​Sometimes, you may wonder why your job search efforts are not producing results as fast as you expected. Though the competition may be fierce, never lose sight of the fact that there is a fulfilling job waiting for you. It’s a question of finding it.
 
In the past, I wrote about what employers want to see in a resume. Today, I am writing to reiterate that what every Hiring Manager looks for in job seekers is another important list of characteristics and qualifications. It is crucial to learn what these qualifications and characteristics are and implement your findings for significant changes in the results of your job search efforts. 

DILIGENCE. A prospective employer needs to be sure that you are committed and capable of fulfilling the functions listed on the job description. Hiring is a costly process and employers are expected to select the right talent as they build teams and hire new personnel.

• An employer is entitled to seek and demand diligence from employees. Regardless of whether it’s a $15 per hour job or a $150,000 per year, you must give it your all every day you show up at work.

PROFESSIONALISM. Employers favor highly professional employees because it serves as a good indicator that they have hired the right talent. You should dress appropriately for the role, have a sense of confidence, and be sure of what you want to say before you actually do.  

• A professional demeanor can leave a lasting impression. A professional demeanor, a solid resume, substance in conversation, correct answers, appropriate interview attire, and a firm handshake may indicate that you may be a good fit. When you ooze professionalism, you give your potential employer the confidence of knowing they are making the right choice by hiring you.

 

• Most employers prefer to promote from within their ranks. If demonstrating a professional demeanor isn’t your strong suit, you will be likely overlooked for career advancement in your role within the company.

DEDICATION TO SUCCESS. The ideal employee does not focus on obstacles. The right fit often goes the extra mile to meet or exceed expectations whether for themselves or for the company. Such employees will never deter at the sight of challenges but will work to find a way around it.  

• The most convincing way to demonstrate to your potential employer that you are an achiever is by showing them previous testimonials, recommendations, praise (i.e.: professional compliments by email for a job well done), accolades, or awards that you have received from former clients, colleagues, employers, etc.

 

• Come along with a portfolio of some of your greatest achievements. Explain the important details about how you went above and beyond the scope of your job to ensure you attained success. Also, show them how you will bring the same energy, passion, and dedication if given the opportunity.

EXPERIENCE. The importance of experience in the corporate world cannot be ignored. Sure, the prospect of hiring a recent graduate can seem exciting. However, this is usually true for more entry-level positions where experience is not the main factor. The truth is that new graduates would have to go through a learning curve, one that would likely cost the employer both time and money.  

• A seasoned professional will often get the nod ahead of more junior personnel because they bring forth their valuable experience and the ability to handle difficult situations. An experienced professional can almost instantly settle into the job and begin to make more money for the employer.

 

• If you are a recent grad, strive to show the interviewer that you are committed to show your value and prove yourself, given the opportunity. Speak of how you can contribute and remind them of your strengths alongside your prior accomplishments. They use the information about your prior achievements to estimate your potential.

EDUCATION. A college education is almost a prerequisite in today’s tough and competitive job market. Since there are many openings for a plethora of job-seeking applicants, employers can leverage on the higher supply than demand to hire overqualified applicants on a relatively lower salary.  
​

• If your education does not meet the criteria of the jobs you are applying for, you may consider taking new or refresher courses. Alternatively, you can advance your education, credentials, and skill-set by aiming for higher education which can give you a significant edge in the job market.  

As an accounting graduate, you have broader choices and specific paths to follow with your career.

Accounting requires a wide variety of skills when it comes to business and that is why every company has an employee who is an accounting graduate. The good news is you can apply to any kind of firm. Areas may include:

• Tax,
• Audit,
• Financial Analysis, and
• Management Accounting.

 
It is best to apply for a job that matches your personal interests and expertise. Some careers have been proven by most accounting graduates to bring them to the top of the success ladder and you may want to consider entering these fields.


If you are an accounting graduate who excels in Public Accounting, the entry-level positions that best fit this skill are:

• Tax Staff,
• Consulting/ Management Services, and
• Staff Auditor.

In these roles, you will report to a senior.


Once you have acquired the required level of experience in any of the above positions, you may want to consider applying for the higher levels such as:

• Tax Senior,
• Senior Auditor, and
• Consulting Senior.

In these roles, you will report directly to a manager.
 
After a few years of excelling in the above positions, you may consider the following roles:

• Partner, and
• Senior Partner.

 
Having an edge in corporate accounting, and a few years of experience will qualify you to become a staff member in:

• Internal Audit,
• Tax Accounting,
• Management, and
• Financial Accounting.

 
Moving up to a higher level after a few  years, you will be eligible for:

• Senior Level for Internal Audit,
• Tax Accounting and Management Accounting.

 
A few years thereafter, you may want to consider aiming for higher positions such as:

• Tax Manager,
• Internal Audit Manager, and
• Financial Accounting Manager.

 
With expertise in Financial Management, you may consider: 

• Financial Planning,
• Cash Management, and
• Credit Analysis

 
Higher positions will include

• Treasurer,
• Credit Analysis Manager.

 
Once you have gained enough experience in the above roles, you may aim for:

• Treasury Operations,
• Senior Financial Planning.

