Who Do I Contact In A Job Search

Who Do I Contact In A Job Search My friend Mark asked this question: In laying out my job search strategy, I’m trying to devise lists of people I need to reach out to for coffee and informational interviews. So far, I’ve built a list of former prospects and clients from my last sales job. Would you have any other suggested sources you counsel job seekers to pursue? This is a great question. Reminds me of when I sat down to put together my list of contacts I was going to reach out to. Imagine me sitting at a table, pen in hand, blank paper before me. I went to write someones name, then paused and thought, no, I shouldnt contact that person, because Because that was an old customer, and it seemed like I shouldnt reach out to them (perhaps unethical to do that?) Because that was an old partner, who I had a great relationship with, but that company (kind of a competitor) shouldnt know about my termination because of competitive intelligence reasons (yes, I really thought that) Because that person would be great to work with, but I was a little embarrassed to reach out to them. Because, because, because About twenty minutes later, I had gone through dozens of peoples names in my mind, and disqualified them before I wrote any name down! Twenty minutes and still a blank sheet of paper! I disqualified all kinds of wonderful people for reasons I was really just making up. I JUST MADE UP EXCUSES TO NOT WRITE THEM DOWN! Heres what I have learned since then: DO NOT disqualify anyone at this stage. Your job is to simply write down people who you could, who you might, reach out to. This is not a legal contract. This is not a firm commitment. This is simply a list of people you might contact. WRITE EVERYONE. Even people you dont like. Just write names. Now, back to Marks question where do I get names from?   Start with categories. Mark said he already wrote down former prospects and clients. What about people that you worked with at your last company? Especially those who arent at that company anymore? What about anyone youve ever worked with? Go back one, two, three, ten companies, and list names that you can remember colleagues you worked with. Bosses, peers, people who reported to you, etc. What about your competitors? What companies did you compete against? List people who worked there in your role, or adjacent to your role. Go to at least one association or professional meetup and find a plethora of your local peers there. List them. What about your neighbors? Seriously. I know you havent had these types of conversations with them before, but list them. Dont make assumptions and excuses, just put their names down. What about people you go to church with? What about parents of kids that your kids are friends with, or go to school with? Have you gone through your LinkedIn (and Facebook, etc.) networks and listed people? Some will be useless as far as this job search goes, but be careful to not prejudge their value. The key people you want to communicate with are those who are in your space. That is, people who are in your geographical location, or your profession, or your industry. But there are plenty of people OUTSIDE of your space who know people INSIDE your space. Are you going to job clubs? Heres what I love about networking with people at job clubs: they are networking more with your prospects than anyone else around you. They should help you get the right introductions. So, start at the top level, with categories of people then write down EVERYONE. And that is how you start to make a great list. How do you continue? As you talk to people you should ask who else should I talk to, that you know? Always ask for names and introductions. And your list, and networking efforts, will grow. So will your need to use JibberJobber Who Do I Contact In A Job Search My friend Mark asked this question: In laying out my job search strategy, I’m trying to devise lists of people I need to reach out to for coffee and informational interviews. So far, I’ve built a list of former prospects and clients from my last sales job. Would you have any other suggested sources you counsel job seekers to pursue? This is a great question. Reminds me of when I sat down to put together my list of contacts I was going to reach out to. Imagine me sitting at a table, pen in hand, blank paper before me. I went to write someones name, then paused and thought, no, I shouldnt contact that person, because Because that was an old customer, and it seemed like I shouldnt reach out to them (perhaps unethical to do that?) Because that was an old partner, who I had a great relationship with, but that company (kind of a competitor) shouldnt know about my termination because of competitive intelligence reasons (yes, I really thought that) Because that person would be great to work with, but I was a little embarrassed to reach out to them. Because, because, because About twenty minutes later, I had gone through dozens of peoples names in my mind, and disqualified them before I wrote any name down! Twenty minutes and still a blank sheet of paper! I disqualified all kinds of wonderful people for reasons I was really just making up. I JUST MADE UP EXCUSES TO NOT WRITE THEM DOWN! Heres what I have learned since then: DO NOT disqualify anyone at this stage. Your job is to simply write down people who you could, who you might, reach out to. This is not a legal contract. This is not a firm commitment. This is simply a list of people you might contact. WRITE EVERYONE. Even people you dont like. Just write names. Now, back to Marks question where do I get names from?   Start with categories. Mark said he already wrote down former prospects and clients. What about people that you worked with at your last company? Especially those who arent at that company anymore? What about anyone youve ever worked with? Go back one, two, three, ten companies, and list names that you can remember colleagues you worked with. Bosses, peers, people who reported to you, etc. What about your competitors? What companies did you compete against? List people who worked there in your role, or adjacent to your role. Go to at least one association or professional meetup and find a plethora of your local peers there. List them. What about your neighbors? Seriously. I know you havent had these types of conversations with them before, but list them. Dont make assumptions and excuses, just put their names down. What about people you go to church with? What about parents of kids that your kids are friends with, or go to school with? Have you gone through your LinkedIn (and Facebook, etc.) networks and listed people? Some will be useless as far as this job search goes, but be careful to not prejudge their value. The key people you want to communicate with are those who are in your space. That is, people who are in your geographical location, or your profession, or your industry. But there are plenty of people OUTSIDE of your space who know people INSIDE your space. Are you going to job clubs? Heres what I love about networking with people at job clubs: they are networking more with your prospects than anyone else around you. They should help you get the right introductions. So, start at the top level, with categories of people then write down EVERYONE. And that is how you start to make a great list. How do you continue? As you talk to people you should ask who else should I talk to, that you know? Always ask for names and introductions. And your list, and networking efforts, will grow. So will your need to use JibberJobber

