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  • Answers You Need Before Accepting a Job Offer

    You deserve to ask a few more questions before you actually sign the offer letter or employment contract. This will reconfirm just how perfect this new job is for you. It is better to find out if you (in the worst case) are heading for a toxic environment. Once you get the call, thank the company for the offer. Don’t say yes on the spot. Instead, say something like, “I’m really looking forward to receiving the official offer letter, and once I give everything a look I’ll get back to you as soon as possible.” As you look over those details, mentally fill in the blanks on the questions below. If you need more information from the company, schedule a call by reiterating your excitement and asking to clarify a few points. Which can be any of the following: Questions about the Job You and your employer must be aligned about your responsibilities and your performance measurement. Do you have a solid understanding of your job description? Have you agreed on a job title that accurately describes the work you’ll be doing, fits into the company’s existing structure, and meets your professional goals? How will your success be measured? What are the specific goals and outcomes, and how will you be evaluated? Will you be expected to work overtime and are you exempt or non-exempt from overtime pay? Will you be able to work remotely in case of a family need? What is the start date, and when does the company need to have your answer? If you don’t already have it, ask for a copy of the job description and review all of the expectations and responsibilities. If there are differences between what you discussed in the interview and what you see in the job description, call the hiring manager to get clarification. Questions about salary and benefits It is easier to negotiate salary and benefits at the start of your job than in between. Your salary and benefits package is a crucial factor when considering a job offer. Let's not assume the benefits being offered, since they may vary from one company to another. Is the salary in line with comparable positions in your area, and does it work for your personal budget? If not, are you able to negotiate? What does the benefits package include, and for what benefits are you eligible? When does your eligibility begin? Are there other benefits the company offers its employees—things like gym memberships, flexible work hours, and tuition reimbursement? Are employees encouraged to use their vacation leave or pending holidays? If you’re relocating for the job, is the company offering any financial or accommodation support? If you’re a remote employee, is there a stipend or allowance for your home office? These details should be in the formal offer letter. If you don’t have one, make sure the salary and other key details of the position are put in writing. Questions about the hiring manager The personality, professionalism, and management style of your reporting manager can make or break your happiness in the position, so be sure that you’re comfortable with your manager-to-be. What do you think about the person to whom you’ll be reporting? Is your supervisor someone you can learn from, and who can and will help you grow? What are his / her expectations from you? How do your work styles align? How closely will you be working with your manager? Questions about work culture Since we are spending almost 8 hours every day at the workplace, make sure the people you'll be working with are a good fit. Are you comfortable with the company culture and working environment? Is this a work environment where you can be productive? Is the company primarily in-office employees, or remote employees, or is the workforce more of a hybrid? How is company culture maintained depending on where and how you work? Have you met your new coworkers? Can you see yourself getting along with them in a professional setting? Do employees socialize with each other? Does the company facilitate a work-life balance that lets you have the life you want? Is this a company that you can believe in and feel excited and passionate about? Does upper management appear to uphold company values, and do those values align with what you want in a workplace? Is this a company you’d be proud to work for? Try getting in touch with a current or former employee to ask about their experience. No luck? Look up current and past employees on LinkedIn. Do people typically stay for years and years? If the company has a high turnover, that could be a warning. Questions about your goals As excited as you may be about the company and the job offer, don't lose focus of your short and long-term goals Are you genuinely excited about this job—not just about getting an offer? What are you looking for in your next job, and does this position fit the bill? Will this position be interesting and challenging to you? Why did you leave (or are you leaving) your last job? Does this job have any of the same issues? Does the position use your talents and skills appropriately? Will the position help you advance your professional goals? If it doesn’t, what are you getting out of it? Unfortunately, no one at the company can answer these questions for you. Do some serious thinking about your long-term goals and how this position fits into them. If you need more time to consider the offer, it's not a guaranteed yes, but you can always ask for it. Once you’ve answered these questions, you can accept the position (or not) knowing that you’ve made the most informed decision possible.