 
These career options are traditional paths that were found to fit accounting graduates. However, it does not mean that they are the only way to moving on up. It is still recommended that you gain enough work experience and acquire knowledge in different aspects of education and continue to improve your competencies to be a step ahead of other job seekers.

Clarity is coming for jobseekers in some states as new laws go into effect requiring certain employers to provide salary ranges to candidates in the job posting or during the interview or salary negotiation process.
 
Pay transparency can take many forms, from including salary ranges on job postings, providing pay and benefits information for positions within the company (including information about why and how pay decisions are made), to facilitating open discussions among co-workers about their salaries.
 
For many employees, open discussion of salary is already protected by law. Under the National Labor Relations Act, covered employees have the right to communicate with other employees at their workplace about their wages. However, some companies have specific policies that prohibit employees from discussing pay during working hours or while using company devices or company communication platforms (i.e., social media). And some employees find talking about pay and benefits uncomfortable.
 
But information can be powerful, especially salary information. Building upon salary research from third-party sites like Salary.com, Glassdoor.com, and similar sites (including industry-specific websites), some jobseekers will now have access to company-provided data about pay ranges. Jobseekers have traditionally been advised to request a salary range from a prospective employer, but now this information is required by law to be given to them in some jurisdictions.
 
One of the most significant outcomes from the legislation is the potential to standardize compensation, especially for new hires versus longtime employees.
 
In many states and jurisdictions, pay transparency initiatives are linked to larger “pay equity” issues, including gender equity for salaries and wages.
 
In addition to reducing gender pay inequity, a survey from Indeed.com found that a full 75 percent of jobseekers say they are more likely to apply for a job if the posting includes a salary range.
 
However, salary is just one component of total compensation. Jobseekers are still advised to consider benefits and non-salary perks of employment when evaluating a job offer. In addition, jobseekers should consider applicable local laws (city and state) before disclosing salary history to a prospective employer. In several areas, employers are prohibited from asking about previous compensation; however, if it is voluntarily disclosed by an applicant, the information can be used to determine a starting salary or wage.
 
In addition to the laws listed, salary transparency laws have been proposed in Alaska, Massachusetts, Michigan, South Carolina, and Vermont.
 
Pay transparency initiatives — including gender-specific pay equity laws, wage disclosure requirements, bans on requesting salary history, etc. can be found on the Pay Equity Map (https://www.fisherphillips.com/pay-equity-map/index.html)

Numerous states have passed laws affecting employers’ requirements to provide wage and salary ranges, disclosure of applicant’s salary history, and/or pay equity among genders. In addition, certain cities have specific laws related to salary transparency and/or pay equity. Here is a summary of the relevant legislation (as of October 2022):
 
CALIFORNIA (Labor Code Section 432.3, Senate Bill 1162)
California was the first state in the U.S. to legally require employers to provide the pay range for a job, if the applicant asked for it after the first interview. Effective Jan. 1, 2018, Labor Code section 432.3 was enacted, prohibiting employers (with limited exceptions) from requesting salary information from applicants and requiring employers to supply pay scales upon request from an applicant.
 
With Senate Bill 1162, effective Jan. 1, 2023, employers with 15 or more workers must include the pay scale for a position in the job posting (including third-party job postings). Companies must provide the pay scale for a position to anyone applying for employment.
 
Employers, upon request from an employee, must also provide the pay scale for the employee’s current position. Employers are also required to maintain records of job titles and wage rate history for employees for the duration of their employment plus three years.
 
Employers are prohibited from seeking salary history information (including compensation and benefits) or using the applicant’s salary history information to determine whether to offer employment or what salary to offer an applicant. However, candidates can voluntarily provide salary history information (and, when disclosed in this manner, the information can be considered or relied upon in determining the salary offered the applicant).
 
Penalties for violations range from $100 to $10,000 per violation. In addition, individuals can pursue civil actions under the law’s provisions.
 
San Diego, CA (Article 2, Division 48)
San Diego’s “Equal Pay Ordinance,” effective Jan. 1, 2018, requires employers who contract with the City of San Diego to pay employees equal wage rates for equal or substantially similar work, regardless of an employee’s gender, race, or ethnicity.
 
San Francisco, CA (Article 33J: Parity in Pay)
San Francisco’s “Parity in Pay Ordinance,” effective July 1, 2018, prohibits both private and public employers from asking job applicants to disclose salary history. However, if the applicant voluntarily discloses the information (without prompting), employers may consider the information in determining starting pay for the applicant.
 
COLORADO – “Equal Pay for Equal Work Act” (SB19-085)
Enacted in 2019, the “Equal Pay for Equal Work Act” prohibits employers from seeking the wage rate history of a prospective employee or requiring disclosure of wage rate as a condition of employment. It also prohibits companies from relying on a prior wage rate to determine a wage rate to offer an applicant. Employees cannot be discharged, disciplined, discriminated against, or otherwise interfered with for inquiring about, disclosing, or discussing the employee’s wages. In addition, employers are required to announce to all employees “employment advancement opportunities and job openings and the pay range for the openings.” Fines for violations range from $500 to $10,000 per violation.
 
CONNECTICUT – “An Act Concerning the Disclosure of Salary Range for a Vacant Position” (House Bill 6380, Public Act 21-30)
Effective Oct. 1, 2021, employers located in the state who have at least one employee (whether or not employees physically work in the state) are required to disclose salary ranges for vacant positions to current employees and applicants, upon request or at the time the applicant is made an offer of compensation (whichever is earlier).
 
