The late business consultant Gary Halbert was once asked in an interview how someone gets over the fear of doing something.
His answer: “You’re not going to overcome fear. If you’re 100 years old and you see a pretty woman across the restaurant and you want to go ask her something, your heart’s going to be in your mouth. You don’t have a choice of being afraid or not afraid in life. You’re either going to be afraid and frozen… or scared and moving. That’s your choice. How do you do it without being afraid? Just do it while you’re afraid.”
Everyone fears something. Failure. Embarrassment. Humiliation. Loss. Pain. Being wrong. Even success.
But most think they must overcome the fear before they can take action. Thus, they never do.
“Fear isn’t an excuse to come to a standstill,” said tennis champion Arthur Ashe, “It’s the impetus to step up and strike.”
Actor/comedian Bill Cosby put it this way: “Decide you want it more than you’re afraid of it.”
If you love your job, don’t read this.
The late business consultant Gary Halbert was once asked in an interview how someone gets over the fear of doing something.
By J.T. O’Donnell, CEO Careerealism Media
A friend, Glenn, passed me this great article about the anxiety people experience when an e-mail goes unanswered. It talks about how our minds start racing with thoughts about what could be wrong. In short, we see “no news” as bad news.
E-mail Panic = Even Worse With Job Seekers
Anxiety from unanswered e-mails is especially prominent in job seekers. At least once a day, a client contacts me in a frustrated panic because the e-mail they sent days ago to a colleague, perspective networking contact, online application, recruiter, and so on hasn’t been answered. Each time, I walk them through the three tips that should be followed to increase the chances we get a response. They are:
1. Wait One Full Business Week Before Following Up
While it feels like months to you, to the person you sent the e-mail to, a week feels like a day. If they didn’t answer you yet, it just means you weren’t viewed as needing an immediate response. It doesn’t mean they are saying “no” to your request, they are just saying “not now.”
2. Never Send A Nudge On A Monday
Even the happiest of people feel a little off on Mondays. We call it the Weekend Flu, you might call it the Monday Blues. Regardless, it puts people in a mood to say “no” more quickly. So, even if it’s been a full business week, if it’s Monday – don’t do anything.
Ever watched ‘Shark Tank’ on TV? You should. What it teaches can be applied to just about any endeavor in life.
It’s a reality show in which contestants (ambitious entrepreneurs) seek money from 5 seasoned investors (the sharks) to fund their dream products.
For the entrepreneurs, the conditions for success are perfect in 3 ways:
(1) They couldn’t ask for a better audience: 5 successful businesspeople with financial savvy, vast market knowledge, a string of victories under their belts, networking contacts, buckets of cash, and an eagerness to invest.
(2) The entrepreneurs are pre-coached to present their ideas in a couple minutes.
(3) Since presentations are to all 5 sharks at once, it creates the opportunity for a bidding war for the best ideas — rather than privately approaching one shark at a time (the ‘real world’ way to find an investor).
And yet, after watching dozens of episodes, I’d say 50%+ of the entrepreneurs fail to get money from any of the 5. They leave empty-handed. (That’s purely my guesstimate. I may be off somewhat.)
It begs the question: Why the high failure rate when conditions for success are so perfect?
By Alison Green, Intuit.com Contributor
I recently asked readers to share the best career advice they ever received – and I figured it was time to ask for the worst next. And you certainly delivered! A lot of bad career advice apparently comes from parents – but managers aren’t too far behind them.
Here are the 10 worst pieces of work advice that readers reported hearing.
1. Say whatever it takes to close the sale
“’Say whatever you need to say to close the sale. Then we can worry about resetting expectations.’ This from a seasoned sales manager. I wasn’t in sales, so he wasn’t saying it directly to me, but this is what he was telling his sales reps to do re: the professional services I was responsible for managing.”
2. Major in anything and figure it out later
“’Major in whatever you want and then figure it out later.’ What was helpful when I was having panic attacks at 18 wasn’t so helpful when I was having panic attacks about what I’d do post-graduation at age 21. So then I went to grad school because it seemed like the safe, familiar choice, for a major that (turns out) needs a doctorate to do anything with it. And I don’t want a doctorate. Plus, I took out student loans that I’ll be paying back till my yet-to-be-born kids go to college. (I fully recognize these are my own choices; just wish someone had slapped me upside the head and said, ‘No!’)
