It's easy to make mistakes on your resume and difficult to repair the damage once an employer gets it. So prevention is critical, especially if you've never written one before. Here are the most common pitfalls and how you can avoid them.
1. Typos and Grammatical Errors
Your resume needs to be gramatically perfect. If it is not, employers will read between the lines and draw not-so-flattering conclusions about you, like: "This person can't write," or "This person obviously doesn't care." I may even say "What the ???" and "How hard is it to click the SPELL CHECK Icon?"
2. Lack of Specifics
Employers need to understand what you've done and accomplished! What makes you different then Sally Skill-Patrick? Let's take a look at Statements A vs B:
(A) Worked with employees in a restaurant setting.
(B) Recruited, hired, trained and supervised more than 20 employees in a restaurant with $2 million in annual sales.
Both of these phrases could describe the same person, but clearly Statement (B) gives more detail and specifics which will more than likely grab the employers attention.
3. Attempting One Size Fits All
Whenever you try to develop a "one-size-fits-all" resume to send to all employers, you almost always end up with something employers will toss in the recycle bin. Employers want you to write a resume specifically for them. They expect you to clearly show how and why you fit the position in a specific organization.
4. Highlighting Duties Instead of Accomplishments
It's easy to slip into a mode where you simply start listing job duties on your resume. For example:
*Attended group meetings and recorded minutes.
*Worked with children in a day-care setting.
*Updated departmental files.
Employers, however, don't care so much about what you've done as what you've accomplished in your various activities. They're looking for statements more like these:
* Used laptop computer to record weekly meeting minutes and compiled them in a Microsoft
Word-based file for future organizational reference.
* Developed three daily activities for preschool-age children and prepared them for a 10 minute
holiday program performance.
* Reorganized 10 years' worth of unwieldy files, making them easily accessible to department
members.
5. Going on Too Long or Cutting Things Too Short
Despite what you may read or hear, there are no real rules governing the length of your resume. Why? Because human beings, who have different preferences and expectations where resumes are concerned, will be reading it.
That doesn't mean you should start sending out five-page resumes, of course. Generally speaking, you usually need to limit yourself to a maximum of two pages. But don't feel you have to use two pages if one will do. Basically remember this:
Don't cut the meat out of your resume to make it conform to an arbitrary one-page standard.
6. A Bad Objective
Employers do read your resume's objective statement, but too often they plow through vague fluff statements like, "Seeking a challenging position that offers professional growth." YAWN!Give employers something specific and, more importantly, something that focuses on their needs as well as your own. Example: "A challenging entry-level marketing position that allows me to contribute my skills and experience in fund-raising for nonprofits."
7. No Action Verbs
Avoid using phrases like "responsible for." Instead, use action verbs: "Resolved user questions as part of an IT help desk serving 4,000 students and staff."
8. Leaving Off Important Information
You may be tempted to eliminate mention of the jobs you've taken to earn extra money. Typically, however, these "soft skills" you've gained from these experiences (e.g., work ethic, time management) are more important to employers than you might think.
9. Visually Too Busy
If your resume is wall-to-wall text featuring five different fonts, it will most likely give the employer a headache. Remember that we sift through hundreds of resumes on line as well as the hordes of stacks piled up on the recruiters desk. So show your resume to several other people before sending it out. Do they find it visually attractive? If what you have is hard on the eyes, REVISE!
10. Incorrect Contact Information
Incorrect information is my biggest pet peeve! A couple of years back, I was approached to critique a very strong resume. I asked the Job Seeker, why the lack of response on his resume? He replied "I have no idea!" I then took a glance again and asked him if all the contact information was correct? Astonished and thanking me profusely, he noticed that his contact information, particularly his phone number were incorrect.
Moral of the story: Double-check even the most minute details.
