Alexandra Levits Water Cooler Wisdom New Job Preparedness Study Emphasizes the Importance of Integrity and Adaptability

Alexandra Levit's Water Cooler Wisdom New Job Preparedness Study Emphasizes the Importance of Integrity and Adaptability TheCareer Advisory Board that I established by DeVry Universityrecently released the fifth annual Job Preparedness Indicator survey. This year’s findings indicate hiring managers are receptive to candidates changing careers, especially if their previous experience can be applied to the new position; but above all else, integrity is the No. 1 trait that candidates should possess. Ourannual research surveys 500 hiring managers in the U.S. to identify gaps between job candidate attributes and the applicant traits for which hiring managers are seeking. These gaps are identified by assessing desirable skills that are least common among entry-level, mid-level, and senior-level candidates. Here are some of our key takeaways: Do your research, especially for a career change Hiring managers are increasingly more willing to consider candidates changing industries, with 38 percent stating they were very likely to consider a career changer with the right skills. Eagerness to learn is an asset, as more than half of respondents want to hire people who show willingness to gain the right experience and further develop their skills. The top concerns cited in the survey about career changing candidates included a lack of industry experience and an inability to assimilate into the organizational culture. However, 60 percent of hiring managers noted that these candidates can improve their chances of serious consideration for employment by devising a concise and sensible explanation for the change. Attitude is everything Interestingly, for the fifth consecutive year, hiring managers say attitude outranks skill â€" especially when it comes to personal ethics. This year, however, integrity was ranked the No. 1 most important trait for a jobseeker to possess at any level. Candidates should keep in mind that hiring managers are naturally skeptical. Job seekers should be prepared to share examples of themselves being authentic and transparent in the workplace. Adaptability is key In today’s business environment, change and evolution are constant. Hiring managers want to see candidates demonstrate adaptability and flexibility to changing situations. Job seekers need to articulate how they have adapted to change, with positive outcomes resulting because of their adaptive nature. Make a good impression Technology allows hiring managers and candidates to connect virtually; however, face-to-face interviews remains as the preferred interview method â€" meaning job candidates need to know how to make a connection and hone their interpersonal skills for in-person interviews. As 46 percent of hiring managers surveyed cited strong interviewing skills as an important trait, candidates need to engage the interviewer in the conversation and not just answer their questions. For full study results, head overto CareerAdvisoryBoard.org.

