Mistakes Can Be Valuable and Make You a Better Candidate!

Contrary to our Ego’s beliefs, we are all prone to making mistakes.  Hopefully, we are not repeating old ones – that means we are learning and growing as people.

Now, before you start thinking I’m just an optimistic, glass half full kind of girl, who has no sense of how mortifying it can be to make a mistake, I confess openly that I’ve made some real doosies! The upside is that I’m a quick learner and I don’t often make the same mistake twice! (I especially never repeat the ones that cost me money or income.)

My point is, for many of us, our self esteem is all wrapped up in past mistakes.  Here is a universal truth: mistakes are part of the human adventure of life.  Without making a mistake (even one that may have cost you dearly), how would you know what doesn’t work?  Do you feel an inability to risk making even a minor mistake?  In life, sometimes your gut is the only decision-making tool around. If you are too afraid to make a mistake, how will you ever learn if there’s a better way to do something?

Think about your employment history and the mistakes you made in those positions.  I’m not asking you to dwell in negative experiences, instead I am asking you to use the clarity that comes with 20/20 hindsight to see where you may have taken a different measure to have avoided the mistake altogether and/or what was the benefit that came from the mistake once it was made manifest?  Just pick one instance.  Give it a quick dissection.  Was it your pride (assuming you know all the answers) that got in the way of asking the right questions so that you had all the information you needed to produce the desired outcome?  Was it inexperience? Was it compromising to external pressures to do something you knew wasn’t the generally accepted practice, but you did it anyway?

Whatever the reason, ask yourself, what would you do differently if the situation presented itself again? If this question was to come up in an interview, have you simply recited a prepared and benign answer or was your authentic answer seen by the interviewer as someone who has an honest perspective of their shortcomings but also possess the capacity to learn very valuable lessons from those mistakes?

It isn’t easy to be that honest with yourself.  Our Ego would have us convincing ourselves that everything we do is beyond reproach and that we seldom, if ever make mistakes.  The genuineness that comes from owning your mistake without being defensive and without external blaming is a quality that is becoming rarer today.  When thinking about how you can set yourself apart from your peers – think about all the experiences you have had (even the mistakes), and remember that you alone have had those exact mistakes in your career and life and when viewed with integrity to your SELF, you’ll see that it has taught you important things.  You have learned a lot about what NOT to do or what DOES NOT work; about what you are capable of doing and where your line in the sand is (you now have boundaries) and you have learned how to be an honest observer of your experiences and that increases your authenticity (which as previously stated is a HUGE asset in the world today.)

 

When someone makes a mistake and admits their wrong doing, how does your perception of them change? Do you think mistakes can be valuable?

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Twitter Changes the Job Seeking Rules!

Twitter changes all the rules! It actually puts you in the driver’s seat which means now YOU can connect with others without actually knowing them at all! You just click the follow button and you get to see everything they write and you can reply to anything that interests you. It doesn’t matter whether they follow you back or not because you have accessed them in a way you previously couldn’t! Using keyword searches within Twitter, you can narrow the target industry to recruiters and hiring managers that serve that space making it easier to determine who to follow!

Tools are available to follow conversations that interest you on Twitter (search.twitter.com) and you can easily perform an advanced search (ex: RELIABILITY JOBS) as a keyword. You can even save several searches and continue to follow them if you want to stay up-to-date on the latest jobs posted to twitter.

Twitter is such a friendly tool that you could use it to tell people you need a job. Recently a notification through Twitter was sent from my alumni group about students looking for internship opportunities. Pretty cool considering I knew someone who needed one at the time! I was able to connect the two programs together and voila!

There is nothing more satisfying than helping people and genuinely, I believe others feel this way too -which is why this forum is great! With only 140 characters to state your interest for specific employment opportunities, provide your LinkedIn profile or another webhosted site where your resume resides, it is a way to quickly share without OVER sharing!

Remember: You can’t just sign up for Twitter and begin asking for a job with the expectation of connections magically providing you with details about jobs etc.

Go out of your way to provide relevant content on Twitter in the realm of your interests and expertise. If you are an out of work Engineer, tweet about the things that every engineer needs to know or resources you have found that really help other people. The same is true for any professional in their field.

Remember that your twitter account is part of your personal brand and your social footprint so you want to use good judgment when posting to Twitter. Keep it positive, helpful, stimulating and different! You are reinforcing what you want your audience and therefore your potential employer, to think about you! Use your Twitter profile bio, a mere 160 characters, to add interest and differentiate yourself from other job seekers.

Take time to learn more about the social etiquette of properly using Twitter because it only takes one great impression to land an interview and one unprofessional tweet to stall your job search.

In the end, it really comes down to how well you leverage Twitter – if you want to get something, you have to give something. Make it count!

What advice do you give others who want to use Twitter as a job search tool?  Post your comments below.