MY TOP 10 RESUME NO-NO's
Salary Negotiations: The 10 Steps For Success
Negotiation is a fact of life. In the workplace, your salary and benefits are the return for the service you provide to your employer. For most people, this means they want fair and equitable pay, acknowledgement for experience, and benefits that reflect a healthy work/life balance. To achieve a compensation package that matches your contribution to the company, it is likely that you will need to negotiate your salary with your employer.
Related Resources:
Knowing What You’re Worth
Salary negotiation can be an intimidating process. There is a natural tendency to doubt your value and contribution to the company or to be worried that your employer does not see your value in the same light that you do. These are legitimate concerns, but the first step is to acknowledge it and then get it out of your head. Resources like the Salary Wizard and Personal Salary Report help you to determine what employers like yours pay employees like you in your city. By understanding your market value, you can set realistic expectations for your base salary and consider any trade-offs for benefits and work/life balance components of your compensation.
Once you determine that you deserve a raise, don't be the fool that rushes in. Take your time to build a compelling case and proper approach to your salary negotiation.
Finding The Right Time to Negotiate Your Salary -
You can ask for a raise at any time, but there are natural 'money moments' that are more logical for negotiating. Addressing your salary at the right time will leave a better impression with your employer than if you rush in without considering the 'big picture.' Understand the goals of your team and the company – being able to position yourself as an integral piece to helping them achieve their objectives will increase your leverage in negotiating a raise. Also important is your company's financial calendar and current situation. If your company is nearing its financial year or quarter end and the outlook is rosy, that might be a good time to broach the subject. However, if numbers are tight or down, it may be best to wait until after the end of the quarter.
The most obvious occasion to negotiate your salary is when you are interviewing for a new job. But even if you've been with the company for years, there is still ample opportunity to negotiate salary. For example, the completion of a successful project, an increase in responsibilities, the start of a major company initiative or your annual performance review are all times that you can address your pay.
Start early -
The conversation between you and your boss is only the first step in the negotiation process. Executive decision making and budgeting take time. Plan to initiate a conversation before you are invited to attend your review. This will eliminate the excuse, "I would love to give you a raise but the budget has already been set."
Be Prepared -
It isn't wise to charge into your boss' office and demand a raise. That isn't a negotiation. It becomes a stand-off and no one likes having their back against the wall. Good negotiation is creating a give and take, working together to find common goals and ensuring you both have ways to be successful. It isn't a winner take all mentality and many employees lose their negotiating power when they aren't willing to work together.
Do Your Research -
Do your research and conduct a realistic self-assessment of your contribution and performance. Realize that although you may feel you single-handedly run the department, management may not agree. Align your accomplishments with the direct success of the company to support your rationale using specific examples. Negotiations offer you the rare opportunity to open management's eyes to things that may have otherwise gone unseen. It's up to you to make yourself shine - so shed some light on you! Be confident in your direct role towards the success of the company. Be confident in you.
10 STEPS
Step 1: Find your job description.
The first step is to find or update your job description. If you're lucky, you have one handy that is current and up-to-date and can skip to step 2. However, many employees often have an outdated or inaccurate job description that represents what they were hired to do – not what they are actually doing.
Take the job description that you have on file. If one never existed, use the Salary Wizard® to search for one or two job descriptions that are close matches to your current job responsibilities. Next, update your job description to reflect your responsibilities and tasks.
Step 2. Know what you're worth
Now that you have defined your job description – visit the Salary Wizard and benchmark your job description to a benchmark job.
A common mistake that many people make is trying to compare their value based on a job title alone. The problem with trying to match pay to job titles is that titles and their associated responsibilities are not always consistent across companies. Matching only title, you may find yourself comparing your salary to people performing completely different jobs.
When trying to align your job description with a "benchmark" job, the compensation professionals at Salary.com recommend a minimum 70 percent match of your job responsibilities to the benchmark description you are trying to match.