The 5 Most Important College-to-Career Transitions to Conquer

The 5 Most Important College-to-Career Transitions to Conquer When you toss your cap at graduation, you feel a surge of empowerment that real life is finally beginning. When you’re young, milestones come close together, and that reflects how you measure the course of your life. The transition from college to career opens the great expanse of the rest of your life and what to do with it. Naturally, you feel a mix of excitement and panic. Here are five tough adjustments you’ll face and conquer with determination in your adjustment process. Balancing Social and Professional Networks Graduating from college is different than graduating from high school. When you start college, everyone is on a level playing field for the most part, with a blank slate to build on. When you start your career, your friends go on with their lives and may move across the country. Graduation creates gaps in your support systems and social routines. So, you build new ones. Your social and professional lives may overlap somewhat, but these are typically separate. Amp up existing social and professional support systems. Ask for help where you need it. To make new friends and expand your horizons, join meetup groups for specific interests, or attend local events such as trivia nights and social dancing lessons. Many work cultures also recognize the importance of socializing at work and develop activities for employees to engage each other â€" ask for a list of these events. Attend professional networking events and conferences. Don’t overload yourself, but realize the importance of balancing social and professional networks. Adjusting to a Different Schedule In college, you had blocks of time between classes, but the schedule shifted every semester. Did you stay up to study all night, or did you schedule specific study periods based on your classes? Your career schedule will differ â€"   especially as you conduct the job search process and adjust to a new job schedule. You may feel tempted to skip sleep. When you skip sleep to study or work, any short-term productivity you gained in time fades. When you get quality sleep, your brain eliminates toxic proteins from neurons â€" these neural activity byproducts adversely affect your focus, mood and performance if you don’t give your body a chance to 8remove them, costing businesses more than $63 million annually in productivity loss. Researchers link sleep deprivation with risks of developing stroke, heart disease and Type 2 diabetes. More than half of Americans regularly get fewer than seven hours of sleep, but most folks need between seven and nine hours every night to function optimally. Develop a routine that works for you and allows you to get adequate sleep. Go to bed and wake up at regular times. Schedule time periods for job searching, and don’t take work home with you when you start your new job. Most of all, give yourself a transition period and recognize the importance of taking time out for yourself. Moving Beyond Assessment Focus You must move beyond the assessment focus mindset to cultivating a growth mindset. In college, you may have skimmed your textbook to absorb enough information to pass your exams, only for it leak out of your brain later. However, don’t skim through your training manual, assuming you’ll pick up knowledge on the job. While it takes time to adjust, winging it won’t get you to your career goals. Orient your focus toward growth and learning. Develop a continuous improvement plan, and assess your existing skill set. Where are you? How will you check in with yourself as you move through the material and your learning experiences? Learning isn’t linear and requires flexibility, and your continuous improvement plan and learning style differ from others. X doesn’t equal Y, but it doesn’t mean they aren’t each correct. Document your experiences and what works for you to continuously improve, but look at your language. Instead of “review,” use “improve.” Instead of “study,” think “retain.” The word choices you use when you talk to yourself are just as important as those you use on a resume. Being a Team Player You worked on various assignments with a partner and planned club activities with a group, but being a team player at work encompasses more of your time. You flew solo during your college career as you studied and managed your assignments, tests and achievements. At work, you’re always a team player, completing tasks in order of priority assigned by the company. That’s subject to change and frequently shifts. You must remain flexible. Practice active listening, so you can realize where you’re wrong and meet others with mutually beneficial solutions. Don’t stay in the background. Go over your goals with your supervisor, and strategize ways to be a better team player while shining as an individual. Dressing the Part Sadly, you can’t show up to work in your pajamas. Depending on the dress code, your expression through style may feel hindered or enhanced. It’s also in perception â€" find out in advance what the dress code is and look at your existing basics. See at this as a challenge to channel your style on a primed canvas. Professional clothes don’t have to feel uncomfortable or lack style. Different necklines, lengths, colors, prints and tailoring offer versatile outfit combinations. Create a professional capsule wardrobe by first shopping your closet for items you love, and pick a favorite power item, such as purple pumps or a brightly patterned tie. Then, pick two neutral bases, such as a pencil skirt or tailored pants with a textured black blazer. Finally, focus on two colors for accents â€" the purple pumps count. Dressing the part doesn’t mean you have to dress like a clone of everyone else at the office or fit into a corporate box. Adapt to the dress code in a way that lets you show off your style the way you show off your talents while being a team player. It’s the same philosophy. The College To Career Transition Can Make All The Difference Transitioning from college to career comes with tough challenges. You must adjust to a new work schedule and balance your social and professional lives, while dressing a new way and learning how you function at work. You’re moving into a major milestone in your life as you start your career, and it’s more than passing a road sign on the way to career excellence. Take this next step with confidence in yourself, and continue to work hard â€" it will pay off in many life-changing and rewarding ways.

Succession Planning Starts Early - Personal Branding Blog - Stand Out In Your Career