Current employees must be provided the wage range for their current role upon hiring, a change in the employee’s position with the employer, or upon first request by the employee.
 
The law does not require employers to disclose compensation for any specific employee or for a position the applicant is not applying for. The salary range can be based on a pay scale, any previously determined range of wages for the position, the actual range of wages for current employees in comparable positions, or the amount budgeted by the employer for the position.
 
The law also prohibits employers from inquiring about an applicant’s salary history. The law prohibits employers from inquiring (or using a third party to inquire) about a prospective employee’s wage and salary history (unless the applicant has voluntarily disclosed that information).
 
DELAWARE (House Bill 1)
Effective December 2017, Delaware prohibits employers from asking job applicants about their salary history and from inquiring about this data from an applicant’s current or former employer. Employers are not allowed to engage in salary-based screening of job applicants, where prior compensation must meet certain minimum or maximum criteria. Employers are allowed to confirm salary history (“for the sole purpose of confirming the applicant’s compensation history”) after an employment offer has been made and accepted and compensation terms have been agreed to.
 
Violators are subject to civil penalties of “not less than $1,000 nor more than $5,000 for the first offense and not less than $5,000 nor more than $10,000 for each subsequent violation.”
  
MARYLAND – “The Equal Pay for Equal Work Law” (House Bill 123)
As of Oct. 1, 2020, HB123 requires employers provide a wage range for a position upon request of the applicant. It also prohibits employers from requesting or requiring applicants to provide salary history “by any means” (orally, in writing, and/or from a third-party, including the current or former employer of the applicant). However, if an applicant offers salary history to support the request for a higher salary, the employer may obtain salary information to justify the higher wage request. Applicants may voluntarily share salary history; however, employers may not use that information to determine a salary “if doing so will create an unlawful pay differential based on sex or gender identity.” Complaints can be filed with the Maryland Labor Commission of the Division of Labor and Industry and fines of $300 or $600 “or more” can be assessed.
 
MASSACHUSETTS – “An Act to Establish Pay Equity, an update to the Massachusetts Equal Pay Act (MEPA)” (Acts of 2016, Chapter 177)
In 1945, Massachusetts was the first state in the country to pass an equal pay law. In 2018, the state became the first to prohibit salary history questions before extending an offer of employment. The Massachusetts Equal Pay Act became effective July 1, 2018. Employers may not seek the salary or wage history of any prospective employee before making an offer that includes compensation, and may not require that a prospective employee’s wage or salary history meet certain criteria.
 
The law covers employees who work in Massachusetts as well as those who telecommute to a Massachusetts office.
 
Applicants can share their salary history with a prospective employer, but are not required to do so. Employers cannot ask a question about salary history on employment applications. However, employers may ask about “salary expectations.”
 
Employees have three years from the date of an alleged violation to bring an action in court.
 
NEVADA (Senate Bill 293)
Effective Oct. 1, 2021, any public or private employer in Nevada must disclose a wage or salary range to applicants after an initial interview. Current employees applying for a promotion or transfer (or who complete an interview for a promotion or transfer, have been offered a promotion or transfer, or request information to consider a promotion or transfer) must be provided a wage or salary range.
 
In addition, employers are prohibited from inquiring about an applicant’s salary history, or discriminating against an applicant who refuses to provide salary history. Both public and private employers are allowed to ask candidates for their “salary expectations” for the position, and if this information is volunteered, it can be used to make salary offers.
 
Administrative penalties of up to $5,000 can be instituted by the Nevada Labor Commissioner for violations. In addition, civil actions can be pursued under certain circumstances.
 
NEW JERSEY (New Jersey Statute Section 34:6B-20)
Effective Jan. 1, 2020, employers in New Jersey are prohibited from screening job applicants on the basis of the applicant’s salary history (including, but not limited to, prior wages, salaries, or benefits). Employers may consider salary history when determining compensation only if the applicant voluntarily provided the information (without employer prompting or coercion). In addition, an applicant’s refusal to volunteer compensation information cannot be considered when deciding whether to make an offer of employment. An employer may request that an applicant provide the employer with a written authorization to confirm salary history (including, but not limited to, the applicant’s compensation and benefits) after an offer of employment (that includes an explanation of the overall compensation package) has been made to the applicant.
 
Employers who share salary information with other potential employers without the express consent of the applicant can be subject to civil penalties of $1,000 for a first violation, $5,000 for a second violation, and $10,000 for each subsequent violation.
 
Jersey City, NJ (Ordinance No. 22-045)
Effective (as amended) June 15, 2022, covered employers, employment agencies, and agents of covered employers (those with five or more employees within Jersey City, including counting independent contractors towards the employee threshold) must provide a minimum and maximum salary range and benefits in every job posting or advertisement, whether the job posting or notice is in print or digital form.
 
In addition, it is unlawful for employers to screen a job applicant based on the applicant’s salary history or require that the applicant’s salary history satisfy any minimum or maximum criteria.
 
Violations are subject to fines of up to $2,000.
 
