5 Myths That Prevent Job Seekers from Overcoming Failure

5 Myths That Prevent Job Seekers from Overcoming Failure5 Myths That Prevent Job Seekers from Overcoming Failure For many people, the job search is a mysterious and frustrating process. Unless youre a recruiter or hiring manager , you usually dont have a good idea of what goes on behind the scenes - and because of that, people tend to come up with their own ideas of what happens, and what it takes to be successful.Often, this works like a game of telephone You may start out with a grain of truth, but it will get repeated and altered so many times that it ends up being completely misinterpreted. As a result, buying into these common sense ideas and pieces of advice can actually end up hurting your chances of scoring your dream job.So if youve been hearing rejection after rejection lately - or worse, no responses at all - its time to set things straight. Read up on the most pervasive job search myths out there, what the facts of the matter are and how you can tweak your job search for better results.So many job seekers think their odds of hearing back are directly proportional to how many times they blast their resume out to recruiters. There is some merit to the idea that youll need to apply to multiple opportunities, but taking a total spray-and-pray approach is one of the worst things you can do.While applying to more jobs does increase potenzial callbacks, remember elend to sacrifice quality for quantity. Recruiters will quickly trash applications that are generic or a poor fit, says Christopher K. Lee, Career Consultant and founder of Purpose Redeemed .Instead, you should focus your job search on jobs you really want, and jobs where you compete against the best applicants in the pool, adds career concierge and hiring consultant Kim Stiens of Ranavain .And if you really want to stand out, customize each application you submit, says Cheryl E. Palmer, Executive Career Coach and owner of Call to Career .Carefully review the vacancy annou ncements for different positions and then tailor your titelseite letter accordingly so that you can convince a hiring manager that you are right for the job, Palmer recommends.On the opposite end of the spectrum, some job seekers are hesitant to apply to any job with a description that doesnt match their skills and experience 100 percent.Many job seekers refrain from applying to positions where they dont meet all the listed qualifications . This is a shame because some of them would excel in those roles, says Lee. Truth is, job requirements are often a wish list. Few applicants will meet all the points.A good rule of thumb if you match at least 75-80 percent of the requirements, its worth applying.Speak to how strong you are in the other areas, and highlight any areas of experience which demonstrate youll be able to pick up the lacking skill quickly, recommends business coach Dave Labowitz .While qualifications are important, theyre only part of the equation.Too many job seekers b elieve they should get the job because they have experience. Yes, experience is important, but it doesnt help you stand out, says career coach and resume writer Melanie L. Denny . Rather than simply assuming youll get the job due to your stellar track record, focus on the value you have produced for past employers in the gestalt of achievements, she recommends.Another reason hiring managers may choose a less qualified candidate is if they prove to be a better culture fit . If you have all of the necessary skills, but dont seem like you could work well with others at the company, thats a big red flag.One way to combat this is by only applying to companies that you know you would be compatible with. But if youve already found a good match, you can prove youre a good culture fit in your application materials - particularly your cover letter. Which leads us to myth number fourSure, not every recruiter or hiring manager will read a cover letter - but enough do that its still worth taking the time to write one, says Stiens.While some hiring managers dont read them, a lot still do, and for those hiring managers, your cover letter is at least as important as your resume. While a resume is a fairly rote, formulaic document, cover letters are your place to show your personality and show how you operate on the job, she explains.Cover letters can especially help demonstrate the oh-so-important aforementioned culture fit.With todays companies caring far more about cultural fit than ever before, a cover letter is your opportunity to show them who you are, not just what youve done. This will differentiate you from other applicants and increase the likelihood of an interview, Labowitz says.To demonstrate that culture fit, share relevant anecdotes from your career.Soft skills are key, and using anecdotes in your cover letter are the most effective way to demonstrate them in an application, Stiens recommends. And remember - no one-size-fits-all cover letters. You should submit unique, custom cover letters for each job you apply to (though you can certainly recycle material and anecdotes that are relevant to multiple jobs).So you satisfy most of the job requirements and have a great resume and cover letter that share what you could bring to the company that other candidates couldnt. And yet, you still arent hearing back from recruiters. What gives?Several of my clients think having a strong resume is enough to get them the job but if you dont get that resume in front of the right person (your potential future boss) and sell yourself in an interview, you wont be hired, Denny says. Make sure you are strategic about marketing yourself and master the art of selling your value to a hiring manager.The best way to do that, experts agree, is to network . If you know somebody at a company you want to apply to, ask if theyd be comfortable referring you. If you dont know anybody at the company, look online to see who you can connect with and send them a frien dly email or LinkedIn message requesting an informational interview. If all goes well, you can ask them for a referral.Dont get too in your head about who you should be connecting with. Some job seekers think I cant reach out to people I worked with 10 years ago and havent spoken with since then - it would be an imposition, says Career/Executive Coach Tammy Gooler Loeb . But put yourself in their shoes. If this person reached out to you after 10 years, would you feel imposed on or flattered that they contacted you? More often the latter, and youd likely be happy to do anything you can to be helpful to them, she points out.And dont hesitate to connect with somebody just because theyre not directly recruiting or hiring for the role.Most people find their next meaningful role through a third-, fourth- or fifth-degree connection and how they reached that point may likely have been through a string of connections that are not necessarily in your industry or doing a role similar to your s, Gooler Loeb says. Think of those people you know who seem to know everybody and ask them who they know may be good people for you to speak with to learn more about companies that are growing or hiring.