Succession Planning Starts Early - Personal Branding Blog - Stand Out In Your Career Have you made a succession plan yet? No matter where you are in your career you should be thinking about and considering a succession plan. This goes for your day job aka your career and it also goes for volunteer and philanthropic projects and effort where you spend your time. Pro Tip: Create a succession plan for your volunteer efforts too. One way to handle a succession plan is to do something that I call a one folder handoff. I wrote about it here in The Fastest Way to Get Promoted. In a one folder handoff scenario you are helping yourself to help others by sharing what youre doing, why youre doing it, how youre doing it, and when youre doing it. A few other ways to think about and hopefully get you thinking as to WHY you need a Succession Plan. Pro Tip: A Succession Plan will help you Stand Out In Your Career Side Hustle Having a side hustle is great. Everyone should have at least one … as I wrote about in Get a Side Hustle.  However, even side hustles should have a succession plan. At some point you may get bored or tired or just sidetracked on another side hustle. If you want your Side Hustle’s to continue on … Build In a Succession Plan. Reduced Bus Coefficient This is a bit of a grim reminder and a harsh way to think about it, but if something tragic happens you owe it to  yourself, your legacy, and your team to have a succession plan in place. I wrote Why You Want a Low Bus Coefficient  for this reason. PS  â€" If it makes you happier … Consider this the “Lottery Factor”  â€" what would happen to your projects if you won the lottery. The reasons you want to have a succession plan can be long and somewhat convoluted. But, the main reason you want to succession plan is so that you can move on, move up, or just move around. Having a succession plan allows you the luxury and peace of mind of knowing that your efforts will be around after you have moved on. Don’t be wedded to your plan If you are the only person that can do what you do you might feel great about that, but you better really love it because youre going to be doing it for a very very long time. Being too wedded to your plan might give you the perception that you are indispensable and irreplaceable. But, the fact is … EVERYONE is replaceable. Be Great at What You Do … then document it and be ready to move on, move up and/or move around. There is nothing wrong with being the best at what you do. However, like most people that are intellectually curious they want to learn what else is out there. This is where a succession plan comes into play. Make it a practice to create a succession plan. Your career will thank you for it. So, who will succeed you?

Is There a Correct Motivator for Being in Recruitment

Is There a “Correct” Motivator for Being in Recruitment Does money make the world go round? I have this conversation ordinarily at least a dozen times a day as to what motivates recruiters generally. And my blog starts off with a quote shared by a fellow recruiter to my timeline on Facebook this week. The billionaire’s view: The quote I mention is by the rather wealthy and globally successful business man, Richard Branson: “Money should never be a solitary driver in business. If you don’t care about your product, and its purpose, you will fall short of your expectations Yet in recruitment, we seem money obsessed. Is this right? Should we be so focused on driving our businesses on money  alone? Or are so many missing the point? Why do you work in recruitment? Money always seems to be the fundamental reason as to why people choose to go into recruitment, or state as their main driver in working in our sector.  KPIs are usually centred around the end goal of revenue for a business sales or GP and commission structures are totally dependent upon the income you  generate as a recruiter once you have (hopefully) covered your costs. Show Me the Money: Typically, when I meet hiring recruitment businesses, as their R2R, they will want to know about what people are billing and that is the entire measure as to whether someone is of interest. (Of course, they want to know about them as a person, in order to establish culture fit! This is not a slant on my lovely client portfolio, far from it.)  But as a sector, the majority seem to not be able to understand why a recruiter would be motivated by something other than money. However, there are people in recruitment who are motivated by a whole lot more than money. In fact, the money is secondary. That includes me. Now wait a minute. I am not suggesting for 1 minute that I am not commercially minded. Far from it, in fact, I am regarded as a premium service, with parity on my fees and terms I am sure most of my clients will say I am worth it as I go the extra, extra mile for it, however ultimately, like everyone, I have bills to pay. But I am not motivated  by the money. I am motivated by getting the placement  right. And therefore, because I have agreed fees which are always around a similar % rate (and always signed upfront), I know  I will be financially rewarded anyway  for getting it right. I have always said, for example, that rebates are a moot point in my opinion, as I would be horrified if anyone left within their probationary period. However, I also say to all of my clients that if you are not certain about my candidate, then “please, don’t take a gamble”.  As clearly, it is not right for someone to be hired on a whim, as a risk. As this, by ergo, means they are not right  for your business. And therefore, it is not right  for them either. Do you get it? Because my personal motivator is placing the best  people into their best role.  The emphasis is on getting it right, and I do mean this, if I place someone, I will earn  money anyway. Soundbites from those I know: I asked some trusted recruitment friends of mine who also run boutique, niche market, recruitment businesses in the Northwest. I know they are driven by something other than money so I thought you would respect their personal views too: Julie Edmondson, Owner of Perfect Fit People, Rochdale: What motivates me about recruitment is being able to change the perception that some people have of recruitment by being trusted with the career of a candidate or a critical role a client is looking to fill and that they also have confidence that they will get the service that they deserve. Also I feel rewarded making a difference, placing the perfect candidate into the perfect job it really doesn’t get much better than that. Stacey O’Neill, Owner of MNM Associates, Didsbury: Recruitment should be, not just about the money, but building a magnificent reputation of trust and honesty. Employers beware, should recruitment employers therefore populate their offices with money motivated recruiters? Well, like anything in life, there should be a balance. However, my advice is to understand whether that motivation is success related, or a mercenary focus as if it is the former, then that is great for managing and coaching effectively. If it is the latter though, be warned, you will have a consultant who may try and force candidates to take jobs they don’t want; to cheat on start dates to ensure they hit their commission and I do hear stories of fake invoices. All of this can be avoided if you hire people who are motivated by achieving quality goals rather than just money. Simple? So honestly, what motivates you? Do you judge me now on my admission? And if you do, is it favourable or sympathy? I genuinely want to know what motivates recruiters as I think if we all stop focusing on the money, the sector will become regarded as a truly partnership focused service and this will undoubtedly have a positive effect on your income as a consequence. And one final thought, please remember, “people don’t buy what  you do, they buy why  you do it”.