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It’s YOUR Interview! Right?

In 1998, I applied for an opportunity to be a regional sales rep for a company based out of state.  As part of the process, they flew the last few candidates to their headquarters in Maryland and we proceeded to interview with everyone in the chain of leadership within the organization.  Everyone was really positive and professional…except the woman who would be my immediate supervisor.

In the first 5 minutes of my interview (the 5th in that day), she took a phone call from another regional field rep.  The very position I would be in – but in another territory.  I attempted to excuse myself as the conversation got a bit heated but the woman signaled that it was alright, to stay, and that she’d just be a minute.

There was no way to escape the conversation and yet I wasn’t even a part of it really…as I began thinking about the awkwardness of the situation I was in, I began to see that her management style was not going to be one I could thrive in.  It was clear from her choice of words to the person on the phone, there was no mutual respect, no guidance or servant-leadership happening here.

She maneuvered the call with something akin to disdain and it was clear to everyone in earshot that she was unhappy with the performance of the rep on the line.  Now, I realize that I don’t have the full story here – including how many occassions she might have mentored or assisted the rep in solving obstacles in his/her daily work to meet personal and professional goals.  What I do know is, that interview at that very moment in time, was uncomfortable for me and I was embarassed for the person on the call with the manager and embarassed for myself that I’d been a secret witness to the belittling of a human being.

As a young professional, I also noted that I didn’t ever want to be that kind of manager or leader….you know the one that leads by intimidation and fear!

I didn’t take the job even though I was the candidate of choice for the group.  In those days, jobs were more plentiful and because I was already employed and had the priviledge of a job waiting for me in Dallas, I could say no without hurting my finances.  I also think it taught me a lesson that I had forgotten until I read a recent article that brought it all back.

It’s MY interview! It’s a two-way deal.  Selling them on me is only part of the equation.  I need to buy into why I want to work with OR for them.  If you’ve ever been a part of a company culture that you knew wasn’t right for you and you just felt the negativity,  like a mis-fit, then you’ll understand why whenever I read this recent article from Glassdoor.com I wanted to share it with you.

Seven Company Culture Questions You Must Ask Before Accepting A Job Offer by Meghan M. Biro, (http://tinyurl.com/3pcfcbt [Open in new window])

It’s clear that Ms. Biro has thought a lot about the effect of culture fit whenever job seekers are looking for places they’ll put a lot of effort into getting hired at.

It’s the same principal that experienced recruiters use when sizing up candidates for placement at their client’s companies.

1. If the culture is formal and structured, a person who has all the right experience and credentials, but little adherence to structure or the informal style of this employee is going to experience tremendous stress and also will frustrate their peers and supervisor.  The walls will always feel like they are closing in and the formal professional-types are going to drive this relaxed person crazy!

2. A free spirited environment that has a come as you are and do what you know needs doing kind of atmosphere will not work for someone who needs more structure or standard operating rules or clearly articulated goals and responsibilities outlined with procedures to accomplish their work.  They will always wonder if they are doing enough and this amoeba-like environment will be stressful for this type of individual. It would be demoralizing to think you are never sure of your place within a work culture.

There is tremendous confidence when you feel you’re in the right place! The article suggests a culture audit to see if this is the sort of place which matches the values and ethical behaviour you think and feel are a reflection of your own.  Again, for your reference, see the link below.

Seven Company Culture Questions You Must Ask Before Accepting A Job Offer by Meghan M. Biro, (http://tinyurl.com/3pcfcbt [Open in new window])

Have you ever experienced being or hiring a mis-fit?  Did you have someone who was a great producer but they were just not a good fit with the corporate culture?  How did you try to help them be a better fit?  Did they end up deciding or did the culture decide for them that they needed to move on to a better culture fit? Post your comments below.

 

 

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The Myth and Truth About One Page Résumés

One of the questions I hear often is “How am I ever going to get all my work history on one page?” To which I answer “Why would you even try?”

The one page résumé. What is the origin of this horrid mythical rule? It is really almost ridiculous!

One-page résumés are a reflection of short work history, perhaps a recent graduate or someone inexperienced in the working world. In this context, completely appropriate.

In some instances a type of one page résumé can be effective if the strategy or purpose is to highlight your greatest skills, and achievements and offer a brief description of worthiness as the candidate of choice for the position or posting. In the résumé-writing world it has a variety of names but here let’s call it an In Brief Summary.

The In Brief Summary is just exactly what it says. Nothing more. Keep it brief and clear with precise details, truthful, verifiable metrics and awards or recognition you’ve received. It should definitely be the home of your objective statement detailing the job position you are applying for specifically and the direct skills you possess to fill that role or opening.