How to Use Your Professional Network for a Successful Career

How to Use Your Professional Network for a Successful Career Is networking important for building your career? The use of networking as a career-building tool is nothing new. It is possible that you may be doing it without even being aware of it. The problem is not in the concept itself but in its execution. Here, in this post, we will try to understand how to do it right. Professional networking is not about pestering people, who you have met only once, for jobs. It is not about smooth talking to all your contacts. It is not about emailing people you have not even met for opportunities or introductions. It is about nurturing your present alliances and creating new relationships. Identify the Strong Bonds You need to understand the difference between a relationship based on transaction and one based on an alliance. When an entrepreneur pays a bookkeeper to manage his business accounts, it is a transaction-based relationship. On the other hand, an alliance-based relationship is what is between you and your co-worker. A professional forms alliances at the workplace, not at business meets or cocktail parties. Remember, the individuals you work with are your allies. This may be your boss you always ask for advice. This may be a co-worker you collaborate with on a project. It is important to invest in the relationships based on alliances. When your co-worker asks for a little help with a presentation at the last minute, it is a good idea to provide it. After all, you may also need his/her help if you are in a similar situation; you never know when such a situation may arise. Diversify the Broad Connections Your immediate associates are not the only ones. While you may have close relationships with only a few individuals, you are sure to have numerous connections on a general level. These may be alumni you meet at get-togethers, business associates you meet at events or anyone connected to your professional world. The people immediately outside your inner circle are the ones you meet and interact with seldom but are on friendly terms with. These are not your alliances, but your acquaintances. It is a good idea to maintain relationships with these contacts. When you create these contacts, focus on the diversity instead of the number. It may be possible to benefit from a professional contact if he/she belongs to a related, or even an unrelated, industry. These contacts are often the ones that bring essential bits of information or opportunities that are of help in your career. Create a Healthy Balance A good professional network is not about how many contacts you have but about the quality of the contacts you have. You need to achieve the right balance between a few strong professional alliances from your field and a number of useful, friendly contacts from diverse areas of work. How does this balance help in your career? While your immediate alliances strengthen your position in the industry niche you work in, your indirect connections enhance your knowledge about the job opportunities in other fields. This ensures your chances of improvement in your present job as well as your chances of better opportunities. Know the Importance of Recommendation Another reason to strengthen your relationships with your present alliances is to leverage a recommendation or introduction they can provide. When you apply for a new job or plan to change your career, a good word from an ex-boss or a senior may prove to be greatly advantageous for you. A recruiter has to go through thousands of resumes a day to find a suitable candidate. If your resume is just another one in this pile, the results may not be quite what you expect. A recommendation, on the other hand, may make all the difference to the results. A good introduction is also important to enhance the chances of success in your career. If you know someone who can introduce you to someone they know and someone you need to know, it may be easier to build trust. Interestingly, it is often the diverse broader connections that come to use in such situations. Give to Get This, indeed, is a tall order! While it is important to understand the need of others and help them whenever possible, you need not be a saint. You need to understand that you need to take care of a relationship for it to grow. If you fail to backup a close ally at their time of need, they may not stand by you in your time of need. A little help with preparing a presentation, a little patience while listening to their trials and tribulations, a little advice for solving a conflict â€" it is the little things you do on a regular basis that add up to create a great professional network. Focus on what you can do for the individuals in your immediate professional circle to strengthen the alliances. Focus on how often you communicate with the individuals in your broader professional circle to ensure the right balance in the network. It is possible to utilise your professional network to build your career, only if you know how to do it right. photo credit: Official GDC via photopin cc 6