  • Dealing with Workplace Confrontations

    Being wronged at the workplace is bad enough and then having to confront the person who may have wronged you, can get even more stressful and hurtful. Office conflicts are common and sometimes inevitable, and the only option is to deal with them positively and professionally. Confronting a colleague is not easy, but it is possible. When things are not going right in the office, here is how to keep your cool, address the issue, and even build stronger relationships with your co-workers in the process. Give the Benefit of Doubt Before you jump to conclusions it is essential that you start with the assumption that others may have acted with the best of intentions—and that you might not know the whole story. I once received a phone call from a co-worker telling me that another teammate of ours had described progress on a big project in a meeting (that I had to miss), and had not once mentioned my name or contributions. Of course, this was upsetting and the next day I asked that co-worker to grab a cup of coffee with me. I calmly told her what I had heard (without accusing her), and how it made me feel. It turned out, that I did not have all the information. The co-worker who initially called me had reached the meeting 10 minutes late and missed the beginning of the meeting—the part where my partner explained that everything the group was about to hear was the result of our teamwork and every member's contribution. So instead of assuming and allowing resentment to build, when you hear something that upsets you, go straight to the source and ask for clarification. You might be surprised. Avoid the Urge to Email Very few people enjoy confrontation, and most of us do what we can to avoid it—including hiding behind the safety of an email with no face-to-face interaction. Unfortunately, this only aggravates the problem. No matter how much you dislike confrontation, or how malicious you think your co-worker has been, watch carefully what you say over email. The wordings on an email speak louder than verbal chats and can come out harse, only aggravating the problem further. Refrain from shooting off that strongly worded email and instead, ask for a face-to-face conversation. Sit Down and Talk Even if the issue is deeper than just a simple misunderstanding, talking is just about always the best place to start. Find a time to sit down privately with your colleague and talk with him/her about your concerns. Spell out specifically what she did or (wat you heard she did)—for example, “I heard you did not mention my contributions when you were presenting our work to the VP on Thursday” is a whole lot better than “you never give me credit for what I do.” Explain how it made you feel or why it upsets you, but also try to offer a solution. By focusing on what you can both do differently moving forward, rather than dwelling on the offense, you can build trust, resolve the issue faster, and help to avoid additional misunderstandings. For example, say you heard that your co-worker is complaining that you are getting to spearhead a new project. You could say: “Amy, I understand that you’re concerned about how we are moving forward with this project, but I wish that you had come to me before talking to others. I’m happy to share my plans and ideas with you, and I would love your input. Are there specific questions you have that I can answer?” Also, avoid being too aggressive (in body language and tone)—otherwise, you will just put her on the defensive. Write Down the Details You do not want to bring your manager in on every problem you are having with every person—especially if it is a trivial matter. But it is also important to protect yourself in case the offense is not just a one-time thing—especially if it impacts your work or your professional relationships. If the issue could be serious, keep a written record of the incidents and your conversations with your colleague. It is likely that you won’t need it, but should the conflict escalate, you will want to be able to show how you have handled the situation proactively and professionally. Pick Your Battles Finally, keep in mind that you do not have to confront everyone, every time—making an issue out of every little thing will only create unnecessary tension in the office. So, next time you’re upset about that colleague who always has to have the last word in a meeting, take a breather. Think about the problem, and consider whether or not it’s really something you need to go to the mat for. In the end, save your energy for real problems—someone who’s not pulling her weight on a team project or who’s deliberately undermining you—and let the little stuff go. No matter where you are in life or the office hierarchy, you are bound to experience conflict in the workplace. But knowing how to deal with it effectively, with professionalism and flexibility, is the ticket to getting ahead. And at the end of the day, that’s really all you can control.

  • Gaps and Other Sticky Resume Situations

    We have finally arrived at the climax of the resume-building documentary. Hopefully, we have learned a lot more about structuring a quality resume that would attract maximum attention from hiring managers and recruiters. Gaps and Other Sticky Resume Situations Short-Term Jobs If you stayed at a (non-temporary) job for only a matter of months, consider eliminating it from your resume. Leaving a particularly short-lived job or two off your work history shouldn’t hurt, as long as you’re honest about your experience if asked in an interview. Gaps in Your Resume If you have gaps of a few months in your work history, don’t list the usual start and end dates for each position. Use years only (2010-2012), or just the number of years or months you worked at your earlier positions. Explaining Job Hopping If you’ve job-hopped frequently, include a reason for leaving next to each position, with a succinct explanation like “company closed,” “layoff due to downsizing,” or “relocated to a new city.” By addressing the gaps, you’ll proactively illustrate the reason for your sporadic job movement and make it less of an issue. Long Breaks in Jobs Re-entering the workforce after a long hiatus? This is the perfect opportunity for a summary statement at the top, outlining your best skills and accomplishments. Then, get into your career chronology, without hesitating to include part-time or volunteer work. Don’t Try to Get Cute Don’t try to creatively fill in gaps on your resume. For example, if you took time out of the workforce to raise kids, don’t list your parenting experience on your resume. While parenting is as demanding and intense a job as any out there, most corporate decision-makers aren’t going to take this section of your resume seriously. Finishing Touches Ditch “References Available Upon Request” If a hiring manager is interested in you, he or she will ask you for references—and will assume that you have them. There’s no need to address the obvious (and doing so might even make you look a little presumptuous!). Proofread It should go without saying, but make sure your resume is free and clear of typos. And don’t rely on spell check and grammar check alone—ask family or friends to take a look at it for you. Save it as a PDF If emailing your resume, make sure to always send a PDF rather than a .doc. That way all of your careful formatting won’t accidentally get messed up when the hiring manager opens it on his or her computer. To make sure it won’t look wonky when you send it off, look at it in both Google Docs and Word, and then attach it to an email and open it as a preview. Name Your File Smartly Ready to save your resume and send it off? Save it as “Jane Smith Resume” instead of “Resume.” It’s one less step the hiring manager has to take. Constantly Refresh It Carve out some time every quarter or so to pull up your resume and make some updates. Have you taken on new responsibilities? Learned new skills? Add them in. When your resume is updated regularly, you’re ready to pounce when an opportunity presents itself. And, even if you’re not job searching, there are plenty of good reasons to keep this document in tip-top shape.

