Job-hunting tips for new college grads - Hallie Crawford

Job-hunting tips for new college grads - Hallie Crawford I wanted to respond to a few of the points from this article on MarketWatch.com, “Job-hunting tips for new college grads”. The author touches on some questions I often get asked by my clients who are job searching, so the issues addressed I find very relevant. Heres my take on some of the questions she addresses: Should you follow a boyfriend/girlfriend to a new city if you don’t have a job? I dont think this is a good idea. It depends on so many factors for the individual of course. I would suggest first finding a job if possible before moving anywhere. By moving to be with a partner, youre really banking on/counting on that relationship, and what if it doesnt work out? If you decide that moving to the new city will provide you with more job opportunities, you may want to consider the move but make a plan for yourself and with your partner. How will you each pay your bills? Make sure youre not solely relying on them. Decide how long you will give the move to get a job for yourself before you re-consider and broaden your search. Start networking well before you make the move to find a job when you get there as soon as possible. The key is to become as independent as possible as quickly as possible so you are focusing on YOUR goals and your career-not just moving for someone elses. Is it a good idea to take an unpaid internship and for how long? This very much depends on your situation. If youre a recent college grad who has little to no work experience and your parents can help you, or you have some way to support yourself short term, an internship (although unpaid) can give you the experience you need to get your foot in the door of your industry. However, dont choose this unless you have some way to remain financially stable. Can you get a part-time job on the side that pays your bills? Is the internship really something thats highly regarded as THE way to get into your industry? Evaluate your options, and I would only suggest staying in an unpaid internship for 3-4 months max. At minimum, you should ask the employer up front how quickly it could take to turn into a paid opportunity. Does it make economic sense to acquire a graduate degree? It can, if getting a graduate degree is the best way to get into your chosen field. If you know what you want to do, and graduate school is the fastest or most effective way to get there, I would consider it. Be sure to consider all these major points: How much does it cost? How long will it take to pay off? Will that degree move you towards your goals? For example, to be a business consultant, my client Karen decided she needed to go back to school to get her MBA after researching and talking to people in the field. She realized that almost the only way to become a consultant in the field she wanted to be in was to get an MBA. Then she would financially be able to pay off her loans after she graduated. It made very good sense for her to get her MBA, because it would allow her to achieve her long term career goal in the fastest way possible. Plus she wouldnt sink from paying back the loans after school. If you are a new college grad who needs help with your job search, contact us for a complimentary consultation. Hallie Crawford Certified Career Coach Please Share This

I was such a bad micromanager that all my employees quit

I was such an awful micromanager, that every one of my workers quit I was such an awful micromanager, that every one of my workers quit You don't figure out how to stroll by adhering to rules, you learn by doing and by falling over, Virgin founder Sir Richard Branson has composed. That is valid, yet falling over additionally stings. Shockingly better than gaining from your own difficult slip-ups is gaining from somebody else's, which is the reason I'd prefer to reveal to you the narrative of how my micromanaging drove my first workers to quit.Follow Ladders on Flipboard!Follow Ladders' magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Salaries and cake don't compensate for micromanagingI was staggeringly youthful when I began my structure organization at only 22 years of age, and like numerous youthful supervisors, I stressed over whether my representatives would regard somebody with so little experience added to her repertoire. I reacted by recruiting two architects straight out of school who were much more youthful than me.I was totally unpracticed as a pioneer, howev er I was resolved to be a decent chief. I paid my workers incredibly liberally. I ensured they were taking a shot at cool tasks. I took them out somewhere else. I even by and by prepared them birthday cakes.But, looking back, I understood I likewise micromanaged them. A similar tension about my presentation that drove me to demand recruiting graduates recently out of college made me keep a close eye on them. Their work areas were set so I was actually gazing over their shoulders. After I would close a lead, I would hand work off to them, educating them precisely how and when to finish it. At the point when other work would come in, I'd request they drop what