Why So Many Resume Writing Services Is Now Available

Why So Many Resume Writing Services Is Now AvailableAre you searching for resume writing services that can help you put together a professional looking resume? There are a few of these services that will help you get the job you want and help you earn a new job!There are many companies that will provide resume writing services. With so many options available it is important to be sure what type of company you are using. There are some services that are excellent and have proven track records, and there are some that don't deliver.Take the time to research what kind of resume services you will be using. This will save you time and money down the road if you are not able to land a job with their company. They may cost more, but the benefits are worth it!The entire process from start to finish from when you get the job to when you are offered the position is going to take some time. A good resume is your ticket to being hired. A poor resume can mean the difference between getting the jo b and not. They need to see a lot of jobs to be able to offer you the best rate.A new career can be stressful. One mistake on your resume could cost you a great deal of money. That is why it is important to know beforehand what you should be putting on your resume.If you are using resume writing services to help you with your resume it is important to be sure that they have done this before. Some companies that are 'traditional' may not be experienced with current technology. Make sure that they have had experience with the type of technology that is out now.Resume writing services may also not be as well known as the newer companies. It is important to do your research. You will not know what other companies have done before you find one that has been successful in what you are looking for.Resume writing services are all around us. When we are working or trying to improve our careers there are companies that specialize in making our resumes. There are many to choose from and it is important to be careful about the ones that are not worth your time.