Step 3. Adjust your salary for your industry, company size and location
Salaries vary across locations, industries, and company sizes. As a rule, larger companies pay their employees more than smaller companies because larger companies tend to have higher revenues per employee. Larger companies also tend to generate greater productivity and efficiency per worker. The trade-off is that small companies offer more direct access and exposure to senior level executives, and sometimes offer a better professional experience. These factors must be considered if you are to accurately assess your market value with your current employer.
The industry you work in may also have a significant impact on the final value of your job. More profitable industries can afford to pay more and be more demanding at the same time. It is a widely observed trend that biotechnology employees typically earn more than their counterparts in manufacturing, who, in turn, earn more than those at non-profit and government organizations.
There are a variety of resources that can help you determine what the fair market value is for your position, including the free Salary Wizard which provides HR reported salary data scoped to your geographic location. For a more accurate match of your specific job responsibilities, experience, industry and company size (all important factors in determining a job's value), the Personal Salary Report can help you to understand more precisely what you're worth to your employer.
Step 4. Assess all your pay factors (cash comp, benefits, work/life)
Your current or potential pay may still not align with what your salary report says. There are a number of factors to consider in addition to just base salary. Consider the benefits with a direct cash value that your current or prospective employer provides; benefits like health coverage, vacation time, reimbursements, discounts or subsidies. There are other benefits that may not have a direct cash value but are worth considering, such as work-life benefits like: flexible schedules, summer hours, telecommute or a fun office environment.
Realize that some benefits are negotiable. For example, if you would prefer to have an extra week vacation or receive tuition reimbursement, just ask. The worst thing your boss can do is say "no." With most benefits, whether they have a direct cash equivalent or not, do require a financial trade-off. For example, an extra week's vacation is the equivalent of a week's worth of salary – so don't expect to get as large of a base salary raise. However, negotiating benefits may be better received if your boss has limited flexible to negotiate base pay.
Step 5. Tie your job performance to where you should be in relation to market
Performance plays a large role in determining how much your work is worth. You must be realistic and practical when evaluating your own worth to an employer. All relevant skills, professional experience and past performance should be considered when trying to determine your final value.
Take notes on projects completed, positive feedback received and how you have made your company better. In addition to assessing your measurable contributions, consider how the less tangible elements of job performance—like attitude, teamwork, dependability, education and certifications—increase your value. If you have attributes that are important to the company's success and they are in high demand, then you can expect higher pay.
If you are confident that you have exceeded expectations and your boss agrees, you should expect to be paid more than the "average" employee. Performance is a key factor that can affect your pay over time and it is important to understand how you are doing.
Step 6. Set Your Negotiation Goals
At this point, you have measured the market value of your job description and performance – so you have a good sense of what your work is worth and how much of a raise you deserve. Now it is time to set your negotiation goals based on the cash sum you have identified as a target. If all you expect or want is an increase in your base salary, then note what you expect and what would be the minimum desired raise you would gladly accept.
If you are interested in negotiating a non-base salary raise, write down what you would like and what its financial trade-off would be. For example, if you want the benefit of working from home one or two days a week, how much of a financial trade-off are you willing to make for that benefit? Or, how much value would tuition reimbursement have for you?
Step 7. Be confident
Many employees fear asking for a raise. It is okay to feel anxious. Asking for money is uncomfortable to many people. Oftentimes, we aren't taught to negotiate or to present a case for more money. Many employees fear that their boss will disagree, debate them and even hold it against them. These are very common fears. Fortunately, you do have some reinforcement. Oftentimes, your employer needs you as much as you need them. It is very expensive for employers to go out and hire new employees.
If you have followed the previous steps, then you are well prepared. You have a list of reasons and concrete answers that support your case for a raise or promotion. As final preparation, rehearse your negotiation with a friend or in front of a mirror so you can better anticipate any questions or objections from your boss. Then, when the time comes, you are ready, comfortable and organized.
Step 8. Discuss your job description, performance and market value with your boss
When you speak to your manager, he or she may want to know more about your process for determining your raise request and may have his or her own input. This should be considered a positive development. By discussing your job responsibilities, performance and job level, both you and your boss will gain a better understanding of what needs to be done for you to succeed in your current position and earn your next promotion.
For example, you may think that you are performing your position at a senior level (called Level III by Salary.com, but perhaps "Senior" or "Experienced" by your employer); meanwhile, your manager is evaluating you at a middle level (Level II). By discussing this with your manager, you may have a "meeting of the minds" and you may become eligible not only a raise, but also a promotion. If your manager disagrees, you will now have a clear idea of what it will take to get the next promotion. Don't be discouraged – this is really an opportunity for you to shine.
Once you and your boss have agreed on a job description and your performance – you have a concrete salary range to discuss your raise. It may be slightly different from what you had previously assessed, but you know what to expect and can still use your reasons to justify the raise.
Oftentimes, your boss will need to get approval from management regarding the amount of your raise – so don't expect to be awarded the raise on the spot. If they do need to discuss with management, try to set up a follow-up meeting to discuss the findings to keep them accountable to your request.
Step 9. Identify key benchmarks for the next raise or promotion
Remember, performance reviews and salary negotiations are continual processes. The last step of one salary negotiation should be the first step of the next. With this in mind, talk about your future - the next three to six months.
The end of a negotiation is a perfect time to set the groundwork for what specific performance objectives you need to achieve in order to receive your next raise or promotion. One of the major reasons people are dissatisfied with their salary increases is that the raise is less than expected and the boss doesn't have room to increase it. Setting the expectations early doesn't guarantee anything, but it does cause your boss at least mentally to "reserve" that money for you from the next raise pool.
By talking about future performance and expectations, you are jointly committing to a positive working relationship going forward. This helps end your negotiation on a positive note for both sides.
Step 10. Track your progress and tie priorities to your goals
At this point, if you deserved a raise, you should have received one – if not, you should at least have a clearly defined list of goals laid out by your supervisor that will get you to the next level. Keep those goals in a place where you can check on them daily or weekly. Each day, track your progress to reaching those goals. By constantly self-evaluating yourself against your goals, you will stay focused on achieving them and should hit your next raise period more quickly. Also, by taking notes, you will have most of your research on-hand when it comes to your next salary negotiation.
Related Resources:
Knowing What You’re Worth
Salary negotiation can be an intimidating process. There is a natural tendency to doubt your value and contribution to the company or to be worried that your employer does not see your value in the same light that you do. These are legitimate concerns, but the first step is to acknowledge it and then get it out of your head. Resources like the Salary Wizard and Personal Salary Report help you to determine what employers like yours pay employees like you in your city. By understanding your market value, you can set realistic expectations for your base salary and consider any trade-offs for benefits and work/life balance components of your compensation.
Once you determine that you deserve a raise, don't be the fool that rushes in. Take your time to build a compelling case and proper approach to your salary negotiation.
Finding The Right Time to Negotiate Your Salary -
You can ask for a raise at any time, but there are natural 'money moments' that are more logical for negotiating. Addressing your salary at the right time will leave a better impression with your employer than if you rush in without considering the 'big picture.' Understand the goals of your team and the company – being able to position yourself as an integral piece to helping them achieve their objectives will increase your leverage in negotiating a raise. Also important is your company's financial calendar and current situation. If your company is nearing its financial year or quarter end and the outlook is rosy, that might be a good time to broach the subject. However, if numbers are tight or down, it may be best to wait until after the end of the quarter.
The most obvious occasion to negotiate your salary is when you are interviewing for a new job. But even if you've been with the company for years, there is still ample opportunity to negotiate salary. For example, the completion of a successful project, an increase in responsibilities, the start of a major company initiative or your annual performance review are all times that you can address your pay.
Start early -
The conversation between you and your boss is only the first step in the negotiation process. Executive decision making and budgeting take time. Plan to initiate a conversation before you are invited to attend your review. This will eliminate the excuse, "I would love to give you a raise but the budget has already been set."