they were doing. I'd assume control over their tasks mid-stream to change things.After about a year, the inescapable occurred. The two workers assembled me into a conference and requested tremendous raises before rolling out a considerable rundown of grumblings, from the awkward seats to an absence of open acknowledgment for the ir commitments. I was paralyzed, and despite the fact that I attempted to offer a few concessions and one a knock in pay, they quit that very day. Weeks after the fact, they even endeavored to poach my customers by undermining my prices.Luckily, my customers were all extremely pleasant and told my ex-representatives that honesty was a higher priority than ability or cost. Be that as it may, without staff, I lost significant customers as I basically couldn't stay aware of their needs.I was harmed. I was distraught, and afterward after about a month of sulking around feeling like a disappointment and an awful chief, my significant other gave me a verbal railing. Exercise learned. Do it once more, he let me know. You will be better next time.I got myself and I began the way toward recruiting once more, resolved to improve the second time around.Discovering the intensity of humilityFour years after the fact, I have a group of 10. I've done almost everything any other way this time aroun d, however the most significant change to my initiative style was including much more humility.The entertaining thing about being a youthful supervisor is that you have an inclination that you have to substantiate yourself constantly - to demonstrate you know more than your group and have all the appropriate responses. At the point when I initially began my organization I had a feeling that I needed to employ individuals more youthful than me since that was the main way they would regard me. I additionally never set out to request their feeling, or what they thought our organization should have been better.But that is an inappropriate methodology. Regard as a pioneer, I learned, doesn't originate from being progressively talented or increasingly experienced. You don't have to realize how to improve. Rather, you have to realize how to concede your own restrictions and regard and bolster the fundamental commitments of others.The second time around I wasn't reluctant to employ individu als more established than me. I recruited creators who knew things I didn't and instructed them to me. One of my originators has five years more experience than me. My task administrator is 10 years more established than me.In request to take advantage of that experience, I needed to begin being increasingly open about what I don't have the foggiest idea. I've figured out how to concede, I do not understand how to fathom this current. There's nothing incorrectly as a pioneer with saying, I believe we're better making sense of this together. I set the vision, I get the customers, I settle on a ultimate conclusions, however my group's thoughts are similarly as substantial and important as mine.That's reflected by they way I maintain my business from numerous points of view now. At the point when I welcomed my present group on, we experienced a marking exercise together with the goal that the site mirrors the entirety of our commitments and dreams. Their names are on each undertaking t hey lead. Peering over shoulders has been supplanted with morning registration, Slack, planning adaptability, and bunches of group activities.That's been extraordinary for the climate in the workplace and the nature of our work. It's likewise been extraordinary for the business, which is developing consistently, and for maintenance. I've saved my group for a long time at this point, despite the fact that different organizations have attempted to draw them away.But it's additionally been extraordinary for me by and by as a pioneer. It feels like a weight has lifted from my shoulders, similar to it's not, at this point all down to me to make sense of everything. Rather, we - we all - are in it together. Getting to this spot implied I needed to quit micromanaging, yet doing that, I found, truly implied standing up to my feelings of dread about being such a youthful leader.When I was terrified to show my freshness, everything self-destructed. At the point when I was daring enough to let it out and request help, stunning things occurred. I trust other youthful authors can gain from my bungle without taking the equivalent difficult thump I did. Modesty, not control, is the thing that makes you an incredible leader.This article first showed up in Business Insider. You may likewise appreciate… New neuroscience uncovers 4 customs that will fulfill you Outsiders know your social class in the initial seven words you state, study finds 10 exercises from Benjamin Franklin's day by day plan that will twofold your efficiency The most exceedingly terrible mix-ups you can make in a meeting, as indicated by 12 CEOs 10 propensities for intellectually tough individuals

Common Teamwork Interview Questions and Answers