  • Using Strong Resume Headlines in Your CV

    Out of the hundreds of articles we read daily, we are most likely to click the one when the headline feels urgent, relevant, or captivating. The same applies when it comes to your resume: A strong headline will draw recruiters into your story. A brilliant headline can make all the difference in landing a job interview. What is a resume headline or resume title? A resume headline is a concise description of your work experience, placed right at the top of your resume. It goes below your name and contact information and above your summary or opening resume section. Your resume headline usually pairs a job title with a brief phrase or two that relates to the job you’re pursuing. It’s where you tell a decision-maker that you’re a great fit for the job. Why should I use a resume headline? Resume headlines work because they allow you to frame who you are and your core value proposition to the recruiter or hiring manager right away. This is your chance to say that you’re exactly what they’re looking for and prompt them to keep reading. A headline also gives you a better shot at getting noticed because you can weave relevant keywords into this part of your resume. Keywords (job titles, skills, educational credentials, etc.) that align with the job description can increase the odds of your resume passing through an applicant tracking system (ATS) and landing in front of human reviewers who will ultimately make the hiring decisions. Best resume headline templates for 2023 So, what does a resume headline look like? Here are three different templates you can use to write your own. When writing resumes for my clients, I typically use this formula: Job Title with X Years’ Experience Doing This Directly Relevant Thing Job Title Who Achieved This Very Impressive Result Having just a resume title with no headline may be a missed opportunity to share something specific that ties your capabilities to the requirements of a job. 6 ways to Write a Great Resume Headline A compelling headline will be both keyword-rich and provide a short and snappy elevator pitch—something that summarizes what you’re all about about the job or jobs you’re pursuing. 1. Position yourself for the job you want (but don’t lie) If you’re a marketing manager who’s built a successful e-commerce platform for your current employer and you’re applying for jobs at companies looking for a marketing leader with e-commerce experience, you’d be wise to announce that you’re a marketing leader with that specific experience in your headline. 2. Tailor your headline for each role you pursue You can, and should, modify your headline as needed if you’re applying for jobs with varying requirements. So if you’re that same marketing manager and you’re applying for another job that emphasizes social media marketing—and you also have experience doing that—you shouldn’t hesitate to swap the e-commerce mention for something more specific to social media. 3. Keep it concise Brevity and strategy are key with your headline. Keep your headline up two lines max. Otherwise, your headline should be a one-liner combining title(s) with a powerful phrase about your suitability for this job. 4. Avoid clichés Don’t waste valuable real estate with vague terms like “results-oriented” or clichés such as "thinks outside the box.” Recruiters see these lines too often. Instead, show your impact with a data point: X Job Title Who Increased Revenue by 150%, or similar. 5. Use common job titles If you’re looking for a job as a Sales Director and are working as one now, but have a different title such as Chief of Sales, introduce yourself as Sales Director in your headline. It all comes back to the keywords both the ATS and the people reading your resume are looking for. 6. Highlight accomplishments Again, if you’re a top performer with impressive, quantifiable results to share, this is a great opportunity for you to show off. Take a look at the examples below to see what this could look like in action. A general resume headline, and why it works Say you’re a project and program manager who just earned your Project Management Professional (PMP) certification. You’ve selected a few project and program management jobs that you want to apply for and notice that this certification is consistently listed as a preferred qualification. Your headline, then, may look like this: PMP-Certified Project Manager | Senior Program Manager Delivering Complex Projects—On Time and within Budget—for Global SaaS Providers This keyword-rich title immediately tells the reviewer that you’re a project manager and a program manager and that you have the valuable PMP certification. The rest of the headline makes it clear that you have experience in a SaaS environment and know how to successfully deliver projects on deadline and within budget. You’ll also notice that every word in the headline and subhead earns its spot on the page. Everything works together to bring the reader into your story and make them eager to continue into your summary section. One- and two-line resume headline examples Here are a few more headline examples, for a variety of industries and roles: Nonprofit Leader | Executive Director | Director of Development Driving Transformative Performance on Behalf of Global Humanitarian Agencies Supply Chain Manager | Logistics Team Lead Optimizing Operational Performance in Global Manufacturing Environments Executive Assistant | Office Manager Enabling Business Leaders to Thrive by Delivering World-Class Administrative Support Technical Writer | Trainer & Instructor Transforming Complex Technical Information Into Compelling and Actionable Content, Lessons, and documentation We could take those same four people and create one-line headlines for them: Nonprofit Director Who Has Successfully Raised $5M for Children’s Charities Supply Chain Leader With 15 Years Experience Managing End-to-End Global Supply Chains Executive Assistant—an Indispensable Partner to Senior Business Leaders Technical Writer Specializing in Transforming Complex Information Into Compelling and actionable Content Lastly, some bonus resume headline examples If you want even more ideas, consider these: Certified Public Accountant (CPA) With 8 Years of Auditing Experience SaaS Account Executive Who’s Closed Over $10 Million in Sales Content Writer and Editor Who Has Increased SEO Traffic by Over 200% Award Winning UX-Designer Specializing in Accessibility Account Manager Responsible for Upsells Totalling $500K+ in 6 Months Back-end developer Fluent in JavaScript, SQL, Ruby, and Python Advertising Executive Responsible for the GEICO Gecko Social Media Marketing Specialist who Launched and Grew 100K Followers TikTok Account Recruiter Who’s Sourced, Interviewed and Overseen Hiring Process for 200+ Hired Candidates Project Manager Specializing in Completing Over-Budget Initiatives Cheap HR Professional with 18 Years in Benefits Management Certified Special Education Teacher With 5 Years Experience in Multi-Grade Classroom Data Analyst With 4 Years of Experience in Financial Modeling Data Scientist Specializing in Machine Learning IT Professional Who Set Up Hillary Clinton’s Server—Which Is Still Unhacked Engineer Who Founded Tesla No one—not even the ATS—can see, feel and touch your years of experience and understand why you should be hired. It’s on you to frame the “you on paper” as the very best candidate to the decision makers, whether they’re a technology or a group of humans. And it all starts with your headline.