2020 the Year to Take Recruitment on the Road

2020 the Year to Take Recruitment on the Road Although the British unemployment rate remains at its lowest since 1975, with only 3.9% of individuals out of work, the number of vacancies remains considerable with an estimated 800,000 job vacancies on the market. With so many vacancies and few candidates, the Battle for Talent remains ruthless as companies struggle to find and retain skilled employees. As a result, the UK is facing a skill shortage, costing organizations more than £6.3 billion a year. A shortage said to grow in the coming years of Brexit. Faced with these employment circumstances, organizations need to rethink their current hiring process. But could take their recruitment on the road be the solution for attracting the best talent and reducing employee turnover? Welcome, Recruitment Roadshows Recruitment roadshows are gaining momentum as the go-to hiring tactic for attracting the best UK talent. By taking the recruitment process on the road, visiting different prime locations, recruiters can meet candidates in-person, streamline the interview process and attract talent further afield. Recruitment roadshows are ideal for organizations looking for specific skill sets, to mass hire for a new business division or to streamline their hiring process. When executed well, recruitment roadshows have the power to turn candidates into valuable employees. Here are four reasons why your organization should take your hiring on the road in 2020 with a recruitment roadshow: Expands Your Talent Search Battling the UKs skill shortage to find talented candidates that possess the right skills and experience can be a challenge, but by taking your recruitment process on the road, you can expand your search. By visiting different locations and heading directly to candidates, talent will favor your company for reaching out and making the hiring process more convenient. Recruitment roadshows also cut out the need for skype interviews from candidates further afield who may be looking to relocate. Meet Candidates Face-to-Face 45% of new hires quit their role in 2019 because their day-to-day role didnt match what they expected. As recruitment roadshows allow organizations to meet their candidates face-to-face, recruiters can communicate current job roles in-depth and in-person, preventing any job description miscommunications. Candidates can ask questions and determine whether to continue with their application, while recruiters can screen candidates if they believe they dont have the necessary skills or experience required. Streamlines the Hiring Process The number one pain point for candidates is slow feedback and delayed decision making from potential employers. While some delays are inevitable, a painfully slow or multi-tier recruitment process can cause candidates to lose interest and talent to find employment elsewhere. Depending on the set-up, a recruitment roadshow can remove the need for skimming hundreds of CVs, initial phone interviews and screens out candidates who are not right for the role or company, allowing for a more speedy yet thorough hiring process. Creates a Candidate-Centric Experience Candidates who are satisfied with their recruitment experience are 38% more likely to accept a job offer. Regardless of whether they get a job offer, applicants who are satisfied with their recruitment experience are more likely to recommend the hiring organizations to others. Recruitment roadshows are an informal recruitment tactic that leaves behind the typical hiring protocols that candidates often find overwhelming, such as waiting in reception or seeing other employees at work. Whether utilizing a roadshow truck vehicle creating an immersive experience or hiring different event spaces, recruitment roadshows are completely customizable allowing you to create a relaxed and welcoming environment that mirrors your company. With recruitment roadshows, recruiters can choose to hose experiential activities to further engage candidates and make pre-hiring easier. Activities may include icebreakers, personality quizzes or role-relevant tests to find the best. For example, a company looking to hire a developer may challenge candidates to a coding test and only choose to interview the top scorers. About the author: Dawn Ellis works at The Events Structure, which provides a range of roadshow trailers for recruitment and other applications to a diverse range of clients worldwide, including Mastercard, Amazon, Virgin, and the British Army.