NEW YORK STATE (S9427) – Not Yet Signed Into Law
Lawmakers in New York State passed a bill in June 2022 requiring private-sector employers to disclose the compensation or range of compensation in any advertisement for a job, promotion, or transfer opportunity. The governor (as of September 2022) has not yet signed the bill into law, and it would go into effect 270 days after signing. Once enacted, employers must provide a job description for the role, if one exists. Most important is that the statute states that it applies to any jobs that can or will be performed (at least in part) in the state — meaning that it can potentially be applied to remote job positions. Employers who fail to comply with the statute can be fined up to $3,000.
 
New York, NY – “New York City Pay Transparency Law” (Local Law No. 59, Int. 0134-A)
Starting Nov. 1, 2022, companies that perform work in New York City must include salary ranges (“minimum and maximum salary information”) in job postings.
 
Employers must provide “a good faith salary range for every job, promotion, and transfer opportunity advertised,” according to the City’s Commission on Human Rights. Temporary help firms advertising jobs for temporary employment are exempted from the requirement.
 
Companies face fines of up to $250,000 for noncompliance after a first offense (the fine for a first offense is zero, and employers have 30 days to correct the deficiency). Only current employees can sue the employer for posting a job, promotion, or transfer without posting a minimum and maximum hourly wage or annual salary.
 
Ithaca, NY  (Ithaca City Code § 215-3(F))
Effective Sept. 1, 2022, employers with four or more employees are required to include a salary range (minimum and maximum hourly or salary compensation) for job advertisements (as well as postings for promotions or transfers). The requirement does not apply for job advertisements for temporary employment at a temporary help firm.
 
Westchester County, NY (Westchester County Local Law No. 119)
Starting Nov. 6, 2022, employers with at least four employees are prohibited from advertising a position (or promotion or transfer) without including a salary range. The law applies to positions that are performed in whole or in part in Westchester County (in person or remotely). Violations are subject to penalties of up to $250,000.
 
OHIO
Cincinnati, OH – “Prohibited Salary History Inquiry and Use” (Ordinance 83-2019)
Effective March 2020, employers with 15 or more employees in the city of Cincinnati are barred from inquiring about or relying on job applicants’ salary histories. Employers cannot inquire about the salary history of an applicant, screen applicants based on current or previous salary history, or use the salary history of an applicant to decide whether to extend a job offer or in determining salary and other compensation. Applicants cannot be retaliated against for not disclosing salary history. Employers are allowed to ask applicants about their salary expectations. In addition, employers must provide a pay scale for the position, upon request, after the employer extends a conditional offer of employment.
 
Toledo, OH – “Pay Equity Act to Prohibit the Inquiry and Use of Salary History in Hiring Practices in the City of Toledo” (Ordinance 173-19)
Effective June 2020, employers with 15 or more employees must provide, upon request, an applicable pay scale to job applicants who have received conditional offers of employment.
 
Employers are prohibited from inquiring about or using an applicant’s salary history in deciding whether to extend a job offer or in determining salary or other compensation. Employers cannot refuse to hire an applicant or retaliate against an applicant for not disclosing salary history. The law does not apply to current employees seeking internal positions.
 
Civil lawsuits may be filed, if applicable, within two years of a violation.
 
OREGON – “The Oregon Equal Pay Act of 2017” (House Bill 2005 [2017])
The act was signed into law in June 2017. Employers with one or more employees performing work in the state of Oregon are subject to the law.
 
Effective October 2017, employers were no longer allowed to ask candidates about their salary history. Employers cannot ask for a worker’s salary or pay history before they make an offer of employment, although they can ask an applicant’s “preferred salary.” In addition, employers cannot screen job applicants based on current or past salary or pay history. Employers also cannot determine compensation for a job based on the current or past compensation of an applicant.
 
In January 2019, additional provisions came into place affecting pay disparities, requiring employers to pay every worker “equal pay for equal work regardless of gender, race, age, or other protected characteristics.”
 
Also, employees asked about their salary history or alleging pay equity discrimination are allowed to pursue a private right of action. And, employers are prohibited from determining compensation based on a candidate’s salary history, even if a candidate voluntarily revealed their salary history. Effective in October 2022, employers are no longer allowed to omit hiring and retention bonuses from consideration in an equal pay analysis.
 
PENNSYLVANIA
Philadelphia, PA – “The Philadelphia Wage Equity Ordinance” (Philadelphia Commission on Human Relations, Regulation No. 7)
This law, effective Sept. 1, 2020, makes it illegal for employers with one or more employees doing business in the city of Philadelphia, employment agencies, or their agents to ask applicants for current or prior salary history during the application or hiring process. It applies for positions located in Philadelphia (regardless of where the employer is headquartered). In addition, employers cannot retaliate against an applicant for refusing to provide salary history.
 
The law does not prohibit employers from asking applicants about their “salary expectations.”
 
Applicants reporting violations of the Wage Equity Ordinance to the Philadelphia Commission on Human relations may be awarded compensatory damages, punitive damages, reasonable attorneys’ fees, costs, or “other appropriate relief” if the complaint is substantiated.
 
RHODE ISLAND – “The Rhode Island Equal Pay Law” (2021-S 0270A, 2021 H 5261A)
Effective Jan. 1, 2023, employers with one or more employees in the state are required to provide applicants with a salary range upon request. If a salary range is not requested upon application, employers “should provide the wage range for the position prior to discussing compensation.”
 