  • Your Check List Before Accepting an Employment Offer

    Accepting a job offer is a big deal in your career. It's a decision that can shape your life, both personally and professionally. So, it's crucial to think carefully before committing. This is Your Check List Before Accepting an Employment Offer. Job Fit: Check if the job matches your skills, interests, and career goals. Make sure it's something you'll enjoy and that aligns with your qualifications. Company Culture: Look at the company's culture and values. See if they match with yours. A positive work environment can make a big difference in your job satisfaction. Compensation Package: Don't just focus on the salary. Look at the entire compensation package, including benefits, bonuses, stock options, and perks. Make sure it meets your financial needs, and consider the cost of living in the job location. Work-Life Balance: Think about how the job will affect your work-life balance. Consider if you'll need to work long hours and if the company offers flexible work arrangements. Career Advancement: Check if there are opportunities for growth within the company. Will you have chances for promotions and skill development? Make sure the job allows you to progress in your career. Location: Consider the job's location and whether you're okay with relocating. Think about factors like commute, and living conditions, and how it will impact your daily life. Benefits and Perks: Look closely at the benefits package, including health insurance, retirement plans, and paid time off. A good benefits package adds value to your overall compensation. Job Security: Check the company's financial stability and industry outlook. Job security is crucial, especially during uncertain economic times. Company Reputation: Research the company's reputation through online reviews, employee testimonials, and ratings. This can give you insights into its standing in the industry. Company Mission and Values: Consider if the company's mission and values align with your beliefs. Working for a company that shares your goals can be fulfilling. Colleagues and Team: Think about the people you'll be working with. Your colleagues and team dynamics can impact your job satisfaction. Training and Development: Check if the company invests in continuous learning and professional development. A company that supports employee growth is likely to provide a rewarding career. Job Stability: Consider if the job is subject to cyclical demand or seasonal fluctuations. Job stability is important, especially if you have financial responsibilities. Gut Feeling: Trust your instincts. If something doesn't feel right, explore further. Your intuition can guide you towards the right decision. Remember, there's no one-size-fits-all answer. Take your time, ask questions, and do your research to ensure that the job offer aligns with your goals and values. Make an informed decision that suits your unique circumstances and aspirations.