Free Sample Personal Branding Magazine Issue 12 With Kathy Ireland Vanna White - Personal Branding Blog - Stand Out In Your Career

Free Sample Personal Branding Magazine Issue 12 With Kathy Ireland Vanna White - Personal Branding Blog - Stand Out In Your Career Personal Branding Magazine â€" Volume 3, Issue 4 Celebrity Spokespeople Summary Volume 3, Issue 4 is focused on celebrity spokespeople, and includes interviews with famous individuals, such as Kathy Ireland, a former model turned entrepreneur, and Vanna White, from the TV hit “Wheel of Fortune.” Celebrities are able to maximize their brand, leverage it, and even endorse products and other companies. In this issue, you will learn how to become the ultimate spokesperson for your own personal brand, and achieve success. You’ll read tips and tricks on how to turn your voice into money! Video promo Free sample issue available today Enjoy nine articles in the free sample issue, which can be found on PersonalBrandingSample.com. You’ll hear partial interviews from Kathy Ireland, Vanna White, and others. You’ll also see two articles on how to be socially responsible, authentic, and build a remarkable brand. Full issue available May 1st (paid subscribers only) The full issue will be out on May 1st, including complete interviews with major business celebrities and a combined 28 articles for your viewing pleasure. Be sure to subscribe before May 1st in order to receive this issue. More information can be found at PersonalBrandingMag.com. Features Exclusive interviews with: Kathy Ireland is an American former-model, actress, entrepreneur, CEO and designer of her eponymous brand product marketing company, Kathy Ireland Worldwide. Her companys   products are sold at over 50,000 locations in 15 countries, generating an estimated $1.4 billion in retail sales. Irelands annual take is thought to be around $10 million, which has prompted Forbes to name her the prototype for model-turned-mogul. Vanna White is an American television personality, best known as puzzle-board presenter and co-host on the long-running game show Wheel of Fortune. White also has made cameo appearances on television shows such as The Super Mario Bros. Super Show!, 227 and Full House; and in movies such as Naked Gun 33?: The Final Insult. She guest-starred on MarriedWith Children, in a gender-bending spoof of the movie Indecent Proposal. Jalen Rose is a retired professional basketball player. In college, he was a member of the University of Michigan Wolverines Fab Five (along with Chris Webber, Juwan Howard, Jimmy King and Ray Jackson) that reached the 1992 and 1993 NCAA Mens Division I Basketball Championship games as both Freshmen and Sophomores. Daymond John is a fashion designer, author, and businessman from New York. He is best known for being the founder and CEO of the fashion company FUBU. John is a Shark on the new ABC television show Shark Tank. His latest book is called The Brand Within. Leslie Scott is the creator of Jenga, the second-best selling game in the world, and the co-founder of Oxford games. One of the worlds few professional game designers, Scott spends her time in the Oxford countryside and the African plains with her two children and her husband. Dan Heath is co-author of the New York Times bestseller, Made to Stick: Why Some Ideas Survive and Others Die.   It was also a BusinessWeek bestseller for two years.   Dan and his brother, Chip, published their second book, Switch, in February 2010, which is a #1 New York Times bestseller. Harvey Mackay is the author of five New York Times bestsellers, including Swim With the Sharks (Without Being Eaten Alive), Beware the Naked Man Who Offers You His Shirt and his latest book Use Your Head To Get Your Foot In The Door . He is a nationally syndicated columnist, and one of Americas most popular business speakers. His books have sold more than 10 million copies worldwide and have been translated into 35 languages and distributed in 80 countries. Contributors Experts, authors, and bloggers such as: Shama Kabani, author of The Zen of Social Media Marketing Jamie Riddell, writer and startup mentor Lon S. Safko, author of The Social Media Bible Matt Cheuvront, blogger, Life Without Pants Tac Anderson, blogger at New Comm Biz Michael Brito, vice president at Edelman Digital Kristin Marshall, editor of social media for The Next Web Monica Hamburg, social media speaker and writer Paul Chaney, author of The Digital Handshake Special thanks to the staff Miriam Salpeter and Jessica Lewis are the editors. Selina McCusker is the relationship director. Columnists: Jay Deragon, Tiffany Monhollon, Rick Mahn, Maria Elena Duron, Vikram Rajan, Jack Humphrey, Georgina Taylor, Debbie Allen, Tim Magoon, Lewis Howes, Ivana Taylor, Silvana Avinami, Howard Sholkin and Jim Stroud. Join our Facebook fan page Thanks to our sponsors