Before hiring a new employee, be sure they have these 5 traits

Before hiring a new employee, be sure they have these 5 traitsBefore hiring a new employee, be sure they have these 5 traitsWhen building yur team, there is nothing more important than hiring someone who not only is good at what they do but who is also going to mesh well with both the rest of your employees and your clients/customers. A business is nothing without its employees. And in my 14 years of owning a business, great employees have helped mydigital absatzwirtschaft agencybecome what it is today.When an employee moves on or we look to expand, these are the five qualities I look for in a hireAdaptabilityDigital marketing is a fast-paced field. You need to be constantly evolving and ready to research and learn on your own. This means having the right mindset to want to learn and change and put new skills to the test. If you dont have this spark and flexibility, you wont last long in marketing.ResourcefulnessMarketing is a fast-paced environment. And when you have multiple client s and multiple responsibilities, being able to manage your time is essential A good hire will have proven time management skills and be able to accomplish his or her tasks on time and with little-to-no supervision.A keen eye for the small stuffYou want someone who is detail oriented. Whether its reading an article 50 times, making 20 revisions on a website or simply paying attention to the colors and logo specs for a clients brochure, a good hire is detail oriented. It doesnt matter the job responsibilities or position title details are crucial to any business. Noticing details starts with the hiring process. Ill often get resumes with grammatical errors or even worse, spelling errors. Those go immediately in the trash. If a potential employee doesnt care enough to put their best foot forward for a possible future boss, why would they for a client down the road?Multi-tasking abilityMost companies these days are looking for someone whos not afraid to work outside their job descriptio ns. My agency is no different. Weve worked to break down silos between departments so our employees can have a holistic view of the entire marketing process. Along with this, in marketing,every client will have unique needs for their business goalsand youll have to learn to meet those goals. I look for hires with an ability to juggle tasks effectively without letting any drop.OpennessCulture fit is critical. This is key for both how the hire interacts with your team and how he or she interacts with current and potential clients. If a person doesnt gel with my team or cant handle talking with clients, its a sign they might not work out with job long term. At my agency, we utilize a trial period to ensure our new hires are slam dunks. During our introductory period, if it seems like the employee doesnt fit our culture, has difficulty interacting with clients or perhaps the employee just didnt like the work, we can part ways. No harm no foul.Alex Wolk is the founder ofINSITEADVICE.He l oves SEO and STL. Hes a Huffington Post and Businessdotcom contributor.This article originally appeared atBusinessCollective.

What to Do When a Job Candidate Ghosts You

What to Do When a Job Candidate Ghosts YouWhat to Do When a Job Candidate Ghosts YouThe job seekers profile is perfect. And in your first in-person meeting with the candidate, the two of you seemed to click. But since the interview, you havent heard a peep, even though youve sent several messages and even tried calling. Welcome to the frustrating world of candidate ghosting.The dating world coined the word ghosting to describe when a person abruptly cuts off all contact and seems to vanish from the face of the earth with no explanation. In the professional realm, this scenario is increasingly common as well. district president Josh Howarth said theres been a 10 to 20 percent increase in ghosting over the past year.To avoid being ghosted during the hiring process, you need to first understand this trend.Why job candidates ghostTo some extent, the rise of professional ghosting is due to a general erosion of once-sacrosanct etiquette standards. Many of todays job seekers would rather av oid confrontation and awkwardness than deliver bad news. You could also call it payback or karma, as hiring managers have long been known to ghost people after interviews.But the main explanation is that workers simply have mora choices today. In the current market, managers are struggling to fill vacancies while skilled candidates often field multiple job offers. With so many options, candidates simply may not care whether they burn a few bridges along the way. This is particularly true among entry-level positions with lower wages.Additionally, workers care about corporate culture when seeking employment. If a candidate feels your companys values dont align with their preferences, they may simply stop communicating with you and focus on other potential employers instead.HIRING? FIND TOP TALENT NOWHow to avoid being ghosted by job candidatesShould you just shrug your shoulders and consider that ghosting is the new normal? Not necessarily. Here are some steps you can take to reduce y our chances of being ghosted by job seekers.Streamline your hiring process. Other employers are likely courting your dream applicants as well, so you need to make your move quickly. Interview your top candidates right away rather than waiting for a critical mass before you bring them all in.Play by the Golden Rule. Ghosting works both ways. You dont like it, and neither do job seekers. When you treat them with respect, your company will gain a reputation for being considerate and professional. So, make it a point to communicate promptly with all candidates - not just the ones youre interested in hiring. People talk.Make an offer they cant refuse. With record-low unemployment rates, you dont have the luxury of lowballing the salary, even if youre willing to negotiate it higher. You can avoid turning off your top pick if you extend above-average compensation right away. A sign-on bonus, telecommuting option and other top perks would sweeten the deal.Use alternative forms of communica tion. Some millennials and Gen Zers dont check schmelzglas often. And they are unlikely to take a phone call from an unknown number. If youre having trouble reaching interviewees, send them a text message instead.Craft messages that encourage a response. Win interviewees back to the table with persuasive language. Personalize the communication by mentioning what you admire about their skill set and how theyd be a valuable addition to your team. End the message with specific next steps, such as Id like to schedule a follow-up meeting for later this week to discuss the job offer and a possible start date.As long as skilled candidates have the upper hand, employers run the risk of being ghosted. The key is to treat job seekers fairly and with respect, and then hope they have the courtesy of doing the same.

Is it Age Discrimination, or Are You an Angry Old Fart

Is it Age Discrimination, or Are You an Angry Old FartIs it Age Discrimination, or Are You an Angry Old Fart?Is it Age Discrimination, or Are You an Angry Old FartAge discrimination is a very real phenomenon that can mean longer periods of unemployment for older workers, along with the frustration and depression that so often follow. An organization that routinely avoids hiring people older than 40, 50, 60or any arbitrary cutoff pointis probably breaking the law (but good luck proving it). Still, its a huge mistake to assume that, just because youve reached a certain birthday, age discrimination is the one and only reason youre not getting hired. In fact, its a copout an easy way to let yourself off the hook and shift all the blame to someone else. Sure, there are some bad apples. But most geschftsleben owners know that it costs far more to continually replace employees than to retain good ones. Its in their best interest to hire candidates with good skills and staying powerand stati stically, older workers win that race.So, could it be that your righteous indignation has turned you into an Angry Old Fart (or AOF)? If youve ever seen a comedy routine featuring ventriloquist Jeff Dunhams quintessential AOF character, the foul-mouthedWalter (pictured here), you know what I mean. An AOF is anyone (not necessarily old) whos grown so cynical and pissed off at the world that they walk around with a big chip on their shoulder.They can often be heard uttering things like, Thats not the way we used to do it Check the list below to see if you have any of these symptoms.10 Signs You May be an Angry Old FartYoure proud to be one of the purists who hasnt gotten swept up in all that new techno-cyber-mumbo-jumbo.Youre intent on getting another job just like your old job, even though you were the CEO of VCRs R Us.Youre mucksmuschenstill using the same obituary-style resume that worked so well for you in 89.You like to tell your interviewers that you were out working before they were even born.You list unique skills and experience on your resume, such as proficiency on the Commodore Home PC and Apple IIe.Youre still determined to get to the top of the proverbial corporate ladder, even though they re-organized, re-structured, and right-sized the ladder into more ofa horizontal plank back in the mid-90s.You havent taken a course or upgraded your skills since you got out of school. (Youre already an expert, so why should you?)You dress like youve always dressed, style your hair the way youve always styled your hair, and believe that bow ties are the height of fashion.Youre a name dropper who likes to impress people with stories like that time you were an extra in a crowd scene on Happy Days and met The Fonz. AyyyyYouve sent the same resume and cover letter to 400 employers, not one has called you for an interview, and youve concluded its age discrimination rather than ineffective career documents.If some of those sound familiar and youre having trouble connec ting with employers, take an honest look at yourself. If theres a chip on your shoulder, knock it off Keep building your support system, find new avenues of learning, network-network-network, and let go of the old rules and limitations that were keeping you angry and boxed in.Can you think of other symptoms of Angry Old Fart syndrome? Leave a comment below.

5 quick tips for dressing like you give a damn

5 quick tips for dressing like you give a damn5 quick tips for dressing like you give a damnMy shirt size was XL all through college, which was curious, because I was 511 and 170 lbs. sopping wet after indulging in Burrito Tuesdays and wearing a winter coat. In short, I was not remotely a size XL incollege. I wasnt within miles of a size XL. I was barely an L. I was a 100 percent stone-cold M, an inarguable fact that did not remotely stop me from purchasing XL shirts, mostly because I wasdesperately insecureabout my muscle-free frame, but also because, at the time, I had scant concept of what sizes meant.Now, as amarried fatherof two with the sporadic ability to purchase something mora than AerosmithGet a Grip93 Tour t-shirts and slightly more clothes shopping experience under my belt (also significant belt-shopping experience), I can safely say that I still have scant concept of what sizes mean. If you are like me, you are L but sometimes XL and occasionally M if you dont mind spend ing 12 hours striving to inhale your own stomach. My pant sizes span the breadth of many numbers in the 30s. I dont remotely know where to start with sport coats, which are jerks.Here are two things I know It has become clear that the articles aboutHow to Be a Militantly Well-Appointed Set of Italian Cheek boneshall never serve as consulting material. But I also know that leaving the house while being off by two sizes not only make me look like the original bassist from Alice in Chains, but makes it look like my wife is going out with the original bassist from Alice in Chains, and thats a negative outcome for both of us. Dressing like youre 23 and also homeless is unacceptable, but chances are fairly high that youre not Benedict Cumberbatch. (If you are, hey man, thanks for reading, super excited forInfinity War.) But there are a few things you can do to find the line between - and to show your significant other that youre making the effort.1. First, throw out everything in your cl oset.Well, not everything. But mostly everything. People who make stupid amounts of money on self-help Twitter accounts call this decluttering your holistic chakra living space and emotional joy reservoir. We just call it Throwing Out (Or Donating) a Bunch of Old S**t You Dont Need. Through several thousands of years of genetic programming, were built to develop patterns ordering the saatkorn coffee, playing the same playlists, wearing the same shirts. Mentally, its easier practically, its boring. Since were straightening things up anyway, take an afternoon to scrape out your closet, identify anything that you havent worn within the past year and deposit it into a Hefty lawn bag for Goodwill or charity bin outside Lowes. By Kondo-ing the bejesus out of your stuff, youre making room, sure. But more than that, youre mentally preparing to change things.2. Have someone smarter than you determine your sizes.If you do not know how to do this, find a tailor, which you will be able to do by asking your grandfather what a tailor is and then googling one in your town. (If youd care to do this while sipping an Orange Julius, you can also hit up an anchor store at a mall.) Get your numbers and stash them in your phone somewhere for easy retrieval. This way you start with a baseline of Actual Math Figures, instead of just slim fit or husky. And then3. Understand those actual math figures do not mean a damn thing.The apparel industry is screwing with you for its own enjoyment, because size numbers mean nothing. Size L means nothing. Slim Fit means less than nothing. Skinny Fit means something, but its usually Put This Down, You Have a Family, For Gods Sake. Sizes vary pathetically randomly, from town-to-town, from store-to-store, and sometimes, conveniently, within the same store, moreso if youre ordering online. If this sounds like it means you have to shop at various places over a span of time to figure out where youre a Slim Fit and where youre a 34 and where youre a 42 L or 40 R, yes. Assume zero consistency between sizes and cuts across stores. Women have been dealing with this for 400 years, so dont complain about it too much. Before you can do anything, you have to determine what fits. This might take a while.4. Get six outfits, and then wear them for no reason at all.With your closet freshened and Actual Size obtained- and in flagrant defiance of Jason Isbell - establish a handful of outfits from your appropriately fitting arsenal. And then, for no reason at all, wear one on a random Tuesday. And then on a Friday. And then some time that isnt a date night, or a special occasion, or when your wife isnt expecting you to. Just to do it, to show youre paying attention. The first few times may elicit raised eyebrows - as in, is everything okay? Have you been fired? Is there something we need to talk about regarding health or subpoenas? But after a while the upgrade will become a part of that daily programming, and be appreciated as such. Youre do ing this for her, but also5. Youre doing it for you.Look, no ones going to approximate Donald Glovers wardrobe with four more years of Honda payments to make. But cleaning yourself up and throwing on clothes that actually fit when its not required or expected - this is a small gesture, but one that reminds the person whos chosen to live with you that you care about yourself, you care about her, and youre good for making effort when not asked. Sometimes, that effort is all that matters. As long as it doesnt involve skinny jeans.This article was originally published on Fatherly.

If You Read Nothing Else Today, Read This Report on Objective Statements for Resume

If You Read Nothing Else Today, Read This Report on Objective Statements for Resume What Objective Statements for Resume Is - and What it Is Not In your objective statement demonstrate what you may add to the new position and the organization and why youre a great fit for your new career. Once you finish writing your career objective, dont forget that you will need to compose a cover letter to cooperate with your resume. Write a small blurb about yourself, stating why it is you are bound for an amazing medical career, but dont include it on your resume. The point is quite easy. You need to notlage just catch the hiring managers eyeyou have to make sure they study your statement and say Whew Its possible to visit the home page to look for parteicular statements which you like. If youre going to compose an objective statement, it should be specific. In that case, then you have to create a strong objective statement to make it even more effective. What Is So Fascinating Abou t Objective Statements for Resume? Creating an IT resume objective gives you a means to demonstrate a hiring manager what you need to do and how youll benefit the business. An objective is often as straightforward as your preferred job title, but it could also show off the skills you aspire to utilize in your next position. It should tie into the job you are seeking. As a result, while your resume objective should consist of information on the career you want, you also wish to spell out why you are the perfect candidate for the job. Introducing Objective Statements for Resume When you send your resume off to a prospective employer, bear in mind that the individual reviewing resumes may need to weed through a significant number of applicants before choosing which candidates to invite in the office for an interview. Many people decide to leave off the objective, but should you add one, make certain to tailor it to each job. Saying you wish to be part of a prosperous company, wh ere youre able to utilize your abilities and abilities, does not say anything. You want to assist the individual reading your resume to pick out skills and individual qualities you possess that make you an excellent fit. Whatever distracts the employers attention with that goal ought to be left off the resume whenever you are seeking to earn a career change. Keep in mind, your target is to catch the hiring managers eye and stick out from the remainder of the paper in that pile. Writing a winning college student career objective is a rather effortless means to bolster your application for this internship or job youve got in sight. You might also be interested to see Sample General Resumes. Lists, as a rule of thumb, are also simpler to write. Writing objectives for resumes can be challenging. There are various Resume Career Objectives on the site, and youll be able to check them out. A clearly defined career objective will convey skills, training and experiences you will brin g to a specific organization if youre given the opportunity. If you wish to emphasis on your previous knowledge in your resume career objective below are some examples youll be able to look at. Perhaps you have excellent organizational abilities or you get along nicely with others. Excellent communication abilities and people skills are necessary in such a position. Remember that the objective section really isnt about what you would like whatsoever. Resume objectives have started to be more obsolete, but in some instances may still aid with your entry level job search. In a lot of ways, an objective replaces a lot of the detail you would set in your professional experience section. In general, although it is an optional part of your resume, its an excellent opportunity to add a little flair and highlight your selling points. Objective Statements for Resume - Dead or Alive? One of the risks of a resume objective is that youre able to focus too much on what you would like i n your career, and not enough on how youll add value to the firm. You do not have to select a single objective which you use for every single application. Each guide comprises step-by-step explanations and examples, and that means you know precisely how to create a winning one.

Do You Want a Turn-Key Employee - Spark Hire

Do You Want a Turn-Key Employee - Spark HireWhen it comes to talent acquisition, experience is great. Experienced candidates become productive mora quickly, they often have insight from past employers, and in general they require a lot less break-in time. Like a move-in-ready house, turn-key employees have the experience to begin work in their new role almost immediately. But, should experience be the focus of your talent acquisition strategy? Hiring an inexperienced, but bright, candidate can also have its advantages. An inexperienced candidate is less likely to have plektrumed up bad habits, overconfidence, and preconceived notions of the way things are done.Last fall, Forbes posted an article to their website titled, Why Its Better to Hire the Least Qualified Person for the Job. The article discusses a study about the attitudes of new hires experienced and inexperienced. The study found that a less qualified employee might feel more grateful for the job, and be more motivated to d o well. A more experienced employee, on the other hand, could lack such a motivation. In fact, under-qualified employees in the study put in an average of 50% more effort on the job.Of course, effort cant always make up for lack of experience. I could try really hard to perform brain surgery, but thats not going to make up for lack of a medical degree. Less qualified candidates will still require more training than most experienced candidates adjusting for departmental and company basics.However, taking the time to train a new employee properly isnt all bad. It is a natural part of the talent acquisition process. Training also allows you the freedom to teach your new hire good habits, without worrying about re-training.In keeping with the house idea, think of an experienced employee as a move-in-ready house. Its great that you dont have to do much maybe just a new coat of paint. However, if everything isnt exactly the way you want it, making changes is more difficult. Inexperienced employees, on the other hand, can be thought of like model homes. You have to pick out all of the features, and maybe even pay for some extra upgrades, but you can put it together exactly how you want it.As if these perks werent enough, inexperienced employees also tend to have great loyalty to the employer who gave them their big break. Think of this attitude as the natural product of intensive training and the positive feelings described in the Forbes article. Less experienced employees are likely to be grateful, and loyal, to your company for providing them with a great new experience.Does your talent acquisition strategy focus on employee experience? What should be the goal of your talent acquisition team, when it comes to balancing experience and inexperience?IMAGE Courtesy of Flickr byBrenda-Starr