How would you like to be described by a potential employer after your job interview? Confident, experienced, determined?
“Desperate”: that’s certainly not something you would like to hear.
When your job search process drags on and there’s still no offer on the horizon, you may start to unwillingly show signs of desperation to your prospective employers.
But how to stop worrying and not appear as if you “need a job too much”, you may ask. Here’s an approach: Read more
Any candidate would like the recruitment process to be as impartial as possible, but as Alexander Pope once said: to err is human. And recruiters are no exception to that rule.
Here is what a Forbes article entitled “Data-Driven HR: How Big Data And Analytics Are Transforming Recruitment” has to say on the subject: “many HR professionals or hiring managers would probably admit that they make appointments based on gut feeling.”
Disheartening though it may sound, the good news is that data and analytics are helping employers take the guesswork out of recruitment.
Not only that, but also the rise of people-first approach in recruitment makes the job search experience increasingly candidate-friendly. Here is a short summary of two valuable articles on the subject:
About the initiative: we provide a safe space for experienced managers in Warsaw (to start with) who have accepted the challenge of looking for a job (actively or passively) so that they can exchange their experiences, support each other through listening, kind words or information and inspire each other.
27.8. LinkedIn for job hunters (workshop) Read more
O inicjatywie: tworzymy bezpieczne miejsce/przestrzeń dla doświadczonych managerów w Warszawie – którzy przyjęli wyzwanie szukania pracy (aktywnie i pasywnie) – by mogli wymieniać się swoimi doświadczeniami; wspierać się przez słuchanie, dobre słowo lub informacje; wzajemnie się inspirować.
Temat w najbliższym czasie:
27.8. LinkedIn dla szukających pracy (warsztat)
Leaving your job? Or just thinking of leaving your job? If your answer to one of these questions is “yes” you might want to think about how to deal with the stress and all the other byproducts of the whole process.
This topic is covered by the last (but not least) video of the LinkedIn Learning video series concerning career & job search. Here’s a sneak peek of the content:
- “before”: leaving any job is an emotional experience that can be a little unsettling. How will you deal with the whole range of emotions you’ll experience then? One of the ideas is to come up with a list of pros and cons of leaving so that you can choose what’s truly best for you. And once you make that decision, don’t let yourself fall into a downward spiral of “what if’s” Read more
In the previous post of this series we wrote about one of the job hunting related courses offered by LinkedIn Learning called “Managing your Career” which covers the basics of starting a job search. Now it’s time to figure out a strategy.
The brilliantly concise video “Job Search Strategies” offers a comprehensive guide to topics ranging from online tools to manage the job search, your online presence and searching for a job on the Internet over to networking and headhunters.
Key highlights of this 40-minute course:
Everything is possible irrespectively of the length of the career break, but there’s a strategy and methodology to getting back into the active workforce.
Career reentry expert Carol Fishman Cohen shares her own and her clients’ journey like “You are going to have a lot of conversations that don’t go anywhere. Expect that, and don’t be discouraged by it. There will be a handful that ultimately lead to a job opportunity.”
Carol also discusses the two main concerns employers have concerns so-called “relaunchers”:
1) That they are technologically obsolete
Once in a while we come across pearls in the form of valuable articles that we share with pleasure. This one was written by AltoPartners and is called “The Pathway to Executive Leadership”.
Although it refers to examples from Australia and the mining industry it is relevant for all managers who consciously (want to) manage their careers and are ready to honestly look at themselves.
It talks about 3 types of candidates and their inherent risks – from an Executive Search Consultant’s perspective:
- those who have a proven leadership track record in a specific domain
- those who have a proven leadership track record in a transferable domain
- those who have proven themselves in a functional management role, and are ready for the next step.
There is no one-size-fits-all-kinda solution or approach to managing your own career. Spengler Fox asked a senior manager at a global brewing company to share their own experience. Here a fragment:
“I started in a situation where I had been with my company for over five years. I was an ambitious, conscientious employee and had received good high performer ratings and assessments of my work performance. Yet I wasn’t really sure how to advance in my career.
This topic returns regularly: age discrimination when searching for a job.
In order to be successful at job hunting, the stats tell us that experienced managers who are 50+ need:
- approx. 2 weeks longer to find a job
- to build longer target lists of companies when applying
- to be more selective / thoughtful when preparing said list
There are also tips on how to improve the CV, in order not to scream “I’m close to retirement”: