-interviewing techniques, thereby helping you to not only answer difficult interview questions but also recognize traps and avoid saying the wrong things. As an interview coach, I need no l ess than five hours to get someone ready for the big test. If the result is to get the job, then the fee paid for such a service is merely a drop in the bucket.Second, prepare your SARBs situation/action/result/benefit. These are short vignettes about your experience, describing for the interviewer how you solved problems on the job and the results and benefits to employers. They are the tools you bring with you to the interview. If presented well, the examples will convince the hiring manager youre the right person for the job.Third, research the company. Spend some time in the public library investigating as much as you can about the company. You cannot overdo this aspect of the job search, and neither should you underestimate the importance of showing the interviewer you understandon either a macro- or micro levelthe issues the company faces. Knowing details about the company improves the cultural fit-factor.Fourth,use your personal connections via LinkedIn, Facebook, and Twitter to discover as much information as you can about the people youre going to interview with. While doing that, attempt to find something in common with them. This is very important, because people are known to hire candidates with whom they can build a relationship even during the interview process.Andfifthand last but not less important, make sure the position youre interviewing for aligns with your own needs and desires. Consider your skills and attributes and traits. Evaluate the organizations work environment, the commute, the compensation, and the benefits. Pay attention to your gut feeling. If it feels good, make sure you clearly show your enthusiasm. This is what the hiring manager wants to buy.This article originally appeared on Personal Branding Blog.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

10 Ways Holiday Parties Can Help Your Job SearchOr Hurt It

10 Ways Holiday Parties Can Help Your Job SearchOr Hurt It10 Ways Holiday Parties Can Help Your Job Search- Or Hurt ItTheyre heeeere. All those invites to holiday parties. Work parties. Neighbor parties. Family parties. Friend parties. So many parties. And while it might be tempting to sit them out, or go only for the food and festivities (reason enough), there are a few compelling reasons why going to holiday parties can help your job search- or hurt it if youre leid careful.Here are five ways holiday parties can help your job search1. They can help you practice your conversational skills.Even if you dont go into every conversation with an agenda to advance your job search prospects, every single person you speak with is a chance to practice and improve upon your conversation skills. Get used to asking a lot of questions, using active listening techniques, and remembering peoples names.2. They can offer an opportunity for you to ask questions and learn sohonigweinhing new.Even if yo ure at a party where no one works in an industry or job youd actually want, you can ask general questions that will help your job search. Spark some ideas for your own job search by asking things likeHow did you find your last job?What are the strangest job interview questions youve been asked?Have you ever hired someone? What makes a person stand out to you?3. They are a great opportunity to meet new people and network, network, network.If youre in the middle of a job search, youve probably heard a million times that networking is the cornerstone of success. And thats because its true. But holiday parties provide a unique time to network without all the schmoozy, awkward conversations. Everyone is in a festive mood, so turn your networking into a bit of fun by striking up conversations with people you wouldnt normally talk to. Dont think of it as networking, so much as spreading holiday cheer.After each party, within a day or two at the most, connect with the people you met on Link edIn. As the holidays fly by, it wont be easy to remember all the new people youve met, but LinkedIn is a great way to keep track of them. Be sure to personalize the generic message requesting them to connect with you. Include where you met them and your interest in whatever you chatted about.4. They can be a great place to set up future coffee meetings or informational interviews.The holidays are a great excuse to reconnect with former colleagues and mentors, or to connect with new people. When you run into old contacts at holiday parties, or make new ones, be sure to invite them to coffee the following week. Or, if you meet people whose jobs or companies are of particular interest to you, ask them if theyd be game to do an informational interview with you. If you run into any past colleagues with whom you worked well, ask if theyll be a professional reference for you. The holidays bring out peoples generosity, which is great for your job search.5. You can use the party to make a g reat first impression on future potential managers or colleagues.Make sure you bring your best self to these holiday parties, because you never know who youll meet, and how they might play a part in your career in the future Act and dress in a professional way, and limit your alcohol consumption. And make a (positive) lasting impression on everyone you meetWhile the above can all be very beneficial to your search, there are also a number of ways a holiday party could actually hurt your job search, so be sure to steer clear of these oops moments.Here are five ways your behavior at holiday parties can hurt your job search. 1. You talk about yourself too much.It happens a lot- youre nervous, youre not sure what to say, and you end up talking about yourself rather than asking people about themselves. Practice asking questions before you go to any holiday parties so youll have a mental list to pull from when youre particularly nervous. Or engage in group conversations where youre less li kely to feel pressured, and you can listen to other peoples questions and answers.2. You run into a former employer or manager with whom you didnt have a great relationship.Like an old boyfriend, we all have a former employer that gets our blood boiling. But a holiday party is not the time to take your former employer or manager to task. If you want to vent a little bit in friendly conversation, refrain from using specific company names or the names of managers and colleagues with whom you didnt get along.3. You spend the whole time complaining.When a job search runs through the holiday season, you can feel doubly stressed. Holiday parties, however, are not the place bring up your financial troubles or your flailing search for a new job. Keep your conversations light and positive, no matter how difficult that seems.4. You ask people for a job.Even if this were an actual networking event, its never appropriate to explicitly ask someone for a job. Doing so can make you come off as an entitled, unprofessional, or worse, desperate person. Its fine to strike up conversations with people who might be able to help you out in the future (of course, thats once youve established a mutually beneficial relationship), but this isnt the time to put anyone in an uncomfortable spot by asking for a job or help getting one.5. You get drunk.No article about networking at holiday parties would be complete without this note dont get drunk The thing is, we dont actually think that most people who become the drunk guy at a holiday party actually plan to be that person. The nerves, the awkward conversations, the festivities, the lights- its a perfect situation to drink more than you realize. If youre going to drink, alternate your glass of wine with a glass of water, or challenge yourself to see how long you can nurse one cup.