2015 Prison Officer Interview Questions

2015 Prison Officer Interview Questions Prison Officers in 2015 are responsible for supervising offenders in prisons and young offenders’ institutions.The daily life of a prison officer is extremely difficult, as they will often have to react quickly and remain calm in high pressured and difficult situations.As a prison officer, you will frequently need to deal with angry inmates, and provide logical and calm solutions to disciplinary issues.If you think that this sounds like the right job for you, then read on. In this blog, we’ve prepared 4 fantastic prison officer interview questions, that you should expect to encounter.Prison Officer Interview QuestionsDuring your interview, you will be asked a number of competency based questions. These will focus on your understanding of the core competencies required for the position, and your ability to demonstrate that you have used them in the past. To find out all about what these core competencies are, and more top prison officer interview questions, purchase our fantastic guide on How To Become A Prison Officer.When responding to prison officer interview questions, the best approach is to use the STAR method. The STAR method is a structured, narrative-based response that lists, in order: the situation, the method you used to resolve it and the resolution of the issue. In the prison officer interview questions, you’ll be asked to give specific examples of something that YOU did. Structuring your response will help the interviewers to understand your role and why your input was so valuable.  Prison Officer Interview Question 1Give me an example of a time when you have dealt with discrimination in the workplace. In the prison officer interview questions, the assessors will be looking to establish whether you have previously dealt with any of the situations that you are likely to experience whilst employed as a prison officer. This could include racism, bullying or any form of confrontation. Take a look at the sample response below, for an example of h ow this could be answered:‘ Whilst I was working in a customer service role in my previous job, I was serving an elderly man, who was from a foreign background. While I was helping him, a gang of teenagers entered the shop. They started to make racist remarks and comments towards the man. I was extremely offended by their behaviour, and immediately attempted to put a stop to it. I stood between the man and the gang, in order to try and protect him from anymore of their remarks. I informed the gang that their comments were unacceptable, and then called my manager over for assistance. We called the police, and then asked the gang to leave the shop. I knew that the shops CCTV cameras would have picked up the faces of the gang, and therefore the police would be able to handle it. Following the incident, I took the elderly gentleman into the back room of the store, made him a cup of tea and waited for the police to arrive. While he did not seem too distressed, I did everything that I c ould to support him, and let him know that I would be prepared to act as a witness for the incident that had just occurred.’   Prison Officer Interview Question 2Give me an example of a time when you have calmed an unhappy individual.As a prison officer, one of the key aspects of your role will be in your ability to calm down unhappy individuals. You will need to communicate and negotiate with prisoners who are angry and stressed about a particular situation. Take a look at the sample response below, for an example of how this could be answered:‘ When I was working as a sales person in my previous role, an angry customer came into the shop. He was unhappy because he had purchased a pair of running shoes for his daughter’s birthday, but when she unwrapped her present, she noticed that one of the shoes was a size 5 whilst the other was a size 6. Now, on the morning of her birthday, he was having to return to the store. My immediate reaction was to try and diffuse the customer’ s anger. I promised him that I would resolve the situation, and then immediately went and found my manager. I explained the situation to him, and suggested that we should replace the customers purchase with a new pair of trainers, and refund him the full amount as a gesture of goodwill. The manager agreed to this solution, and I returned to the gentleman with my proposal. He was extremely pleased with the offer, and calmed down immediately. After receiving his refund and exchange, he left the shop happy. I phoned him the next day to check that he was happy, and he informed me that his daughter was pleased. Finally, he told me that, despite the initial bad service, he would continue to use our shop in the future.’ Prison Officer Interview Question 3  Give me an example of when you have worked as part of a team, in order to resolve a situation. As a prison officer, you’ll be working as part of a wider prison team to ensure that inmates are kept in check. Therefore, you will often experience occasions where you’ll have to work together with other guards and prison officers, to resolve issues. Take a look at the sample response below, for an example of how this could be answered:‘I recently volunteered to work with a new member of our team at work. The task required us to successfully complete a stock-take of the entire warehouse within a short timeframe. The reason why I volunteered for the task is because I am a conscientious person who enjoys working with other people, and carrying out tasks to a high standard. Initially I showed the new team member how to stock-take in a professional manner in accordance with company guidelines. He had never carried out this type of work before and I wanted to ensure he was comfortable with the task, and that he was doing it correctly. Once I had achieved this we both then set about methodically working through each aisle, stocktaking as we went along. Periodically we would stop to ensure that the task was being done c orrectly. At the end of the specified timeframe we had completed the stock-take and were able to provide accurate figures to our line manager. Whilst working as a team member I always concentrate on effective communication, focusing on the task at hand and providing support to team members who require assistance.’ Prison Officer Interview Question 4  Give me an example of a time when you have worked with a younger individual, to resolve behavioural problems. Prison officers do not just work in jails, but in young offenders’ institutes too. This means that experience with younger people is essential the role. You need to be aware of the emotional challenges that working with young offenders presents to a prison officer, and how to deal with younger people in a sensitive and respectful manner. Take a look at the sample response below, for an example of how this could be answered:‘When I was working in the student service team at my local primary school, a boy was brought into th e office who had been misbehaving. The boy in question was very well known to the services team, as he had a history of truanting and skipping lessons. I interviewed him on a one to one basis, to try and get to the bottom of his behaviour. Upon discussion of his home life, it became apparent that his Father had recently re-married. While he would not openly discuss this issue, he was extremely negative whenever he referred to his new step-mother. While he did not directly admit it, I decided that it was an avenue worth pursuing. We rang the boy’s father, who came into the school and discussed the problems with his son. Steps were taken to improve the relationship between the child and his step-mother, and since then he has been behaving much better at school.’If you are interested in a career in criminal justice, or more  prison officer interview question advice, you can visit the NOMS website. This entry was posted in Interviews. Bookmark the permalink. Jordan Cooke Top 5 Book keeping TipsUCAS Offers: How To Respond On Deadline Day