  • Directing Your Career When Faced with a Job Loss

    Losing your job can be one of life's most challenging and disheartening experiences. The uncertainty it brings can be overwhelming, but it's crucial to remember that you're not alone. Many have faced this situation and come out stronger on the other side. In this blog, we'll discuss the essential steps to take when you're faced with a job loss, helping you regain control of your professional life and emerge even more resilient. Allow Yourself to Grieve First and foremost, it's essential to acknowledge your feelings and give yourself permission to grieve. Losing a job can be emotionally taxing, and it's okay to feel upset, angry, or anxious. Remember, it's a natural part of the healing process. Share your feelings with friends or family, or consider seeking professional support to help you cope with the emotional impact. Assess Your Financial Situation Before you start any job search, take a comprehensive look at your financial situation. Create a budget and assess your savings, assets, and expenses. This will help you determine how long you can sustain yourself without a job and what adjustments you may need to make. It's also an excellent time to consider cutting non-essential expenses to stretch your resources further. Update Your Resume and Online Profiles With your emotional and financial well-being in check, it's time to prepare for your job search. Start by updating your resume and online professional profiles, such as LinkedIn. Highlight your key skills, accomplishments, and experiences. Tailor your resume to match the job positions you intend to apply for, and ensure your online presence portrays a professional image. Identify Your Transferable Skills While the job market can be competitive, remember that you possess valuable skills and experiences that can be applied to various industries and roles. Identify your transferable skills, those abilities that can be useful across different job sectors, and consider how they can be an asset in your new job search. Network and Seek Support Networking is essential in a job search, so reach out to your professional and personal contacts. Let them know about your situation and ask for help, advice, or introductions to potential employers. Join job search support groups and attend networking events to expand your connections and gain insights from others who've experienced job loss. Set Clear Career Goals Use this time of transition to set clear career goals. What kind of job are you looking for? What industries interest you? What companies align with your values? Setting specific goals will help you stay focused during your job search and make more targeted applications. Enhance Your Skills Consider investing in yourself by acquiring new skills or upgrading existing ones. Attend online courses, workshops, or webinars related to your field or the industry you want to enter. Learning new skills not only makes you a more attractive candidate but also boosts your confiden Optimize Your Job Search Job hunting can be daunting, so streamline the process by using job search platforms, company websites, and professional networks like LinkedIn. Take advantage of job search engines to set up alerts for new job postings that match your criteria. Be diligent in submitting tailored resumes and cover letters for each position you apply for. Prepare for Interviews As you begin to receive interview invitations, be well-prepared. Research the companies you're interviewing with and practice common interview questions. Dress appropriately and rehearse your responses with a friend or in front of a mirror to build your confidence. Be Open to New Opportunities Flexibility can be a valuable asset in your job search. While it's essential to have specific career goals, be open to unexpected opportunities. You might discover a role or industry you hadn't previously considered, and it could turn out to be a perfect fit. Stay Positive and Persistent Job loss can be discouraging, but it's essential to maintain a positive mindset and stay persistent in your efforts. Rejection is a part of the job search process, but every rejection is one step closer to finding the right fit. Don't give up; your next opportunity could be just around the corner. Facing a job loss is undoubtedly challenging, but it can also be a catalyst for personal and professional growth. By following these steps, you can navigate the difficult journey of job loss with resilience and determination. Remember that you have the skills, abilities, and support network to overcome this setback and emerge stronger on the other side. Your next great opportunity is waiting for you; all you need to do is keep moving forward.

  • Avoid These Mistakes in your Job Search

    In the highly competitive world of job hunting, many job seekers feel disheartened after spending countless hours on applications without receiving any responses. If you find yourself in this situation, it's a good time to reevaluate your approach and identify potential mistakes that might be hindering your success. This guide explores seven common job search mistakes and provides actionable strategies to correct them. Lack of a Strategic Approach to Target Employers: Problem: Submitting applications without a focused strategy. Solution: Identify and focus on ideal employers aligned with your interests and skills. The common best approach would be to connect with companies in the same business as your employer. Generic Nature of Resume and Cover Letter: Problem: Using generic application materials. Solution: Customize/Tailor make your resume and cover letter for each company. Highlight your capacity to solve unique challenges and add a personalized touch that resonates with potential employers. Underutilizing the Prime Real Estate of Your Resume: Problem: Neglecting the top third of your resume. Solution: Optimize this section by presenting personal information succinctly. Focus on relevant details, omitting unnecessary information like street addresses. Consider a professional summary instead of an objective statement. Resume Length Overreach: Problem: Submitting overly lengthy resumes. Solution: Aim for a concise one-page resume or, at most, two pages with highly relevant content. Focus on the most pertinent facets of your experience that directly qualify you for the job. Relying on Others to Infer Your Achievements: Problem: Enumerating tasks rather than highlighting accomplishments. Solution: Shift your focus from tasks to outcomes. Clearly articulate the results you achieved and how they contributed to the organization's success, conveying your value compellingly. Neglecting the Power of LinkedIn: Problem: Ignoring LinkedIn in the digital age. Solution: Create a robust LinkedIn profile featuring achievements, a compelling personal narrative, numerous connections, and work samples. Optimize your profile to enhance your professional image. Social Media Oversights: Problem: Underestimating the impact of social media. Solution: Clean up your social profiles by adjusting privacy settings and removing content that could be perceived as offensive. Remember that your social media presence reflects your professionalism, and employers are cautious about potential risks. To correct these job search mistakes, adopt a strategic and customized approach. Develop a targeted employer strategy, customize your application materials, optimize the top third of your resume, maintain a concise resume length, showcase accomplishments, leverage LinkedIn, and manage your social media presence. Attention to detail and a thoughtful, personalized approach are key to standing out in the competitive job market.

