What Every Hiring Manager Looks for in Job SeekersSometimes, 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. Important characteristics every employer seeksDILIGENCE. 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.
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.
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.
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.
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.
About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. Searching for an Accounting JobAs 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:
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:
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:
After a few years of excelling in the above positions, you may consider the following roles:
Having an edge in corporate accounting, and a few years of experience will qualify you to become a staff member in:
Moving up to a higher level after a few years, you will be eligible for:
A few years thereafter, you may want to consider aiming for higher positions such as:
With expertise in Financial Management, you may consider:
Higher positions will include
Once you have gained enough experience in the above roles, you may aim for:
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. About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. Guide to Salary Transparency Laws in 14 StatesClarity 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) SPECIFIC REGULATIONSNumerous 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. About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. Job SecurityProtecting your job from robots and potential layoffs sounds easy now compared to dealing with today’s issues in health and economic security. Job security has become a matter of increasing concern. Recent employment polls online have indicated that employers expect they’ll be laying off workers in the near future. On a happier note, many polls also found that openings for online jobs are increasing. There is much uncertainty about the future, but you can make yourself more resilient. Try these suggestions to help you hold onto your current position and make yourself more marketable if you’re hunting for a new job. Excelling at Your Current Job
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. * * * * * * * * * * * * About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes.
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. Video Quality Is Important
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.
Get the Right Equipment
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. Video Editing Software
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. Screen Capture 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.) Use Audio Editing Software
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
About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. Virtual Networking Tips For IntrovertsNetworking is an important part of finding a new job, progressing in your career, branding yourself, promoting your latest work, converting leads to clients, signing business contracts, or scoring big with investors. However, it can be difficult for introverts. Networking may not be easy for you because you are more comfortable around people you know. Leaving your comfort zone and applying for jobs, following up with recruiters, interacting with potential clients, business partners, or investors can be challenging for you. However, it is important if you are interested in moving on up. The best thing is that you don’t always have to attend in-person events. You can take your networking online to reach your goals. All you have to do is polish your stategies for effective online networking so you can reach the desired outcome. If you are an introvert and looking for ways to improve your networking skills, you’ve come to the right place. This article covers virtual networking tips for introverts to help you grow your professional network and take your career to the next level. Prepare and Plan AheadOne of the main things that make networking difficult is not knowing what to say or failing to keep the conversation going. So, you have to prepare your formula for a quick introduction in advance and always plan ahead and practice. Whether you are meeting with a client, business partners, coworkers, or attending a social event. Understand what the discussion is about and be ready to participate in conversations, answer questions, and ask the right questions. Do enough research to ensure you don’t get stuck. For example, if you are meeting with a potential client, know what they are expecting from you. Identify their needs and cater to them. Mention a few things you admire about their business, what you do, and how you can offer practical solutions to a certain problem. Practice active listening and make sure you understand what the client needs and expects from you. The goal is to prepare in advance and gather as much information as you can about the company or person you are meeting with. That way, you’ll be more confident, respond to questions accurately, ask the right questions, and drive the conversation home. STATE YOUR GOAL The best way to succeed is to state and understand your goal. So, what do you want to achieve from the networking event or meeting? Why are you attending it in the first place? Do you want to meet new people and build your professional network? Do you want to reach new leads and convert them into customers? Are you looking for career advice? Or do you want to find more business opportunities, partners, and investors? Whatever your goal, make sure you state it. Doing this will help you plan effectively and ensure the desired result. Once you define your goal, identify key persons that can help you attain it. For example, if you are attending a certain networking event to get career advice, who are the top 3 people that can offer the advice you seek? Which industry experts are attending the event and how can you best reach out to them? If you are meeting with a potential client or an existing one, plan for it. State what you want to achieve from the meeting and outline the steps to take to ensure you reach your goal. If you are meeting with an existing client, communicate before the meeting and agree on the meeting agenda. Doing this will help you conduct enough research, get your notes in order, and ensure you meet the client’s expectations. WRITE NOTES If you are worried you might run out of things to say, keep a notepad. Write down key points and everything that needs to be covered in the meeting before it starts. Some of the most important things to note are, the purpose of the meeting, what you want to achieve from it, key questions to ask, responses to questions that are more likely to be asked, and how you’ll respond to demands or questions you don’t have answers to. When commenting or asking questions make sure you remain professional. Use a professional tone to show you appreciate the time you have to network or connect with people you are interacting with. USE SOCIAL MEDIA Social media is designed to build and strengthen remote connections. Being active on social media can help you get comfortable interacting with others, easily connect with people, and improve your networking skills. So, take full advantage of your social networks. Use your accounts to connect with like-minded people, learn the best ways to connect with others, and build your network. Join social