Regular Teamwork Interview Questions and Answers Regular Teamwork Interview Questions and Answers A typical point in prospective employee meet-ups is collaboration. Frequently, a questioner will ask you an inquiry, for example, What is your opinion about taking a shot at a group? or Enlighten me concerning a period you tackled an issue as a group or How might you rouse colleagues on the off chance that you were chipping away at a task together? There are numerous ways you can react. The most significant things to recollect when addressing inquiries concerning collaboration are to stay positive and to give explicit models. Why Are Teamwork Interview Questions Important? With these inquiries, questioners can get a feeling of whether you like taking a shot at a group, how well you work in gatherings, and what job you will in general interpretation of a group venture (for instance, a pioneer, a go between, a supporter). These inquiries additionally show whether you are anything but difficult to coexist with, which is significant in practically any workplace. 1:09 3 Ways to Answer Questions About Teamwork 12 Teamwork Interview Questions and Best Answers During your meeting, hope to be approached about your proclivity for cooperation and for instances of when you have taken a shot at groups previously. These inquiries may appear as conduct inquiries questions (with respect to how you've acted before) or situational inquiries questions (about how you figure you would respond in some random circumstance). Here are the absolute most usually asked prospective employee meet-up inquiries about cooperation, alongside some example answers. 1. Give a few instances of your cooperation. What They Want to Know: The business needs to find out about your collaboration abilities, and whather you delighted in partaking in a group. Offer models, shows how youve created aptitudes that will assist you with prevailing at work. I've taken an interest on sports groups since I played T-ball as a child: I played softball and baseball in secondary school and on an extracurricular group in school, and I play on a neighborhood softball crew here. This has truly helped me in my expert life, since I realize how to assess the individual qualities of my partners, discuss well with them, and organize my endeavors to help theirs. Extend More Answers: Tips for Sharing Examples of Teamwork at an Interview 2. What is your opinion about chipping away at a group? What They Want to Know: Most employments â€" at any rate those in customary work settings â€" necessitate that you have the option to convey and cooperate with other people. Attempt to give an ongoing model or two of how you've added to a group at your particular employment. I want to fill in as a colleague, since I accept that the best thoughts are created in association with others. I'm similarly happy with being a colleague and a leader â€" a couple of months back I was chosen to lead our group in a cutoff time basic execution venture. In light of our incredible collaboration, we had the option to create our expectations to the customer a long time before cutoff time. Extend More Answers: Answer Interview Questions About Being a Team Player 3. What is your opinion about working in a group situation? What They Want to Know: This question is a reasonable pointer that, should you be employed, you will be relied upon to have the option to function admirably in a community oriented group condition. Keep your answer positive, and notice a couple of the solid cooperation abilities you could offer your boss. I'm a social butterfly â€" I appreciate working with others, and I realize how to convey well, effectively tune in to my partners' suppositions, and intercede any contentions that emerge. As a social butterfly, I'm truly invigorated by group elements and energized as I witness the advancement we make towards our objectives. Grow More Answers: How Do You Feel About Working in a Team Environment? 4. Do you lean toward collaboration or working autonomously? What They Want to Know: Different individuals have distinctive solace levels with cooperation; the employing chief is keen on your character, your favored technique for accomplishing your work, and your capacity to work without direct oversight. I can genuinely say that I'm agreeable both in working autonomously just as in adding to groups, and I was fortunate enough in my past activity to have the option to do some of both. Particularly toward the start of ventures, I value having the option to plan approaches with colleagues. When we have our strategy built up, however, I appreciate working autonomously on my doled out assignments. Extend More Answers: Work Independently versus Being Part of a Team Social Interview Questions Numerous inquiries concerning collaboration will be behavioral inquiries questions. These inquiries expect you to give a model from your past work encounters. For instance, a questioner may ask, Enlighten me concerning a period you needed to finish a gathering venture under a tight cutoff time. These sorts of teamwork questions require you to consider models from past encounters working in a gathering. To respond to these inquiries, depict the particular model you are considering (it assists with considering models ahead of time). At that point clarify the circumstance, and what you never really take care of the issue or make progress. At last, depict the outcome. 