  • Why Good Leaders Hire Smart People

    A lot of the "Mission" and "Vision" of the company depends on the stakeholders. How they chose the team is critical to the working of the company. From the company's business goals to its business processes, policies, work ethics, culture, and talent management, it all depends on the managers and whom they choose to get the job done. ​ Bringing in friends and family members purely because of their relationship with the decision-makers rather than their ability to perform, can be detrimental to the business and to the rest of the team's performance. ​ Hiring Managers and decision-makers realize that and some are careful about whom they hire. Not only do experience, education, and skills count but also personality, logical and analytical reasoning, the ability to get out of sticky situations, and handle work pressure. I remember reading about a highly influential businessman in the 19th century who built an empire in a book by Dale Cargenie - "How to Win Friends and Influence People" in which he shares the example of a CEO who built the largest global corporation now a multibillion-dollar business who had the following words carved on his gravestone. "Here lies a simple man who had the talent of hiring people smarter than him". Pharmaceutical entrepreneur Ewing Marion Kauffman shares "If you hire people you consider smarter than you, you are more likely to listen to their thoughts and ideas, and this is the best way to expand on your capabilities and build the strength of your company.” Guy Kawasaki once said, "Greatness starts with the humility to hire people who are much smarter than you.” Michael Dell says “Try never to be the smartest person in the room. And if you are, I suggest you invite smarter people … or find a different room.” Steve Jobs once said, "It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do." ​ Hiring smart people can Helps you learn and understand their way of thinking, working, and reacting to situations. Helps you compete with those better than you and in doing so helps you excel and upgrade your own potential Drives the company to achieve better results through smart work. Motivates employees to recognize unbiased personal to employees. Results are rewarded, not relations. Helps you an an uncommon knack of hiring pure talent. Why smart people may not be hired? The hiring managers or team members feel threatened about their jobs. You can lose career and growth opportunities to hard and smart working team members. Downgrade or loss of your own position when a junior member can perform as well as you (if not better) at a lower salary.​ Ego as a big obstacle ​ You must hire smart people who work hard too because the biggest feather in your cap is "you found them". You will prevent limiting the organization to the level of your own ability—and grow the capabilities of your company. You become more likely to listen to their thoughts and ideas, and this is the best way to expand on our own knowledge and build the strength of the company.

  • 6 Things to know before signing your employment contract

    Congratulations ! you have been selected for the job after strenuous 3 rounds of interviews. So all that is now left for you is to receive the employment offer or contract before signing on the dotted line. So what are the top things to focus on before you sign the employment contract ? Job Title and Responsibilities Job titles vary from company to company. A Sales Manager, can be have a Sales Leader, Assistant Sales Head, or a Sales and Marketing Manager title. It is important to ensure that the title matches the job description. Not all sales managers, manage a team, nor do all Relationship Managers only support and not sell. This is important because it defines the scope of what your exact role is. It must also ensure what title is possible and what is not (based on the company trade license or structure in most cases). Make sure you have read the job description well and understood its responsibilities, and KPIs. Ask questions and clarify your doubts (if you have any) Place of Work Find out your fixed office location from where you would be based. It would be good to clarify the geographical coverage of your responsibilities and how much travel (if at all) is applicable. You may also want to find out WFH or remote work options should the need arise. You may also want to find out a course of action or repercussions, should there be a transfer to another country, which you may not be able to accept. Salary and Benefits Make sure your employment contract clearly includes all salary and benefit options. Remember, if it is not written in the employment contract, it is not there. Verbal commitment is not be part of a guarantee or contract. Every financial aspect must be included, whether fixed, variable or future increment. Check if bonuses are guaranteed, discretionary or performance based. If based on performance, there should be set conditions that are to be met. You need to ask what they are. Working Hours Do not agree to a contract that does not have working hours. Employees in the UAE are protected by laws on working hours and overtime. Most positions will require your consent that working hours may extend beyond the stipulated time depending on urgency and work load and this is mostly followed. Check for flexible working hours or work from home hours should there be a family emergency. Also check if you are being asked to “work all the necessary hours that the job entails”, and if so what is expected. You may want to find out if you are entitled to overtime pay. Holiday Entitlements You may not be able to take holidays at the time of your choosing, so you should look out for the following: When would you be able to take your annual vacation? Can you split this into 2 parts? How early must you apply for sick or annual leave and what is the approval process like. Whether you could be prevented from taking holidays at certain times of the year. Whether there is an entitlement to carry forward unused holidays into the following year. Restrictive Clauses A non-compete clause or notice period would be most common clauses that you would need to ensure better understanding. If your notice period is 3 months, you need to be aware of difficulties in new employment in the future since most companies accept 30 days notice period. It would be best to understand the possibilities or consequences should such a situation arise. You may also want to discreetly find out if and what action the company has taken with past employees in the event of breach of a no compete clause. For sales roles, any personal clients you introduce to your new employer may become integrated into your employer’s own client base and form part of your restrictive covenants when you leave, unless your contract says otherwise. All the best with your new employment contract.