Be Prepared -
It isn't wise to charge into your boss' office and demand a raise. That isn't a negotiation. It becomes a stand-off and no one likes having their back against the wall. Good negotiation is creating a give and take, working together to find common goals and ensuring you both have ways to be successful. It isn't a winner take all mentality and many employees lose their negotiating power when they aren't willing to work together.
Do Your Research -
Do your research and conduct a realistic self-assessment of your contribution and performance. Realize that although you may feel you single-handedly run the department, management may not agree. Align your accomplishments with the direct success of the company to support your rationale using specific examples. Negotiations offer you the rare opportunity to open management's eyes to things that may have otherwise gone unseen. It's up to you to make yourself shine - so shed some light on you! Be confident in your direct role towards the success of the company. Be confident in you.
10 STEPS
Step 1: Find your job description.
The first step is to find or update your job description. If you're lucky, you have one handy that is current and up-to-date and can skip to step 2. However, many employees often have an outdated or inaccurate job description that represents what they were hired to do – not what they are actually doing.
Take the job description that you have on file. If one never existed, use the Salary Wizard® to search for one or two job descriptions that are close matches to your current job responsibilities. Next, update your job description to reflect your responsibilities and tasks.
Step 2. Know what you're worth
Now that you have defined your job description – visit the Salary Wizard and benchmark your job description to a benchmark job.
A common mistake that many people make is trying to compare their value based on a job title alone. The problem with trying to match pay to job titles is that titles and their associated responsibilities are not always consistent across companies. Matching only title, you may find yourself comparing your salary to people performing completely different jobs.
When trying to align your job description with a "benchmark" job, the compensation professionals at Salary.com recommend a minimum 70 percent match of your job responsibilities to the benchmark description you are trying to match.
Step 3. Adjust your salary for your industry, company size and location
Salaries vary across locations, industries, and company sizes. As a rule, larger companies pay their employees more than smaller companies because larger companies tend to have higher revenues per employee. Larger companies also tend to generate greater productivity and efficiency per worker. The trade-off is that small companies offer more direct access and exposure to senior level executives, and sometimes offer a better professional experience. These factors must be considered if you are to accurately assess your market value with your current employer.
The industry you work in may also have a significant impact on the final value of your job. More profitable industries can afford to pay more and be more demanding at the same time. It is a widely observed trend that biotechnology employees typically earn more than their counterparts in manufacturing, who, in turn, earn more than those at non-profit and government organizations.
There are a variety of resources that can help you determine what the fair market value is for your position, including the free Salary Wizard which provides HR reported salary data scoped to your geographic location. For a more accurate match of your specific job responsibilities, experience, industry and company size (all important factors in determining a job's value), the Personal Salary Report can help you to understand more precisely what you're worth to your employer.
Step 4. Assess all your pay factors (cash comp, benefits, work/life)
Your current or potential pay may still not align with what your salary report says. There are a number of factors to consider in addition to just base salary. Consider the benefits with a direct cash value that your current or prospective employer provides; benefits like health coverage, vacation time, reimbursements, discounts or subsidies. There are other benefits that may not have a direct cash value but are worth considering, such as work-life benefits like: flexible schedules, summer hours, telecommute or a fun office environment.
Realize that some benefits are negotiable. For example, if you would prefer to have an extra week vacation or receive tuition reimbursement, just ask. The worst thing your boss can do is say "no." With most benefits, whether they have a direct cash equivalent or not, do require a financial trade-off. For example, an extra week's vacation is the equivalent of a week's worth of salary – so don't expect to get as large of a base salary raise. However, negotiating benefits may be better received if your boss has limited flexible to negotiate base pay.
Step 5. Tie your job performance to where you should be in relation to market
Performance plays a large role in determining how much your work is worth. You must be realistic and practical when evaluating your own worth to an employer. All relevant skills, professional experience and past performance should be considered when trying to determine your final value.