If an employer offers an applicant a position, the employer may seek to obtain information about the applicant’s wage history to support a wage higher than the wage being offered (if the applicant voluntarily provided their wage history).
 
For current employees, salary ranges can include applicable pay scales and what other employees in similar positions have been paid.
 
Current employees can request the wage range for their position at any time during employment. Violations of the law are subject to fines of up to $1,000 per violation (first offense) to $5,000 (two or more violations in a seven-year period).
 
WASHINGTON – “The Washington Equal Pay and Opportunities Act” (Chapter 49.58 RCW)
Starting Jan. 1, 2023, employers with 15 or more employees must provide a wage scale or salary range for each job posting (not just a minimum salary or wage). The job posting must include a description of all benefits and compensation offered (not just wage or salary). For internal roles, employers are required to provide a salary range or wage scale upon request (and all positions must have a wage scale or salary range).
 
The law also prohibits employers from limiting an employee’s ability to discuss wages and prevents nondisclosure of wages as a condition of employment.
 
Fines for violations range from up to $500 for a first offense to $1,000 (“or 10 percent of the damages, whichever is greater”) for repeated offenses. In addition, employees may bring a civil action against an employer for actual and/or statutory damages as well as attorneys’ fees.
 
Note: This information is provided for informational purposes and does not contain or convey legal advice. The information herein should not be used or relied upon in regard to any particular facts or circumstances without first consulting a lawyer. 

SOURCE:  ​https://www.market-connections.net/blog/guide-to-salary-transparency-laws-in-14-states

• ​Connect with your boss. Strengthen your relationship with your supervisor. Effective communication in the workplace goes a long way. Communicate openly and frequently. Maximize one-on-one time and try to adapt to their work style.

1. Focus on shared goals. Make your supervisor’s priorities your own. Helping them to succeed usually benefits you too.
   
   
2. Present proposals. Think creatively and take worthwhile risks. Prepare practical and specific suggestions on how to increase quality and reduce expenses.
   
   
3. Welcome feedback. Ask your boss and colleagues for input about your performance. Learn how to handle your performance review. Practice listening as a skill and listen with an open mind and use their suggestions to make positive changes in the way you do your job. Thank them for their support and let them know they’ve made a difference.
   
   
4. Leverage your strengths. Try to structure your job in a way that allows you to focus on the things you love and do well. You’ll probably accomplish more with less effort.  Build habits that make you a more valuable employee.
   
   
5. Keep your word. Prove that you’re reliable. Follow through on your commitments, especially when they affect the rest of your team.
   
   
6. Exceed expectations. Go beyond your job description. Take on additional assignments. Put your heart into your work and try to deliver the highest quality.
   
   
7. Be helpful. Offer encouragement and assistance to coworkers who are under pressure. You’ll create alliances that may be useful in the future, and you’ll probably enjoy your job more. Take a look at what Dale Carnegie taught us about how to win friends and influence people. 

In the end, remember one reality. Sometimes layoffs are inevitable. Sometimes, the decision has nothing to do with your performance. There is always a solution, even if you are laid off, let go, or fired. Keep that in mind.  

Perhaps you have followed every instruction on how to make your resume stand out. But a self-introduction video can add life to your resume. Videos transform a static, traditional message into an action-driven presentation that will unleash your message in a powerful, dramatic way.
 
Videos also give the unique opportunity to communicate with your target audience in a way that puts you in touch with what is truly important to them, what motivates them, and what will leave an everlasting impression.

This post will point out tips to get you started with creating a self-introduction video for your job search.

To create the very best videos you need to use the right tools. Chances are you don't want to create a lengthy video. So, consider using a formula for a quick introduction. Your audience is not going to expect a Hollywood production from you but they will expect good quality. If you make low-quality videos then you will quickly lose your audience. Worse than that, you will misrepresent your communication skills.

A good HD camera is essential for making the best videos. If you have a smartphone then the camera in this is likely to be good but you should think about investing in a good quality webcam or outdoor camera. A smartphone video is better than nothing but other cameras will produce better results.

If you are going to shoot most of your footage indoors then an HD webcam that you can connect to your computer is a good choice. There are some good examples available on Amazon and other online retail websites. You should be able to find a high-quality webcam for under $100.

You must use a high-quality microphone for your videos. Your audience isnot going to be impressed if the audio quality of your videos is poor. There are plenty of good-quality microphones available for under $100.

Do you need to purchase lighting equipment for your videos? Again, this is a concern for indoor videos more than outdoor ones. It is crazy to put in a lot of planning and effort to make your videos and have them spoiled by poor lighting conditions. There are low-cost lighting solutions available.

You are going to make mistakes when you are creating your videos so you need to use a good video editing application to make your videos the best they can be. Fortunately, there are a lot of free video editing solutions available for both Mac and Windows computers.

There are premium video editing suites that have a lot of great features but you don’t need these to get started. Search for free video editing software and you will see many useful applications you can use. Make sure that you learn how to use your chosen video editing software.