  • How to Answer the "Why Do You Want to Work at This Company?" question

    When you are preparing to attend an interview, you will want to research and practice common interview questions because you will want your answers to be unique that not only differentiates you from other candidates but also leave an impression in the interviewer's mind. Like most other questions this is not a question that relates to you or your qualification and experience but demonstrates the effort you put in to research about the company, its culture and its people among other factors. To help you get started, here are four different angles to consider. You can use any 1 or more. 1. The Company’s Uniqueness Your answer should be unique to each place you interview, just like your CV must be uniquely tailored to every job application (without misrepresentation) and not contain general statements about “working with talented people”. You need to do a lot of digging to determine those unique points about you that excites you and differentiates this company from most other employers. This is the perfect chance to show off that you actually did some research. 2. Start at the Beginning If finding out more about the place turns out to be more challenging than expected, try telling a story of how you first heard about the company. Do not get too descriptive. Your goal is here is to show that you were aware of and interested in the company before you even had the opportunity to apply. Being able to comment insightfully about a brand’s history is certainly a good way to show that your interest in it did not develop overnight. 3. Think Ahead Besides diving into history, also consider thinking ahead. Being able to talk about what areas of the company you think have opportunities for growth and showing your excitement about contributing to that growth is an excellent way to approach this question. This forward thinking shows that not only are you invested enough to think thoughtfully about the future of the company, you have some ideas about how to continue driving its continued success. This is a great way of illustrating your knowledge and commitment in a way that goes beyond what you can find doing research online. 4. Offer a Personal Touch It can be hard to talk about what makes a company special as an outsider, but one thing you can count on being unique is the people. Maybe you have a friend who works at the company. You can talk about how impressed you are with what their experience has been like—just remember to be specific. And even if you don’t have an internal contact, simply being invited to the interview means you have interacted with some employee. Talk about a personal interaction with the people of the company and how they’ve made you feel welcomed or how you’re excited to see such enthusiasm in the team members you’ve spoken with so far. There’s no 100% right way to answer this question. Be genuine and get creative.

  • 6 Signs Your Job Interview Went Well

    You feel confident that he interview you attended went well. A job search is filled with uncertainties, and there is no sure way to get inside the interviewer’s head. While there are no foolproof signs or guarantees, there are a few below indications that you performed well at your interview. 1. Your Interview Ran Longer Than Scheduled Your interview was scheduled for half an hour, but lasted closer to 45 minutes or an hour before it ended. Chances are, your interviewer is interested in you and was highly engaged in the information you were providing. They wanted to know and learn more. Normally they would not want the waste their time (or yours), by extending the interview duration. 2. Your Interviewer’s Body Language Was Positive Body language (Nonverbal communication) carries a lot of weight. A few body language hints to look at “Does the interviewer seem engaged with what you are saying? Are they leaning forward when you say something particularly incisive? Are they constantly attentive maintaining strict eye contact and do the eyes have a "spark" of interest in them? While these types of cues can be more difficult to pick up on in a video interview, there are a few things you can look out for. 3. You Were Asked Deeper Questions Are they probing deeper into the subject with more questions or do they seem like they are just going through their checklist of required questions?” Pressing you for additional detail is a good sign. It could be a sign that you are not giving enough information in your initial answer. That's a cue for you to share more descriptive and accurate details. Hint: Use industry/job description based specific words and follow a smooth forward flow pattern covering very stage detail. 4. They Want You to Meet Other Team Members When you are asked to meet with other team members who were not originally scheduled or you are asked to meet with their boss, or even be shown around the office, that’s a very strong indicator that they are interested. However, if the hiring manager mentions wanting to introduce you to their a department leader, or another decision maker (at another time), you can still mark a check in the “positive signs” column. 5. Your Interviewer Gave You a Timeline for Next Steps Getting to this interview is a big deal, but it is also just one step in the hiring process. If your interviewer went into detail about the hiring timeline and what you could expect to happen next, that means they are interested and want you to be in the loop on what is coming up. 6. Your Follow-Up Email Got a Quick Response You know the importance of sending a thank you email after your interview. That message received a quick response indicating they want to thank you for your time and to tell you that they’ll be in touch soon. A quick reply is confirmation that you’re top of mind and they want to keep you engaged in the hiring process. You Aced Your Interview—Now What? You are feeling confident that you can expect to move forward in the process. Here are a few things you should do to make the most of that momentum: Do not be overconfident or build your hopes up just yet. Send a thank you note or email if you haven’t already. According to a recent survey, 80% of hiring managers find these messages at least somewhat helpful when reviewing candidates. Jot down some notes about the important information you received as well as some of the main points you mentioned and stories you told in the interview. If you move forward in the process, it’s good to have these details to refer back to. Cross checking details between the first and second or third interview, helps the interview determine "inaccuracies".