What NOT To Put in Your C-level Executive Resume - Executive Career Brandâ„¢

What NOT To Put in Your C-level Executive Resume If youre like many of my clients, you’ve either never needed a resume to land a job, or you havent updated yours in several years. Consequently, you probably dont know how today’s power executive resume needs to look and read. Maybe you’ve tried writing or updating your resume yourself, but ended up overwhelmed by the daunting challenge of encapsulating a 20+ year career into a tidy, short document, and dissatisfied with your efforts. Here are some tips on what to avoid â€" things that if you include, could possibly sabotage your chances, and once eliminated will help you cut down on information overload. Irrelevant information Before writing your resume, you should have determined who your target audience is and what qualifications and qualities theyre looking for, so that everything in your resume is crafted around what will resonate with them. When youve determined your good-fit skill sets, strengths, values, and personal attributes, that align with your target companies needs, dont veer off course. Great as it was, dont include that career-defining achievement  from 10 years ago that has nothing to do with what your target companies are looking for in candidates. Too much contact information I haven’t included a physical address on executive resumes in years. I doubt that recruiters and hiring decision makers will take the time to write and snail-mail you a letter, and they probably don’t need to know on which street you live. And consider the safety issues of having your home address floating around out there. You may choose to just include your general geographic location (Atlanta, GA area). Most importantly, make it easy for people to get hold of you. Since you’re likely to be contacted during business hours, include a phone number where you can be reached directly during the day, and an email address that you check frequently. To avoid confusion and keep your resume header clean, include just one phone number â€" the one you’re most accessible via and will frequently check the voicemail for. Most of my clients choose their cells. Get a new email address if yours is unprofessional or in any way off-color. I’ve seen some downright offensive email addresses. Don’t turn people off before you give them the chance to consider you. And a silly, unprofessional email address may land your email message and resume in a spam filter. Set up a designated job hunting email account with an address using your first and last names. For obvious reasons, it may  not be wise to use a phone number or email address that’s connected to your employer. Objective statement Frankly, no one cares that you want a growth position that will utilize my expertise in XYZ. They want to know what you’ll do for them. Instead of leading your resume with a statement saying what YOU want from the job, start with a professional headline spotlighting the relevant key word phrases the people assessing you will be looking for. Then follow with your executive brand statement, linking your personal attributes with your value proposition, so theyll get a feel for who you are. Here’s a resume writing tip: Pay close attention to what lands above the fold on the page. The top third or quarter of page one is prime real estate. Busy hiring authorities generally allow only 10 seconds or so for a resume to capture their attention. They may go no further than that initial page. As much as possible, make this section stand on its own as your calling card. Anemic, brand-diluting phrases Imprecise, overused words and phrases such as responsible for and managed cross-functional teams dont clearly differentiate your unique promise of value to your target employers. More about which words NOT to use in my post 10 Brand-Diluting Phrases That Can Ruin Your Executive Resume. Robust words such as accelerate, capitalize, innovate, propel, and synergize hit the mark more directly and reinforce   your brand better. More about the RIGHT kinds of words to use in Executive Resume and Career Biography: 63 Robust Personal Branding Verbs. Densely packed, hard-to-read information More and more hiring decision makers review resumes on their PDAs. When they open a digital document or web page, it’s more likely to capture and hold their attention with concise on-brand, value-driven statements surrounded by plenty of white space. Shorter chunks of information (4-5 lines at most) are easier to read and will draw the reader to continue down the page. Repetitive job descriptions Don’t waste precious space in the Professional Experience section reiterating obvious responsibilities, unless they are in the form of relevant keyword phrases.  Recruiters and hiring authorities will already know the basic duties for your jobs. Instead, pack a punch by leading with your best contribution, in terms of value and benefits to the company. Does it go without saying NOT to include the following? Personal information  â€" date of birth, marital status, health etc. Hobbies â€" save those for  your bio Personal/professional references Irrelevant  certifications, professional development, awards, etc. Related posts: 10 Steps to an Authentic, Magnetic Personal Brand How to Write An Irresistible C-level Executive Brand Resume in 10 Steps How to Write a C-level Executive Career Brand Biography photo by JD Hancock 00 0