Take notes on projects completed, positive feedback received and how you have made your company better. In addition to assessing your measurable contributions, consider how the less tangible elements of job performance—like attitude, teamwork, dependability, education and certifications—increase your value. If you have attributes that are important to the company's success and they are in high demand, then you can expect higher pay.
If you are confident that you have exceeded expectations and your boss agrees, you should expect to be paid more than the "average" employee. Performance is a key factor that can affect your pay over time and it is important to understand how you are doing.
Step 6. Set Your Negotiation Goals
At this point, you have measured the market value of your job description and performance – so you have a good sense of what your work is worth and how much of a raise you deserve. Now it is time to set your negotiation goals based on the cash sum you have identified as a target. If all you expect or want is an increase in your base salary, then note what you expect and what would be the minimum desired raise you would gladly accept.
If you are interested in negotiating a non-base salary raise, write down what you would like and what its financial trade-off would be. For example, if you want the benefit of working from home one or two days a week, how much of a financial trade-off are you willing to make for that benefit? Or, how much value would tuition reimbursement have for you?
Step 7. Be confident
Many employees fear asking for a raise. It is okay to feel anxious. Asking for money is uncomfortable to many people. Oftentimes, we aren't taught to negotiate or to present a case for more money. Many employees fear that their boss will disagree, debate them and even hold it against them. These are very common fears. Fortunately, you do have some reinforcement. Oftentimes, your employer needs you as much as you need them. It is very expensive for employers to go out and hire new employees.
If you have followed the previous steps, then you are well prepared. You have a list of reasons and concrete answers that support your case for a raise or promotion. As final preparation, rehearse your negotiation with a friend or in front of a mirror so you can better anticipate any questions or objections from your boss. Then, when the time comes, you are ready, comfortable and organized.
Step 8. Discuss your job description, performance and market value with your boss
When you speak to your manager, he or she may want to know more about your process for determining your raise request and may have his or her own input. This should be considered a positive development. By discussing your job responsibilities, performance and job level, both you and your boss will gain a better understanding of what needs to be done for you to succeed in your current position and earn your next promotion.
For example, you may think that you are performing your position at a senior level (called Level III by Salary.com, but perhaps "Senior" or "Experienced" by your employer); meanwhile, your manager is evaluating you at a middle level (Level II). By discussing this with your manager, you may have a "meeting of the minds" and you may become eligible not only a raise, but also a promotion. If your manager disagrees, you will now have a clear idea of what it will take to get the next promotion. Don't be discouraged – this is really an opportunity for you to shine.
Once you and your boss have agreed on a job description and your performance – you have a concrete salary range to discuss your raise. It may be slightly different from what you had previously assessed, but you know what to expect and can still use your reasons to justify the raise.
Oftentimes, your boss will need to get approval from management regarding the amount of your raise – so don't expect to be awarded the raise on the spot. If they do need to discuss with management, try to set up a follow-up meeting to discuss the findings to keep them accountable to your request.
Step 9. Identify key benchmarks for the next raise or promotion
Remember, performance reviews and salary negotiations are continual processes. The last step of one salary negotiation should be the first step of the next. With this in mind, talk about your future - the next three to six months.
The end of a negotiation is a perfect time to set the groundwork for what specific performance objectives you need to achieve in order to receive your next raise or promotion. One of the major reasons people are dissatisfied with their salary increases is that the raise is less than expected and the boss doesn't have room to increase it. Setting the expectations early doesn't guarantee anything, but it does cause your boss at least mentally to "reserve" that money for you from the next raise pool.
By talking about future performance and expectations, you are jointly committing to a positive working relationship going forward. This helps end your negotiation on a positive note for both sides.
Step 10. Track your progress and tie priorities to your goals
At this point, if you deserved a raise, you should have received one – if not, you should at least have a clearly defined list of goals laid out by your supervisor that will get you to the next level. Keep those goals in a place where you can check on them daily or weekly. Each day, track your progress to reaching those goals. By constantly self-evaluating yourself against your goals, you will stay focused on achieving them and should hit your next raise period more quickly. Also, by taking notes, you will have most of your research on-hand when it comes to your next salary negotiation.