You will likely want to record your computer screen and use this in your videos. To do this, you will need screen capture software. There are some really good free options available for this and you can use premium solutions too.
​
You can integrate slides that you have created in Microsoft PowerPoint or other presentation applications. Screen capture software is great for making over-the-shoulder videos where you are demonstrating something on your computer (i.e.: your portfolio, pictures of your work, etc.)

The audio quality of your videos is very important. A lot of video marketers record the narration for their videos after they have the main footage. You can use a powerful free audio editing suite like Audacity to produce the best audio results.

SOURCE:  ​https://www.market-connections.net/blog/create-a-self-introduction-video-for-your-job-search

Introverts are good listeners. You understand things best by spending more time listening and less time talking and you like it that way. So, take advantage of your good listening skills when interacting with other people.
 
Be present and avoid thinking too much about what you are going to say next. Remember, the best way to keep the conversation going and get something out of it is to make the other person feel understood. Show that you value what the other person is saying. Show you are not only concerned about being heard but hearing what others have to say as well.
 
Actively listen and be engaged throughout the conversation. For example, if you are using Zoom Conferencing or other video networking software, be present. Nod your head, maintain eye contact, and do other small interjections to show you are present.
 
Practice active listening to understand others better, identify their needs, enjoy the conversation, and get the most from it. ​

Remember that improving your networking skills and growing your network takes time. So, take it one day at a time. Don’t get frustrated when you run out of things to say during discussions or fail to get the desired results after trying for months.
 
Improving your networking skills takes time and so is growing your network. You just have to be patient, put in the effort, and take it one step at a time.
 
Another effective way to cultivate your virtual networking skills is to challenge yourself to step out of your comfort zone as often as you can. For example, you can attend in-person networking events within your area and never leave without striking a conversation with at least one person you don’t know.
 
Doing this will help you build your self-confidence, express yourself better, and connect with more people.
 
Another option is to ask for a one-on-one meeting with a potential client or connection. For example, when you identify an industry thought-leader, CEO, potential investor, or promising client you want to engage in business with, approach them. Send a persuasive email and ask for a one-on-one meeting.
 
Don’t depend solely on attending big events that they’ll be a part of because you may not get a chance to talk to them. Even if you do get a chance, you may not bring yourself to begin the conversation. That’s normal for introverts.
 
So, try to get a one-on-one meeting instead.
 
Be a good communicator to overcome fear or feelings of discomfort in virtual networking events. Make sure the people you are talking to understand what you are saying or what you are trying to communicate. This will help you retain your confidence, communicate better, get your message across, and connect easily.
 
Remember, there are other introverts in attendance as well and people who feel the same way you do. The most important thing is to sound confident, look confident, and stay confident.
 

• Do enough research before attending important events to stay confident throughout the discussion.
  
• Set goals and know what you want to achieve from networking. This will help you connect with the right people, stay confident throughout the conversation, and reach your goals. 
• Take advantage of your good listening skills. Use them to understand what the other person is saying and connect easily.
• Use social media to cultivate your networking skills, connect with more people, and strengthen relations.
  
• Join relevant discussions and share your opinions about the topic at hand. Share unique perspectives, interesting facts, or your personal experiences. As long as they are relevant to the topic under discussion.

 
Best of luck!

Source: ​https://www.market-connections.net/blog/virtual-networking-tips-for-introverts

Chances are high many of us may still be wondering "how does bit coin work?" Yet, while we are wondering a new economy is developing before us and growing rapidly. If you are still not sure about how to start, below is a list of sites with opportunities to earn digital currency. Whether you searched for Bit Coin Jobs or Crypto Jobs, you will find below a list of jobsites with jobs that claim to pay in digital currency.  

While cryptocurrency opens the doors to countless investment and financial instruments, because of the lack of guaranteed value, as well as its digital nature, there are risks involved that you should know about before you get started.

Barry Sibert, CEO of Digital Currency Group (which builds and invests in Bitcoins and blockchain companies) says “It is pretty much the highest-risk, highest-return investment that you can possibly make.”
 
Here are some of the risks you can incur:
 
Regulatory Risks: Bitcoins are a digital rival to government currency and, thus, may be used for illegal activities, black market transactions, money laundering, or tax evasion.
 
Governments, therefore, might seek to regulate, restrict, or ban the use of such currency (some already have). Other governments are coming up with various rules concerning cryptocurrency.
 
Security Risks: Most people who own and use Bitcoins have obtained their currency through any of many popular online markets, called Bitcoin exchanges. These are entirely digital, so as with any other virtual system, are at risk from hackers, malware, and even operational glitches.
 
Hackers may target these exchanges and gain access to thousands of accounts and digital “wallets” where Bitcoins are stored.
 
Users can only prevent these risks by storing their currency on a computer not connected to the internet or by choosing to use a “paper wallet” where they print out the Bitcoin private keys and addresses without keeping them in a computer at all.
 
Insurance Risk: Currently, cryptocurrency exchanges and accounts are not insured by any federal or government program.
 
In 2019, one dealer and trading platform (SFOX) did announce they’d provide Bitcoin investors with FDIC insurance, but only for those transactions involving cash.
 
Fraud Risk: Bitcoin does use private-key encryption to verify owners and register transactions, but scammers might try to sell fake Bitcoins. There have also been documented cases of price manipulation, which is another common form of fraud.
 