media groups, follow thought-leaders in your industry and chat with them. Identify relevant conversations and participate in them. Share your thoughts about the topic under discussion to get the attention you need. Reply to comments and leave constructive comments on other people’s posts. If you see something you like, share it, retweet it, or hit ‘like’. Doing this will get you noticed and help you to build connections. The most important thing to do is ensure you join conversations that will help you form relations with the right people. For example, if you specialize in online marketing and want to connect with industry experts, participate in discussions led by them. Follow them, comment on their posts, and retweet some of their tweets. When commenting, make sure you add value. Figure out what sort of value you can add to the conversation. Say something interesting or share a different perspective on the topic under discussion. Show you are learning from the accounts you follow and appreciate the value you get from their posts. Take Advantage of Your Listening SkillsIntroverts 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. Join Virtual EventsAttending in-person networking events can be difficult for you. Fortunately, virtual networking events aren’t as challenging. So, join virtual events to improve your communication skills and build relations with like-minded people. Doing this will help you connect with other people, get used to sharing your views, and be more comfortable initiating conversations. So, attend at least one virtual event per month that’s solely dedicated to helping you cultivate your networking skills. If you have a busy schedule and can’t afford to set aside time monthly to socialize, try attending one event every two months. It will help you in the long run. You can attend virtual conferences, short online courses, social events, join a coworking space, and so on. The goal is to meet and connect with people so you can become more comfortable sharing your views. Stay In TouchOne of the most important things that people often neglect is nurturing relationships formed through networking events. Don’t make the same mistake. Maintain relations after the event is over and stay in touch with the people you connect with. Send a follow-up email to start building relations with people you meet during the event and solidify relations. Your email should state where you met, what you talked about, and why you are writing. If you are emailing an industry expert you spoke to, for example, be sure to include all those details. Remember, influencers get tons of emails daily. So, you want yours to be different, attention-grabbing, and worth a reply. Keep your email brief to ensure the influencer opens it and reads to the end. If you get a response, be sure to reply and thank him or her for the email. Take it a step further and connect on social media. Follow their accounts and engage with their content. This will get the influencer to not only notice you but become interested in building relations with you. If you are meeting with clients or hosting a webinar, be sure to maintain relations afterwards. Offer a giveaway in exchange for the attendees’ email addresses and send follow-up emails. You can send automated thank-you emails, welcome emails, and a summary of what you covered during the event. If you want to build relations with a potential employer or investor, your email should mention where you met, what you discussed, what you learned from the conversation, why you are writing, and how the recipient will benefit from the relationship. If you are contacting a potential investor, ask for a second meeting to keep the conversation going. Ask if it’s possible to have a virtual 30-minute meeting. State why you want to meet and how it’s going to benefit both of you. Make sure you ask when they are available so you can meet at that time. That way, you can increase your chances of getting the investor to agree to meet with you. PracticeImproving your in-person or virtual networking skills can be challenging. So, you have to practice over and over until you get it right. Practice until you are comfortable sharing your views and connecting with others. Practice with close friends, coworkers, or other introverts. If you are practicing with a close friend, pretend you are meeting them for the first time. Try to initiate the conversation and keep it going. Don’t worry if you fail to get it right the first time. You’ll get used to it with time. Another effective way to practice is to participate in office chat programs or video meetings. Whether they are social or outside your area of expertise. The goal is to become more comfortable around people, adopt good communication skills, and effectively voice your opinion. Be active in group discussions when chatting with coworkers to improve your confidence levels. Listen to what others are saying and share your views concerning the topic at hand. If you have nothing to say, don’t beat yourself about it. Look for an opportunity to share your personal experiences. Especially if there’s a connection between what’s being discussed and what you want to talk about. Sharing your experiences makes it easy for other people to connect with you and take interest in what you are saying. Someone with a similar encounter may talk about how he or she experienced the same thing and easily connect with you. When you become actively involved in the right discussions, more people will feel comfortable connecting with you and even set up meetings after the discussion or event. Be PatientRemember 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.
Best of luck! About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. Bit Coin JobsBitcoin JobsitesChances 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.
What You Need To Know: The RisksWhile 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:
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. About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. Formula For A Quick Introduction“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:
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:
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. Simple Formula (Profession, Time, Industry)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:
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:
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. The Three "Wheres" FormulaThis formula is simple:
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. Problem/Solution PitchIf 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. Formula for Service Providers (Person, Problem, Story, Solution)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. Who/What/How OutcomeThis 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. Tips for an Effective IntroductionNo matter which formula you follow, here are some tips to make your introduction more effective.
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?” About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. People First CareersThe 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. Update Your ResumeKeep 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. Consider Taking an InternshipMany 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. Attend Career FairsCareer 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. Be Open-MindedEveryone 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. Maintain Your Job Network |