If I were to do it all over again, I might still pick my undergrad major, but I’d get my act together more about what I’d do post-college before the spring semester of my senior year and seriously consider what kind of life I wanted post-college rather than my at-the-time “dream job,” which has a lifestyle that, turns out, I really don’t like or ever want.”
By Michael Peggs- Article originally published on michaelpeggs.com
Finding a job in today’s market can be a daunting task, but there are many ways to make yourself more appealable to potential employers. The following 10 tips are surefire ways increase the likeliness of finding a job.
1. Build a Resume Worth Reading
Resumes are a necessary evil, and today you need more than a piece of paper. Check out sites like About.me and Flavors.me to create online resumes where you can add pictures, video and links to social media. You’re painting a more complete picture in a fun and creative space.
Across any media, language is important so avoid redundancy as well as common words and phrases. Overused terms such as innovative and dynamic, team player and detail oriented do little to distinguish your candidacy. Plus, it seems contrived and sometimes in-authentic.
Never lie on your resume and don’t use half truths, but it’s ok to dress things up. Look back at all your prior job experiences and find what’s most relevant. Many small and menial tasks provide insight into the spirit and enthusiasm you bring to your work, and it’s important potential employers understand not only what you did, but how you accomplished it.
2. Create a Calling Card
If someone wants to hire you for a job then make it easy for people to find you! It could be your personal website or the contact information on LinkedIn, but freely share information about yourself and your background. Not only does it build your professional story, but it establishes your authority in a given space. After people view you as a credible source of information they’ll want to contact you so make it easy for them to get in touch.
By Kimberly Back, Social Media Strategist and Senior Writer for Virtual Vocations
Whether we like it or not, our social media profiles are part of our digital resume. In the same way we stay glued to Facebook for updates from our friends, family, and favorite celebrities, employers look at our social media profiles for clues into our character and qualifications. Strengthen the likelihood of landing the job you want by avoiding these social media don’ts for job seekers:
Don’t post questionable photos or statuses.
Becoming an online billboard for the TMI Rule will cement your place at the back of the unemployment line. Unless you’re applying for a job as a Hawaiian Topics bikini model, forego the body-baring photos. And be just as modest with the content of your statuses. If you want a professional position, skip the profanity.
Don’t publicize criticisms against current or former employers.
Slamming an employer via social media will squash your hireability faster than a snowball can melt on a summer day. Publicizing offensive comments about your employers paints you as disloyal and untrustworthy. If that weren’t enough, making disparaging and defamatory remarks could thrust you into legal hot water.
Article Originally Posted on LogisticsDegree.Net
Even though the logistics industry is growing, finding a job in this field takes a bit of preparation on your part. Let us help you get a foot in the door and navigate the process from start to finish by following our tips, tricks, and how-to’s.
Tip #1: Determine your career goals.
To reach your career goals in logistics, you must define your ambitions. Do you want to run the company, or do you want to specialize in a particular field? What are your short-term and long-term goals? Sit down and write out a career plan detailing what you want to achieve, then brainstorm ideas for how you’ll get there.
Tip #2: Network, get feedback, and find a mentor.
The cliché is true: It’s not what you know, it’s who you know (though knowing stuff definitely helps). Discuss your career aspirations with someone who currently works in the job you’d like to have, such as a coworker, a family friend, or a connection made through networking. If you currently work at a logistics company, have a discussion with your boss or a human resource staffer about what you need to do to earn a promotion and set yourself on the right career track. Ask your mentor or coworkers to introduce you to others in the field or at specific companies you’d like to work for. If you attended a school with a career office, contact them to ask for advice and connections to alumni.
By Andrew Deen, Careerealism.com Contributor
During the recent financial crisis, many companies ran into difficult times. Businesses struggled to stay afloat and employees were laid off. In the post-recession period, many companies are downsizing when their business does not meet set expectations. Today, employees are also familiar with the idea of pink slips, and they know that their individual performance and company’s financial health must be right to prevent any shocks.
Being Laid Off? Know Your Rights
While layoffs have become quite common in all industries today, many employees do not know that the law safeguards their interests and welfare. Here are some laws and policies that every employee should be aware of when he/she is asked to leave:
Final pay laws differ from one state to another. The general norm is to issue the final paycheck as soon as the employment ends. The final pay includes the wages an employer owes to its employees on the last day of their work. In addition, it covers overtime, bonuses, expense reimbursements, commissions, and vacation pay, if applicable. The law does not cover sick leaves in the final pay. Some employer, however, pay it to prevent the misuse of sick leaves.