Market Risk: As with any other investment, Bitcoin prices can fluctuate. In fact, Bitcoin value has seen wild swings since 2009.
 
There is also plenty of competition for Bitcoin, and a technical breakthrough in the form of a better virtual coin is always a threat.
 
If you’re looking to invest in cryptocurrency in an ICO (Initial Coin Offering), you should ask yourself the following questions:

• Who owns the company? Is it a recognizable name or an identifiable owner?
  
  
• Are there other major investors already in?
  
  
• Will you own a stake in the company or just currency or tokens? The former means you’re an actual owner in the company, while the latter just gives you cryptocurrency to buy or sell.
  
  
• Is the currency already developed or is the company trying to raise money to develop it? The further along the product is, the less risky it will be.

​OTHER RESOURCES (Updated September 2022):
November 2019: 12 Quick and easy ways to make money online
March 2020: 62 Places to Find Remote Jobs Online.  
April 2020: ​12 Quick and Easy Ways to make Money Online.  
February 2022:  Bit Coin Jobs.
September 2022: Real Ways to Make Money From Home for Free.

Source: https://www.market-connections.net/blog/bit-coin-jobs

“Tell me about yourself,” the interviewer says.
 
“So, what do you do?” asks the person you just met at a networking get-together.
 
You find yourself on an elevator with a person you’ve wanted to meet. What do you say?
 
Be ready to say something! It’s smart to prepare a brief summary of your background and experience. Often called an “elevator pitch” — because it should be short enough to give during an elevator ride — there are many situations when a short, pre-prepared introduction (no more than 30 seconds) will come in handy.
 
This introduction can be used:

• When networking
• In a job search
• On career documents (in the cover letter, for example)
• In job interviews
• When a stranger strikes up a conversation with you in line at the grocery store
• To request an informational interview

 
You have probably heard the saying, “You never get a second chance to make a first impression.” So how do you provide a brief, concise introduction of yourself? This guide will give you some easy formulas to help, no matter what your profession or the situation where you’re using the introduction.
 
Your introduction should answer four questions:

• Who are you? (education, work experience, skills, specialization)
• What do you do?
• What sets you apart?
• Where do you want to go from here?

 
I had previously written a formula for a quick introduction. But this post is more thorough and provides examples. There are several formulas to choose from. Pick the one that helps you create the best introduction to describe you and for the specific situation you’re using it in.

​The simplest formula is to identify your current profession — or the profession you hope to be in — and the number of years and industry you work in. You can also include the name of the company you work for, if it’s a recognizable name.
 
The formula looks like this:
I’m a [job title] with [time in the industry] doing [what]
Or
[Profession] with [time] in [industry]
Or
I’ve worked as a [job title] for [company name] for [number of] years
 
For example:

• I’m a middle school principal with 3 years in my current position, and 11 years in the education field overall.
• I’m a recent college graduate with a bachelor’s degree in business and specialization in digital marketing and media.
• I’ve worked as an accountant for 5 years with a Big Four accounting firm.
• I’m a marketing and public relations director at Hudl.

If you’re using the formula in a job search, you can add a sentence about what kind of role you’re seeking.
 
That formula would be:
[Profession] with [time] in [industry], [seeking]…
 
For example:

• I’m a sales representative with 14 years’ experience in the telecommunications industry and I’m looking for a sales leadership role.
• I’ve been an operations manager for a national furniture retailer for the past 6 years, and I’m looking to leverage my customer service, project management, and supervisory experience into a general management role in a Fortune 1000 company.

 
If you’re responding to the “tell me about yourself” question, you can add a sentence about your background to communicate key areas of your career and to highlight job and industry strengths.
 
For example:
I’m a retail merchandising manager with 9 years working at a big box store. I’m looking to use my inventory management and organizational skills to transition to a warehouse management role. My background includes experience setting up RFID systems to improve inventory tracking and reporting. 

​This formula is simple:

• Where are you now?
• Where have you been?
• Where do you want to go? (with an optional call to action)

 
For example:
I’m currently a television news anchor, but I got my start in television as a meteorologist. I’m looking to combine my journalism and weather forecasting experience to work for The Weather Channel.
 
Another example:
I’m a bilingual financial analyst who specializes in international accounts. My background is in forensic accounting and auditing. I’m currently pursuing my certification as a Master Analyst in Financial Forensics so I can identify and investigate financial crimes — hopefully for a government agency or a law firm.
 
Or:
I’m a PR specialist with emphasis in new product launches. I’m unique because I’m a product engineer who moved into communications. My technical expertise gives me an edge in pitching the media for news coverage. I’m looking to align myself with a manufacturer with at least six new launches a year, and I’d love to talk with you about what you’ve got in the pipeline.

​If you’re doing an elevator pitch, you can also start with the problem first before you talk about yourself as the solution. This works best for a networking situation versus the “tell me about yourself” question in a job interview.
 
For example:
Does your company struggle with theft and inventory losses?
I’m a loss prevention expert who has helped my employers reduce employee and customer theft by 98%, saving more than $100,000 over the last three years.
 
Or:
Does your company participate in trade shows?
I’m a trade show specialist with a knack for creating show-stopping booths that attract 20% more traffic than our competitors.