This summary is appropriate to send if a connection wants to make an introduction for you or networks you into an interview, however, it should never replace a well-prepared chronological résumé. The one pager, along with the full-chronological can be sent together directly to the hiring manager and is something that customarily you have printed on quality paper and in hand when you interview in person. This can save busy hiring managers or front-line reviewer’s time as they quickly view your qualifications. Then, if curious about exactly where you gained the experience, they can then turn to your chronological for more information.

To resort to restricting your chronological résumé to only one page means that probably you’ve cut so much content out that the hiring managers never really see the quality of your work, particularly if you are a senior manager or executive. If you are considering reducing the font size to accommodate your content or manipulating the margins and formatting until they are really stretching to achieve a single page résumé, rest assured, any potential employer would likely just dismiss it out of hand rather than reach for the magnifying glass.

I have seen candidates take it to a new level with the 8+ page approach. This is not good either because it is likely that much of your content is redundant and unnecessary.

In the final analysis, your relevant content really rules just how long your résumé should be. If you are concerned that you cannot be frugal with your use of content and MUST include more than the customary 2-3 pages nowadays, then consider adding it in a nicely formatted addendum. This is also the place where you might want to add your publications and editorials, workshop/presentations and keynote appearances etc… In most cases, an unbiased reader will point out some content that you should not include because it just isn’t relevant.

So, don’t be frustrated when you sit to come up with a several pages if you’re only just getting into the job market and don’t try to eliminate valuable content in hopes of getting down to a one-pager if you’ve been in the job market a while. You will find that if you let your relevant content dictate the length of your résumé (within reason), you will have just the right one for you.

What are other misconceptions about résumés you have heard? Have you heard that résumés are becoming unnecessary because of social media such as LinkedIn, personal websites and online applications? Please post your thoughts and comments below.

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Build your personal brand through LinkedIn recommendations

According to LinkedIn, “Users with recommendations are three times as likely to get inquiries through LinkedIn searches.”

I couldn’t agree more!

There are certain protocols to observe in building up your profile recommendations but for the most part, the single biggest reason professionals don’t get recommendations is because THEY DON’T ASK for them.

I know some of you are thinking that feels a little “guiding”… “if my connections were so impressed with me then they would just recommend me.”

THAT would be nice! If Only!

*Right now, if you know someone in your network you are incredibly impressed with, sign into LinkedIn immediately and write them a recommendation!  They will be prompted to return the favor within LinkedIn.  Unfortunately, if you are like many busy professionals, you won’t make the time to write them – unless…you are reminded!

Do you feel a little sheepish about asking someone to brag about you?
Asking for a recommendation can be a very uncomfortable thing for some, but never assume it’s uncomfortable to the person being you are asking.  They are probably going to be flattered that you care about their opinion of your work and therefore will be happy to supply the recommendation.

The typical LinkedIn “out of the can” recommendation request reads:

Dear Name of Connection,
I’m sending this to ask you for a brief recommendation of my work that I can include in my LinkedIn profile. If you have any questions, let me know.
Thanks in advance for helping me out.
-Your Name

Out of respect for their time and depending on how well you know the person you are requesting the recommendation from, you could even prompt them with some dialogue such as:

Dear Name of Connection,
As you know, I am an independent marketing consultant/contractor and as such, I’m sending this to ask you for a brief recommendation of my work.  In particular, I would like your comments as you have observed me performing duties, whether directly in our business dealings, at a trade show or some other professional interaction that impressed you (any which would enable you to make a positive recommendation of my abilities as you perceive them).  I would like to include any recommendation you make of my character, work ethic or work product/performance in my LinkedIn profile. If you have any questions, let me know.
Thanks in advance for helping me out.
-Your Name

While the above is still pretty general, you can choose to write the entire thing out and ask them to post it as though it came from them:

Dear Name of Connection,
I’m sending this to ask you for a brief recommendation of my work that I can include in my LinkedIn profile. Perhaps you could say something like:

“I would like to endorse YOUR NAME as a highly dedicated professional. His/Her thoroughness and attention to detail was exemplary. I have always found him/her to be enthusiastic and an excellent people person. His/Her capabilities played a key role in developing the company to its current standing.”

 If you have any questions, let me know.
Thanks in advance for helping me out.
-Your Name

Again, this really depends on how mature your professional relationship is with someone. You would obviously use your good judgment on when this is appropriate.  Most people who know you very well and agree with your words will post it as is or even elaborate!

What if they don’t give you the recommendation?
Don’t assume they have any negative reasons for not providing you with a recommendation.  I have found that in some cases, companies have direct policies that do not allow employees to provide recommendations and if it would appear to come from the company OR if it would damage their “vendor neutrality” in some fashion.  Let’s face it, people also get really busy and don’t check LinkedIn that often or the notification emails end up in an unchecked folder within their email platform.  After a few weeks time, you can go back into your Linked in under the “Received Recommendations” tab and manage your requests and even resend a reminder request from there.

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