Do Temporary Executive Professionals Exist? YES!”
"Why don’t you just get a REAL job already?” This statement was often brought up to Ricky when the subject of work was discussed. Ricky spent the last four years working in temporary positions and had a knack for data entry and administrative work. Through his many assignments he gained valuable experience in diverse industries from Accounting, Mortgage Banking to Real Estate and Commercial Lending. As one of my personal success stories Ricky wanted me to add this little bit of personal insight on his reasons why being an
ENTRY LEVEL TEMPORARY EMPLOYEE can mirror the TEMPORARY EXECUTIVE PROFESSIONAL.
There’s nothing wrong with temping whether you are doing data entry or performing functions of executive management. Every position plays an important role in the overall picture. By being a temp it actually allows me some flexibility I need for school and other activities non-work related. I also get a chance to meet several different people from diverse backgrounds and cultures which keeps my job very interesting as well as the opportunity to diversify my resume. One huge factor that many forget is that TEMPING OPENS DOORS to other job possibilities!. - Ricky Although Ricky’s forte’ resides in the general clerical arena, many executives are now being found in the Temporary Pool of High Caliber Professionals such as Steve. One my current Executive Professionals who also is enrolled in my Mentor For Life program.
Well to start, it’s the best way to Test those waters out to see if it is a good fit for my needs. I remember a position that I accepted that basically promised me the world! I got the world alright…a world of CHAOS. Although Steve’s experience here was a Direct placement and not temporary, the same scene can play out in any situation. Steve adds: I am sure that many people have been in a similar situation like mine. The end result just creates animosity towards the Senior Managers/Owners and you come out feeling swindled instead of feeling good about the hire. Temping on an Executive level I never really thought about until introduced to the option by Louie. If handled correctly, you still are treated as an equal, you test the working atmosphere and other murky waters to see if what was stated from the beginning is fact…or more of a Bait and Switch tactic. In the end, any position is what you make of it, but testing out what you are getting into really does open your eyes to the possibilities of Total Success or Complete Failure. - Steve A VIRTUAL THOUGHT:
No matter if you are hired “Permanently” – (Remember NO JOB IS EVER PERMANENT), Contractual or Temporary, it is YOU the employee that will make the position into what you want it to be. Of course outside factors do play a role, but truly, it is still up to YOU and how you handle the position.
If you have questions, please send e-mail me or visit my Mentor For Life Program(s). One on One "virtual" career maps to assist you in your personal career growth.
ENTRY LEVEL TEMPORARY EMPLOYEE can mirror the TEMPORARY EXECUTIVE PROFESSIONAL.
There’s nothing wrong with temping whether you are doing data entry or performing functions of executive management. Every position plays an important role in the overall picture. By being a temp it actually allows me some flexibility I need for school and other activities non-work related. I also get a chance to meet several different people from diverse backgrounds and cultures which keeps my job very interesting as well as the opportunity to diversify my resume. One huge factor that many forget is that TEMPING OPENS DOORS to other job possibilities!. - Ricky Although Ricky’s forte’ resides in the general clerical arena, many executives are now being found in the Temporary Pool of High Caliber Professionals such as Steve. One my current Executive Professionals who also is enrolled in my Mentor For Life program.