Final pay may not include severance pay for the layoff. Further, employers are not required to issue severance pay by law. It depends on the employment contract or terms of a separation agreement.
One of the greatest staffing hurdles is ensuring that hiring managers and recruiters are in agreement. Occasionally, we see clients disagree internally - they can’t come to an agreement on what experience and skills are required.
To help ensure a successful hire, managers need to:
1. Clearly define the requirements for the position.
We recommend defining the Top 5 requirements. These requirements are skills and experience the candidate needs to possess in order to accomplish the assigned objectives for the position. For example:
• Experience using XXX software package or similar type software
• Experience with planning and forecasting in a CPG environment
• Experience with multi-facility operations
• Experience managing a staff
• Willing to relocate
Hiring authorities must identify a “problem” that exists as a result of this position being open. If there is no problem, chances are there is no urgency to fill the position.
2. Come to an agreement on the background skills and experience required.
Email a copy of your job description to everyone involved in the interview process. You will be amazed at the changes that are often made by the second or third person in the process. Once completed, everyone should be on the SAME PAGE. Now you can begin to work the search assignment.
Stay away from clichéd requirements like “team player,” “effective communication skills,” and “strong business acumen.”
3. Ensure the requirements are applicable to the position.
Can an engineer sell? Can a salesperson write code? Think of the old adage “You can’t send a Duck to Eagle school.”
4. Make sure the compensation matches the requirements of the position.
Use this as a base line: New college graduates are getting offers of $45k to $65k base salary and occasionally with a sign-on bonus.
5. Define the interview process.
A timely, well-defined interview process is the key to a successful hire. Managers need to commit to defining clearly the interview process. Adding additional steps or irrelevant requirements may result in losing a top candidate.
By Polly Archer, EmInfo.com Contributor
Today’s competitive global marketplace requires corporations to build a professional labor force that is multicultural, multilingual, and multinational. But when resumes flow in from all corners of the world, it’s not easy to identify the best and the brightest. Combine that challenge with the pressure to fill open positions and the result can be quick hiring decisions that later turn out to be mistakes. That’s why resume verification and pre-employment screening should be a standard part of the international recruiting process.
What you see on the surface can be misleading
Some employers rely on a resume alone to ascertain candidate suitability, but the resume is simply a selling document designed to attract interest. In reality, there is always much more to be learned about an individual. The key is to capture a complete history of the candidate’s education, employment and other relevant activities, with the aid of an application form. This, of course, makes the screening process much easier but it also sends out a warning to fraudulent applicants. In some cases, the response from such people is to withdraw their application, saving the employer from a potential bad hire but also from wasting unnecessary time and effort at the recruitment stage.
Inconsistencies on resumes are often result of error, but the regularity with which stated qualifications and previous employment details differ from those verified by institutions and employers is surprising. Our candidate screening experience has indicated that approximately 80 percent of resumes contain discrepancies that may influence the hiring decision. Unfortunately, many of these discrepancies are intentional, perpetrated by individuals who think their chances of getting a great job outweigh their chances of getting caught in a lie.
Looking for the employment edge - some individuals take it too far
There are an increasing number of unscrupulous organizations that use sophisticated technology to produce and sell fabricated resumes and educational or professional certificates via the web. Two such examples include a Liverpool-based company selling fake degree certificates to customers worldwide for anything between £70 to £100, and a Californian ‘University’ that has been running for 40 years, although it has never received authority to operate or grant degrees. Research suggests that thousands seek work using degrees from these ‘Diploma Mills,’ which sell their “esteem boosting” diplomas on the Internet.
This sort of activity is global and you’ll find similar services in most countries, including Australia, South Africa, France, Germany, Switzerland, South America, India and China.
While falsified qualifications raise questions about general honesty and integrity, there is a range of searches that may reveal other potential areas for concern. In addition to routine checks by HR departments to confirm the validity of work permits and visas, other checks might include registration regulatory bodies, credit and bankruptcy checks, company appointments, directorships and disqualifications and police/criminal records checks, to name just a few.