6 Core Steps to Figuring Out What You Want To Be - Kathy Caprino

6 Core Steps to Figuring Out What You Want To Be Image Courtesy of Pakorn on FreeDigitalPhotos.net In response to my Forbes, Huffington Post and AARP Work Reimagined posts, I hear one type of comment over and over again, more than any other, and it goes something like this: “I just don’t know what I want.   Despite all my efforts, I can’t figure it out what I want to do.” I find this an amazing phenomenon that so many Americans have lost touch with who and what they want to be professionally. Dont get me wrong â€" I’m not judging anyone here, because this was me 12 years ago.   I built an 18-year corporate career in publishing, marketing and membership services, and for most of it, I was outwardly successful.   But throughout it all, I was inwardly very unhappy and kept asking “Is this all there is?    I loved my family life, but my career was deeply unsatisfying.   Despite my efforts to get help to figure out what else I should professionally (I saw a therapist and career counselor, took costly quantitative assessment tests [which I’m not a fan of, by the way], etc.), I couldn’t figure out what else to do.   I finally did figure it out and forged a very fulfilling path, but it took years and some very costly missteps. After 10 years of serving as career coach and trainer to help professionals build more satisfying careers, I’ve uncovered why people are so resistant to career change.   And I’ve created a successful model with a step-by-step program to help professionals  build a career that delivers both the “essence” of what makes them happy, along with the right “form” of it to suit their financial needs, values, life intentions, standards of integrity and more. So how do we do it?   What are the six keys to figuring out what you really want? 1)   Pull yourself out of the tiny box you’re trapped in All people who are stuck feel this way because they’ve made some costly or rigid assumptions about what they need to be happy or what they’re capable of creating. These assumptions (often unconscious) keep them trapped in a tight little box with a lid that won’t budge. Some of these limiting assumptions are:   I need to earn $XXXXXX to live the life I want   My marriage or family won’t survive my making this change   I’ll be too old by the time I make this change   I don’t have what it takes to reinvent myself or even repurpose what I do   I’m a loser and a failure â€" I can’t compete   I’m too unskilled or out of touch with current trends   I have nothing important to offer   I’m not special   I’m too beat up and burnt out   Nothing else will be better How can you get out of the box?   Certainly not by yourself.   You simply can’t identify your special talents, capabilities and potential alone and in a vacuum.   And you cant solve your problems on the level of awareness that they were created.   You’ve got to involve someone else in the discussion about your life, and make it someone you respect, who’s knowledgeable, successful and fulfilled in what they do, and who doesn’t have an agenda about where you net out. Find someone today who can mentor, advise or coach you about what’s possible, and help you see what’s holding you back from identifying the power you have to make a difference, and the vast number of options that are truly available to you. If you’re trying to do this all by yourself, you just won’t make headway. 2)   Don’t throw the baby out â€" look at what IS working along with what IS NOT Many people wake up in midlife to the fact that their careers are dissatisfying and unsuccessful, and they’re so upset about it, they want to chuck the whole thing out.   Don’t make that mistake.   Conduct a thorough assessment of what you would like to preserve and maintain in your current career, and get rid of only the parts that make you feel angry, sad, frustrated, and thwarted. After all, you’ve been in this career for some time now â€" it’s not all bad.   You were attracted to it once, and you are utilizing some talents and skills that you want to continue to draw on. As an example, I spent years as a copywriter and marketing professional in publishing. I didn’t enjoy writing copy for scientific books and journals, but I was good at it.   Now, I use all of those copywriting skills daily (and enjoy them), for my own business, and as a marketing consultant helping career women, entrepreneurs and small businesses promote their brands and services. 3)   Address your problems now, before making a change I make this a mandate in all the career coaching work I do â€" that the client begin today to address and resolve what’s making them miserable in the current job or career before they leap.   Until you feel more empowered and   become more controlled, authoritative, and masterful in your current situation, you can’t expect to attract a better situation in the next chapter.   You’ve got to do the inner and outer work to earn a “fantastic” career â€" it’s not just going to fall in your lap. I’ve found that once my clients do the work to address their problems in the current situation, their challenges tend to evaporate and often they don’t need to leap to something completely different. (To learn more about how build your self-confidence, risk-tolerance, self-mastery and capabilities, visit The Amazing Career Project and download my free homework tool “Assessing and Closing Your Power Gaps”). 4)   Develop a supportive network and community that loves you I dont mean to sound like a broken record, but the reality is you cannot get where you want to in life and work if you don’t have help.   No matter where you are in your career, you need people to help you launch to the next level.   Start building a more powerful network of loyal colleagues who admire and appreciate you and would be more than happy to help you do what you want.   There are many ways to develop a community that will support you, including utilizing LinkedIn fully, offering endorsements and testimonials to people you respect, attending association and networking meetings of professionals in your field, reaching out to former colleagues who you admire, taking a class with other exciting, like-minded professionals, and the list goes on. (Here are a few helpful resources  my free LinkedIn Primer  and Resume Guide to get you started.) 5)     Build your personal brand and tell your story well Before you can figure out what you really want and get it, you have to know who you are and tell a compelling story about yourself.   Of the thousands of professionals I meet and work with each year, only a tiny fraction can answer these questions in a compelling and engaging way: What are you fabulous at and known for? What do you offer and do that is significantly different from what the best in your field do? What were you noticed for back when you were a teen and young adult? What skills, talents, abilities make you stand out? What life experiences have shaped you in special ways? What are your Life Intentions? What are your core values â€" the non-negotiables you need in life to be happy and fulfilled? Whom do you love to serve and support, and why? When you’re 90 years old looking back, what do you want to have given, contributed, stood for and achieved? If you can’t answer these questions, you won’t figure out what you really want because you just don’t know yourself well enough and others won’t know how to help you.   To learn who you really are, take my free Career Path Self-Assessment. 6)   Now…connect the dots After you’ve done all this work, it’s time to connect the dots (listen to the amazing Steve Jobs talk about how to live before you die and “connect  the dots”).   Figure out what paths will truly make sense for who you are and what you want to achieve in life. Gain clarity about the best path for you by conducting online, offline, passive and active (in-person) research, to answer these critical questions: What are my passions, and which of these make sense as a livelihood and which are better as hobbies? Based on the passions, talents and skills I have, what are the careers best suited to me? What are all the factors I need to address in planning my next direction (money, timing, energy, geography, family needs, support, enjoyment, health, etc.) In this process, am I making any erroneous assumptions about myself and my life that I need to rethink? Do I know what it takes to be successful in this new direction, and am I committed to it 100%? Do I really want to start my own business, or am I just running away from something? How will I fund my career change or transition? Where will I find the ongoing support I need? Don’t make the same huge blunders that so many career changers make.   Do the inner and outer work required to 1) discover who you are and what really matters to you, 2) overcome the obstacles in the way of your success, and 3) identify and “try on” the paths that make the most sense for you and your life. And get the help you need to reach your highest potential. It’s takes a great deal of effort to LOVE who you are, and to relish your life and career.   But what an incredibly enjoyable and rewarding path when you do.