​If you’re in a service industry — therapist, coach, consultant, etc. — one of the easiest ways to answer the “What do you do?” question is to take the focus off you and put it onto your clients. This focuses the conversation on what you do for your clients and what they get from working with you.
 
First, start with who you work with. “I work with [target market]” — for example, “women who are looking for better balance between their personal and professional lives.”
 
Next, articulate the problem or pain that your target client is experiencing — using language that is relevant to the work you do. For example, “who find themselves constantly thinking about their family while they’re at work, and their work while they’re with their family.”
 
Then, tell them more about the problem and give an example of those you’ve worked with. “Many of these women are feeling pulled in a million different directions because of the pandemic and the challenge of having school-age kids whose schools can close again at a moment’s notice, providing uncertainty in their home and work lives.”
 
Finally, tell them your solution and what sets you apart. “I’ve helped these women better define their priorities, articulate their boundaries, and develop a game plan to respond to fluid situations in their personal and professional lives. I help them become more resilient in the face of difficult situations so they can be successful at home and at work.”
 
Another example of the formula in action:
Person: I work with C-level executives in Fortune 100 companies…
Problem: Who are feeling burned out because of the challenges in today’s corporate environment.
Story: Many C-level executives have had to adjust to managing a workforce that is increasingly remote, and they’re struggling with adapting their management style as a result. This has led to a 75% increase in burnout among corporate leaders in the last 12 months.
Solution: I work with these executives to draw on their strengths and successes and shore up their skills, reinvigorating them to deal with the changing corporate environment. More than 90% of the executives I work with report greater engagement with their work. They don’t want to change jobs or change companies — they just want to enjoy the work again. I help them do that.

​This formula works well for people who can quantify their impact and achievements. It starts with who you are and what you do, gives some insight into how you do or did it, and gives metrics (dollars, numbers, percentages) to make you memorable.
 
Here’s the formula:
I’m a [job title] that [what you do] by [how you do it], resulting in [metric].
 
For example:
I’m a security specialist, providing mostly commercial protection services. I manage a team of 17 part-time and full-time guards, ensuring 24/7 coverage for more than a dozen high-risk properties. We’ve achieved zero incidents of vandalism and theft for these clients in the past year, saving them tens of thousands of dollars.

​No matter which formula you follow, here are some tips to make your introduction more effective.

• Introduce yourself first, if necessary. Start your introduction with “Hi, I’m (your name).”
• Write it out first. Then, read it out loud. Record yourself, either by yourself or practicing it with a friend. Watch it back, looking for words that you stumble over. Then edit it. Then read it out loud and/or record it again.
• Be concise. Keep it simple, short, and direct — and don’t use jargon or buzzwords.
• Adapt it for the situation. Customize it for the situation and the recipient. Have more than one pitch if you have more than one job target, and use the right pitch for the right situation and audience. And remember, you don’t have to include everything — this is a quick summary, not a comprehensive retelling of your entire career history.
• Practice it. Smile as you say it! And slow down when you talk — you want it to sound like a conversation, not a rehearsed speech.
• Be future-oriented — especially if you want to do something different going forward in your career. Talk about what you want to do — not what you don’t want to do.
• Include something that sets you apart. Your introduction should be compelling — make it interesting. Think about what you want the person to remember about you.
• Ask for what you want/need. Especially if you are using your introduction in a networking situation, end it with a specific request. Ask if they know a company that needs someone like you. Ask if they know any recruiters that work with candidates with your experience.

 
Most important, put your introduction to work for you. Keep refining it, making little changes until you come up with something that is simple and effective. That way, you’ll never struggle or stumble when someone says, “So, what do you do?”

Source: ​https://www.market-connections.net/blog/formula-for-a-quick-introduction

​The period after graduating from college is a difficult time for many people. Lack of experience is the hardest obstacle many graduates have to overcome. Some people have never gone through an interview, while others do not even know how to write a resume.
 
These are some of the challenges teenagers have to overcome in order to secure their first jobs. You might face rejection when you start searching for your first job; that is normal and everyone goes through it. Oftentimes in the past, people first careers started with a seasonal job. The following are some tips that will help to snag that first job after graduating from college.

Keep your resume updated with the latest information, ranging from the college activities to other major activities, and remember to include your college results (GPA). Make sure that your resume reflects the new skills you have developed. A good example is the case of a computer programmer who has learned another new language after college graduation. This should be mentioned on the resume.

Many graduates get valuable experience after college through an internship, and this is a great opportunity to taste the working world. Full-time employment may require professional experience in a particular field, but internships are offered to recent graduates and current students to sharpen their skills. Although most internships are unpaid, some receive a small stipend or hourly wage. Highlighting the internships in your resume confirms your abilities to succeed in a particular job.

Career fairs will help you get in touch with your future employers face-to-face. This is the best chance to ask questions and you will also discover the jobs that match your skills. Most colleges and universities host these job fairs where you can attend and learn more from the recruiters. You can also find out from your college’s career office whether there are any upcoming opportunities within your area.

Everyone has a dream job in mind, but to have a successful job search after graduating will depend on your flexibility. You can widen your search to capture other positions that are available in the same field or check different jobs that may require a similar set of skills. Keep your mind open to a variety of other possibilities that may increase your chance of getting your first job. Attend more interviews for different jobs instead of just focusing on your favorites.