Not Satisfied With Your Job Get Your Marbles Back.

Not Satisfied With Your Job Get Your Marbles Back. How did I get here? I hear this question often from my clients. Typically this conversation is in regards to their job  or organization, but it could easily be a question related to their life or a relationship. It is a question that is often asked. In some of the cases, my clients are wondering how they got to a point where they are not engaged in the work with their current organization. They joined the organization with high hopes of the contributions they could make, the challenges they could tackle, the professional development opportunities, the cultural fit, their relationship with their manager, etc. However, now it no longer feels fulfilling. They don’t know why or what went wrong. The Marble Jar Oftentimes, we talk about this scenario through the lens of Brene Brown’s concept of trust and the marble jar, though mine is a slightly different take here. We discuss the concept of when they started at the organization or in their new position, they were given a jar that was full of marbles. Over time, some of the marbles were taken out of the jar. The reasons why the marbles were removed vary for each individual, though it could be because: they were reprimanded by their manager in front of others they were promised vacation time but received emergency calls throughout their time off they were promised projects that did not come to fruition training opportunities were removed their manager was not open to their new ideas team members acted disrespectfully toward one another Over time, though, some marbles were likely added in as well. For example: they were put on a project that developed their skills they were recognized for their contributions on a project a client sang their praises to their manager For some individuals, though, more marbles came out of the jar than were put back in. It doesn’t typically happen all at once, however, I will get to that scenario later in this post. If each year, more marbles came out than were put back in, the marble jar may only be half full or less. This is typically when my clients recognize the pain of being at an organization or in a position that does not fulfill them. What are your marbles? Now is the time to start exploring. First, it is important to understand what your “marbles” are. These are unique to you. They likely come from: your values your goals the work environment you want to work in how you develop/maintain relationships your perspective or outlook on life Then, tackle the following questions: What is the likelihood that more marbles will fill your jar in your organization/position? What needs to be done? Will it happen? What is your level of willingness to stay at an organization that continues to take marbles, but is not filling them back-up? What are your thoughts on finding a position/organization that may keep the marble jar more than half or three-quarters of the way full? What level of risk are you willing to take to leave the current organization/position for the opportunity to find a better fit? What are your ideas on how to mitigate that risk? When your marble jar is smashed. For some of my clients, they had a fairly full jar of marbles at their organization and then one day it was smashed on the ground. This happens through demotions, layoffs, company acquisitions, etc. When this is the case, it is extremely important to recognize and process the loss that was experienced. Many of my clients want to move straight into “action” at this point. They want to put the marble jar back together as quickly as they can. However, in order to move into intentional action that will get them to the right place to refill that jar, they first must work through the loss. It is an important step that can’t be overlooked. This concept of trust and the marble jar, as outlined by Brene Brown, can easily be used with individual relationships, friend relationships, romantic relationships, etc. It can also be applied to many parts of your life. I really resonate with the visual she described and I hope it provides you with a useful metaphor to look at your job, your life, your relationships. Comment below if you have recently had marbles added to your jar?