5. Inform me concerning a period you functioned admirably as a component of a group. What They Want to Know: Your questioner will be intrigued in your reaction to this inquiry, yet in addition in your manner of speaking and inspiration. Be set up with a playful reaction that shows your valuation for the estimation of collaboration. Great collaboration is a basic piece of working back-of-house in a café. In spite of the fact that I am essentially a sous culinary specialist, I understand that anytime I might be called upon to cover different obligations â€" be it venturing up when the head gourmet expert is missing, facilitating orders, or in any event, washing dishes when we're understaffed. I likewise realize that it is so imperative to keep up camaraderie. A year back we had a few recently recruited employees who weren't getting along. I started a month to month group based cooking rivalry, with prizes, that roused them to cooperate and gave them a fun imaginative outlet. Grow More Answers: How to Respond to Interview Questions About Teamwork 6. What job have you played in group circumstances? What They Want to Know: Some individuals are normal pioneers, while others are brilliant supporters. By posing this inquiry, a business is attempting to check both how you would fit into the office's present group elements and to evaluate whether you are somebody they should signal for possible initiative obligations. Test Answer: While I'm cheerful being a solid cooperative person, I likewise love being capable now and then to start to lead the pack and organize everybody's endeavors. I have incredible authoritative, booking, and follow-up abilities, which is the reason my manager and other colleagues frequently call upon me to start to lead the pack in significant activities, for example, our major new portable innovation framework obtaining a year ago. Grow More Answers: Leadership Interview Questions and Answers 7. Have you at any point experienced issues working with a director or other colleagues? What They Want to Know: This, as most cooperation questions, addresses your collegiality and your capacity to deal with a group and acknowledge oversight. Keep your answer perky, and abstain from griping about past directors or colleagues (you don't need your questioner to peg you as a negative complainer). Not so much. Here and there I've had another director or colleague who battled marginally to acclimate to our group elements and hierarchical culture, however I've discovered that conversing with them secretly and making the most of casual chances to associate them with our distinctive colleagues has consistently facilitated those changes. Extend More Answers: Have You Ever Had Difficulty Working With a Manager? 8. Educate me regarding a difficult work environment circumstance that you needed to manage. What They Want to Know: Employers need to know how you handle worry in the working environment, especially when it includes other colleagues. A couple of months back we had a circumstance where one of our more established colleagues effectively censured a recently recruited employee, openly calling attention to her mix-ups and just by and large attempting to toss her under the transport. I addressed her secretly, helping her to remember how testing we had all seen our initial not many months as. I additionally made it understood to the group that I was coaching the recently recruited employee, which helped both to ingrain trust in her work and to defuse any abusing. Extend More Answers: Interview Questions About Problems at Work Situational Interview Questions Regardless of whether the inquiry is certainly not a social inquiry question, it is frequently useful to give a particular model. For instance, situational meet questions ask you to think about a potential future circumstance at work. A questioner may ask, How might you handle a contention between two colleagues? Although these are about future circumstances, you can even now reply with a model from a past encounter. 9. What systems would you use to rouse your group? What They Want to Know: How you answer this inquiry will determine if you have the individual authority characteristics businesses are looking for. A great many people, in any event, when they love their activity, need to be seen and acknowledged for the work they do. I make it a point to perceive my colleagues' commitments both secretly, with casual thank you messages, and freely during week after week staff gatherings. Extend More Answers: Answers for Questions About Team Motivation Strategies 10. What might you add to our group culture? What They Want to Know: Interviewing, employing, onboarding, and preparing

Overcoming the Top 5 Job Search Frustrations - Copeland Coaching