Writing a CV and Resume For Industrial Research Position

Writing a CV and Resume For Industrial Research PositionSome times you'll find yourself in a situation where you have to write a CV and resume for industrial research position. The problem is that this may not be easy at all, as it requires you to give the right kind of information.So, in this article I am going to discuss a few important things about writing a CV and resume for research position. First thing to note is that the position you are applying for can be an industrial research position. So, the importance of this, is that even if you are applying for a position where you aren't needed, you still need to write a CV and resume for this position.You must choose the right kind of field that you are searching for the research position. If the position doesn't fit with your expertise and you don't even know what type of role you are expected to play, then you will never be able to have a career at this company. It's a good idea to choose a specific industry for the industry rese arch position.If you are applying for a research position for a corporation, it is important to fill up your CV and resume according to the name of the company. This is because it is not possible to change the company name in the CV and resume. In this case, it is also important to create a new name that is related to the corporation. Also, if there is any other professional who has a similar or related experience as yours, you must list it in your CV and resume as a reference.Your CV and resume should also mention the latest news regarding you and your professional background, and list all your recent professional achievements. While doing this, it is important to also mention all your previous jobs that you have worked and those you haven't worked yet. You should also indicate the companies where you have worked and for what period of time, if you have the required information.Another point you need to note while writing CV and resume for industrial research position is that you m ust include all the educational qualification that you have achieved. Your CV and resume must list all the courses that you have attended, and also your college degree. The education and previous jobs that you have had must also be mentioned on your CV and resume.Next point, you need to mention in your CV and resume is the organization where you were employed. You should include the name of the company, the term of your employment, the amount of your monthly salary, and the amount of your annual salary. These details must be included on your CV and resume.Finally, you should provide the description of the job position you were working in. You must also indicate the number of days you were working in the job and your exact task performed by you. In your CV and resume, you must also include the salary for your job.