Well to start, it’s the best way to Test those waters out to see if it is a good fit for my needs. I remember a position that I accepted that basically promised me the world! I got the world alright…a world of CHAOS. Although Steve’s experience here was a Direct placement and not temporary, the same scene can play out in any situation. Steve adds: I am sure that many people have been in a similar situation like mine. The end result just creates animosity towards the Senior Managers/Owners and you come out feeling swindled instead of feeling good about the hire. Temping on an Executive level I never really thought about until introduced to the option by Louie. If handled correctly, you still are treated as an equal, you test the working atmosphere and other murky waters to see if what was stated from the beginning is fact…or more of a Bait and Switch tactic. In the end, any position is what you make of it, but testing out what you are getting into really does open your eyes to the possibilities of Total Success or Complete Failure. - Steve A VIRTUAL THOUGHT:
No matter if you are hired “Permanently” – (Remember NO JOB IS EVER PERMANENT), Contractual or Temporary, it is YOU the employee that will make the position into what you want it to be. Of course outside factors do play a role, but truly, it is still up to YOU and how you handle the position.
If you have questions, please send e-mail me or visit my Mentor For Life Program(s). One on One "virtual" career maps to assist you in your personal career growth.
Self Help Series - Attitude is Everything
ENTITLEMENT -
Your attitude could be killing your job search right now. Sometimes, a job seeker's mind-set, especially if you've been searching for a while, can be a deal breaker for employers. Each month I will touch on a specific topic on work attitude scenario's as they are addressed to me. The first topic "ENTITLEMENT" is just one of several of an ongoing series. Now let's look at the views of the Employer vs. the Employee. The first pair of statements is the conversation being verbally stated and the second set of statements is what's really on their minds.
ENTITLEMENT
Definition: Webster's dictionary defines it as (You check because I'm lazy).
Louie's Definition: I did this…so I deserve that
Employee: "I went to XYZ College and graduated with my degree in Accounting."
Employer: "As an XYZ Alumni myself, I know just how intense the curriculum is however, this Position does require experience."
Employee: "I went to school for four years and then some, and I deserve a good job!"
Employer: "So what? How are you any different from the millions of other people who have done the same thing? Like you're the first person to Graduate…EVER???"
Action Item:
Think about what the word "deserve" really means. It breaks down into two parts:
- You did or accomplished something that should be rewarded.
"HOORAY you got your degree." - There's someone out there who agrees and is willing to reward you.
"True Statement…uncommon but true nonetheless."
Coming to terms with the second part of the definition is hard. Yes, you've accomplished something by earning your degree and gaining skills through internships and in-class work sessions. But a prospective employer will ask if you have actual work experience.
Employers are not interested in who deserves the job, but rather who is best for the position. Do YOU think this is fair? You better believe it is. It's a basic reality in the workplace, which means the longer you hang on to the "I deserve a job" attitude, the longer you'll go without a place to work.
Next week…"Loss of FOCUS" or Louie's "ADHD" Syndrome
The "Self Help" series is not a new concept. However, this is my personal take to many of my candidates/employee's, students questions on this particular topic. As an on-going series, I encourage you to check in bi-weekly for other informative stories that can help you, help yourself.
Attitude is everything pt. 2
Lack of Focus
"I have no idea what I really want to do with my life after I graduate or any specific place I want to go. I am open to anything."
What to Do? You might believe that employers would love to hire a person who is willing to do almost anything that needs to be done. You would be wrong. Most employers view the flexible new college grad as someone who is simply unfocused and directionless, and thus a high-risk hire.
If you've fallen into the "I'll do anything" trap, you need to switch gears and work toward developing focus and specific job goals. This isn't easy or quick in many cases, but it is doable. Get help from knowledgeable resources: campus career counselors, professors and people working in fields that interest you.
Why Won't Employers Give Me a Chance?
From the Message Board: "I feel basically devalued by employers and like people aren't willing to give me a chance," and "How am I supposed to get experience when nobody will give me a chance?"
What to Do? To overcome the give me a chance" attitude, you need to teach yourself to think like an employer, someone who pays money to someone else to perform a certain job.
As the employer, are you concerned about giving chances to people? Of course not. You're concerned with meeting your needs and those of the business or organization. An employer's main concern when interviewing prospective employees will always be: What can you do for me and my company?
Start thinking like an employer, and you'll understand why this attitude makes no sense in the eyes of the person doing the hiring.
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