Overcoming the Top 5 Job Search Frustrations For most people, job searching is the worst. Youd rather be doing just about anything else other than receiving endless rejections including going to the doctor, dentist, or doing your taxes! At least those things have a finite ending point. Job search frustrations are fairly universal. Most people are dealing with the same frustrations. Below are common frustrations and how to conquer them! The Application Black Hole The E-mail Rejection Letter The Company Ghosting Routine The Non-existent Job Posting The Must Have Required Skills The application black hole happens when you apply online and never get an interview. Ive met job seekers who have applied to 200 or more jobs online, and never landed a single interview. Even in the cases where they were a perfect fit, or even overqualified, they never heard anything back. It feels extra frustrating because almost always, the human resources department at a company will instruct you to apply online. Apply online. If youre qualified, well contact you, they say. Unfortunately, this is rarely the case. Online job applications go into a black hole otherwise known as the applicant tracking system. If you want a real chance of being considered, look for what you can do offline. Contact a friend who works at the company. Locate, and reach out to, the hiring manager. Go to a networking event where you can meet people from the company. Dont expect the online system to work, even if youre the most qualified candidate. The e-mail rejection letter can be just awful. I mean, you spent all this time applying to an opportunity online customizing your cover letter and your resume. You know you were the right candidate. And, all you got was this automated form letter rejecting you. So often, we take it personally. And, it is personal. Were trying to find a job. To overcome this issue, try to remember that the applicant tracking system is setup to automatically reject most applicants. Youre not alone. And, theres a good chance no human ever saw your resume. Look at these rejections as another reason to try searching offline. Even worse than the automated e-mail rejection letter is the company ghosting routine. Why companies cant get on the ball with this one, Im not sure. In what other context is it acceptable to ask someone to put in hours upon hours of work, to buy a new suit, to sneak out of their job for multiple interviews and then you just dont respond to them? This is one of the top negative experiences job seekers face. And, employers are really missing out on an opportunity here. Even though the candidate may not be the right person today, they could work out in a few years. If the company would take a little more care, they could cultivate an entire collection of talent before they even need it. But, Ill get off that soapbox. As a job seeker, just remember that you dont want to work for any company or hiring manager whod treat you this way. Focus on the next opportunity and dont look back. As you go through job applications and interviews, you sometimes start to notice. Some of the positions listed are non-existent job postings. Its not that the jobs never existed, but they dont exist right now. Youre putting in all this work applying for jobs that may already be filled. This often happens because the company already knows who theyre planning to hire. For example, the company may have hired a self-employed consultant for a short time and then bring them on full-time after they prove their value. Most companies will still post the job on their website for a short time before solidifying the full-time hire. The problem here is, as a job seeker, you cant tell which jobs are really open and which are not. The solution to this problem is this. Start building relationships with companies you like even when they do not have a job available. Then, you will increase the chances that youll hear about jobs BEFORE they are posted online (when they are really available). Last, but not least Very often, we find an awesome job posting. We love it. We know wed be awesome. Then, we scroll down to the must have required skills section. Theres something required that we dont have. It could be a specific degree, a specific number of years of work experience, or some random skill. Its disappointing. We know we wont get picked, so we just dont apply. Because, the company doesnt want to hear from us, right? Wrong! Job descriptions are written in such a random way. They may be copied and pasted from old descriptions. They may be a best case scenario wish list. The good news is, the answer to this issue is easy. If you think you can do the job, apply for it! If you dont apply, the company wont know you exist. Youd be surprised at just how often a company hires an underdog candidate they like over a very qualified candidate theyre not terribly fond of. Most importantly, know that these job frustrations are universal. Whether youre just starting out or youre a seasoned professional, all searchers are facing these issues. They arent personal, but they are frustrating. Stick with your search and you will find a great opportunity. It just takes a little time! I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, dont hesitate to reach out to me here. Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If youve already heard the podcast and enjoy it, please consider leaving a review in Apple Podcasts or Stitcher. Happy hunting! Angela Copeland @CopelandCoach