  • Artificial Intelligence (AI) and Its Impact on Jobs

    Artificial Intelligence (AI) is like a smart robot that can do many tasks people used to do. This might mean some people lose their jobs and find it hard to get new ones. But it's not all bad. AI can also make new jobs. Whether AI is good or bad for jobs depends on a lot of things, like what kind of job it is and what skills you need. Some jobs can be totally done by AI, like jobs where you do the same thing over and over or jobs where you look at numbers all day. But AI can also make new jobs, like jobs where you work with computers or robots. AI is not the only thing that affects jobs. Other stuff, like things happening all over the world and what people like to buy, also matters. And not all jobs are affected the same way by AI. Some places and industries might see more changes than others. In short, we're still figuring out what AI means for jobs. Some people might lose their jobs, but other people might find new ones. We need to get ready for these changes so everyone can benefit from what AI can do. Jobs that AI Can't Do AI is getting smarter, but there are still some things it can't do as well as people. Here are some jobs that are hard for AI: Creative Jobs: AI can think of new ideas, but it's not so good at being truly creative. Jobs like making art or music need a human touch that AI can't copy. Emotional Jobs: AI can tell when someone is happy or sad, but it can't really understand feelings or be kind. Jobs like being a counselor or teacher need a human heart that AI doesn't have. Jobs needing Hands: Robots are good at moving, but they're not great with tiny or gentle moves. Jobs like surgery or styling hair need hands that are careful and gentle, something robots find hard. Jobs needing Tough Choices:  AI can look at lots of facts and make guesses, but it's not good at making hard choices or knowing what's right. Jobs like being a doctor or a boss need human brains that can understand tough stuff. Jobs with People: AI can talk like a person, but it can't really get jokes or understand cultures like we do. Jobs like helping customers or making friends need people skills that AI doesn't have. To sum up, there are still many jobs where people are better than AI, especially jobs needing creativity, feelings, gentle hands, tough choices, and being good with people. Jobs with the Most AI As AI gets better, there are more jobs that use it in some way. Here are some jobs that are in demand and use AI: Data Scientist: These folks use AI to look at lots of data and find cool things that help businesses. Machine Learning Engineer: They make AI smarter so it can learn on its own and do more stuff. AI Product Manager: They make sure AI products, like talking robots or smart gadgets, work well and do what they're supposed to. Robotics Engineer: They build robots that can do different jobs, from making cars to helping sick people. AI Ethicist: They make sure AI is fair and doesn't hurt anyone or do things it shouldn't. Natural Language Processing (NLP) Specialist: They help computers understand human language so they can talk to us better. Computer Vision Engineer: They help computers see and understand pictures and videos, which is helpful for things like self-driving cars. In short, there are lots of jobs that use AI, and these jobs are likely to keep growing as AI gets better. Is AI Good or Bad? AI can be both good and bad, depending on how we use it. Here are some good and bad things about AI: Positives: Speed: AI can do things quickly, so we can get more done in less time. Smartness: AI can look at lots of information and find stuff we might not see, helping us make better choices. New Cool Stuff: AI helps us make new things, like self-driving cars or medicine that's just right for you. AI related Education and Jobs: AI makes new jobs for people who know how to work with it. Safety AI can find bad stuff, like crooks or big storms, before they hurt us. Negatives: Job Losses: AI can do some jobs better than people, so some folks might lose their jobs. Can Be Unfair: Sometimes AI is unfair, like when it only picks boys for a job or doesn't like people from certain places. People Data Security: AI might collect lots of our information and not keep it safe. Weapons: AI can make weapons that don't need people to control them, which might be dangerous. Outsmart People: Some folks worry that AI might get too smart and not need people anymore. In short, AI can be really good, but we need to be careful how we use it so it helps everyone and doesn't hurt.

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