Benefits of Attending a Job Fair

Advantages of Attending a Job Fair Advantages of Attending a Job Fair In any case, work searchers ought to be urged to profit each chance to get out there and meet forthcoming managers. Numerous organizations put resources into setting up slows down at occupation and industry expos in an offer to pull in and get ability. For example, in June, in excess of 750 injured veterans visited the 2012 Hiring Heroes Career Fair intended to help ex-military people secure appropriate regular citizen positions. There are various other vocation fairs being composed the nation over for those keen on reporting their accessibility to scouts and managers. The greatest favorable position you may get from such a visit, regardless of whether it doesn't change over into a moment work offer, is organizing with businesses and HR supervisors. Numerous organizations might not have a moment opening for you yet in the event that you establish a connection worth recollecting that, they may call you when an appropriate opportunity shows up. Likewise you can generally profit by free workshops and instructional exercises that are typically offered by taking an interest organizations at such fairs. Numerous HR experts will likewise offer profession directing gratis on the off chance that they have the opportunity to plunk down and converse with you. This will likewise be an important chance to have your list of references looked into by industry insiders. On account of the web, you can likewise visit numerous virtual vocation fairs today from the solace of your parlor. The Civilian Corps of the United States Army Medical Command (MEDCOM) had a virtual reasonable from June 11 to 15 where non military personnel human services experts investigated universal open doors with the U.S. Armed force's Educational and Development Interventions Services (EDIS). In case you're an expert in the shipping and transportation businesses, you may be keen on online courses being offered by Trincon on different inescapable issues relating to the shipping business including driver enrollment, ever-mounting operational expenses and representative maintenance. There are several other free and savvy online classes being gone far and wide consistently and paying little heed to your expert affiliations and interests, you can discover one that suits your requirements. In spite of the fact that there are blended discourses from different quarters about the current situation with the activity showcase, there's no deficiency of organizations searching for ability today. As such, don't be hindered by any negative factors and stay idealistic!

The advice graduate job seekers wont usually hear - Viewpoint Viewpoint careers advice blog

The advice graduate job seekers won’t usually hear - Viewpoint As a recent graduate looking for your first role, you’re probably following all the standard graduate  job hunting advice. You’re updating that all important CV, meeting with a specialist recruiter, finessing your online professional profiles, and searching job sites for roles which might be right for you. However, there are some pearls of wisdom you may not have heard of before, but which could be the key to helping you find your first graduate job  â€" a job that will be a catapult for your future career. 1. Don’t pigeon-hole your job search At the moment, you may be doing what many other graduates do in your position â€" focusing your job search on roles which clearly reflect your degree course or previous work experience; because you think these are most relevant to you and your skills. The truth is, you don’t need to be pigeon holed by your degree. For instance, just because you have a degree in psychology, that doesn’t mean you should apply only for psychology jobs. You could instead consider roles where elements of this degree could be useful, for instance human resources or teaching.  In actual fact, you most likely have a wider range of hidden skills, which deem you suitable for roles you hadn’t considered before. So, think about positive feedback you were given at school, university, in part time jobs, and even by your friends. Take online aptitude tests to help reveal your best qualities. Write down what you believe your key strengths to be, add these to your CV, and use these as key words when you search on job sites, as well as when you speak to your recruiter. My point here is that you shouldn’t silo your job search. You are suited to more roles than you think; you just need to discover what these are. 2. Don’t discount temp roles Temp work is becoming “the new normal”, with the amount of temporary workers being hired thought to increase to 40 per cent by 2020. The benefits of temp work to graduates are many: You can add valuable experience to your CV: Thanks to the short-term nature of temp roles, you will have clear objectives which will need to be met over a short period of time. Meet these objectives, and you have some quick wins to add to your CV, whilst developing your own skill-set. You find out what you enjoy doing: By temping, you can get a feel for what you do and don’t like doing, steering you closer towards what you want from a permanent role. You are able to expand your network: If you make the most of your temp assignment, you can build your professional network, forming long lasting, valuable connections. You build your confidence: A temporary assignment will get you out of your comfort zone and each success will lift your confidence. In short, don’t consider only permanent roles. Open up your mind to temp work as this can really kick start a graduate’s career. Temp roles can help equip you for the world of work, providing you with some valuable experience, skills and connections, all of which will set you apart from the competition. 3. Don’t just focus your job search on big brands Big brand names can look great on a CV, and many will offer brilliant entry level graduate positions. Don’t, however, dismiss smaller, lesser known companies when job searching. Companies which are smaller in size are often less bureaucratic. You will therefore have more autonomy than you would have in larger organisations, with a greater possibility of pushing yourself outside of your comfort zone and finding stretch opportunities within your role. By starting your career in a smaller business, you will also have more accessibility to senior management, giving you the opportunity to build some key relationships which may work in your favour later down the line. In short, working for a smaller business can really give your career the boost it needs during its infancy. So, don’t just focus your graduate job search on big brands. 4. There’s more to job searching than updating your CV and searching for jobs online Of course, as a graduate job seeker, you will be spending a large portion of your day looking and applying for jobs, but there are also other things you should be doing to help you find the right graduate job-and fast: Upskill yourself: As a recent graduate who has spent several years in academia, your CV may be lacking in professional expertise. As much as many hiring managers will understand this, there’s no harm in giving yourself a competitive edge by taking the initiative to increase your skill-set. Apply for internships, volunteer at charities, take some online courses, or start your own blog. Whatever you choose to take on, make sure you are constantly finding ways to add value to your CV. Expand your network: Meeting with a recruiter is a great way to build your professional network. However, you should also use your online professional profiles to reach out to others; from getting involved in industry discussions, to sharing news and blogs with your network. You should also attend relevant networking events and seminars to get some more face-to-face interaction with potential connections. If you can, get hold of the attendee list ahead of the event, and ask the host to make introductions. Get interview ready: Again, having spent several years in academia, you may be slightly unfamiliar or at the very least, rusty, when it comes to job interviews. Hopefully it won’t be long until you get a phone call inviting you in for an interview, so use this in-between period to brush up on the latest interview techniques, from answering competency based questions, to how to tackle those trickier ones, such as  â€œtell me about a time you failed.” Practice answering interview questions with friends, family, or your recruiter, so that you feel poised and confident when the time comes. You can read more of our interview preparation advice here. 5. Maintain a job search routine and stay motivated Periods of unemployment can take their toll on anybody’s well-being, especially a recent graduate going through the transition of student to job seeker, working hard to find their first graduate job. It is therefore important that you maintain a routine so you stay upbeat and motivated. Get up early and fill your days with productive activity such as job searching, upskilling and networking. Having said that, make sure you take regular breaks to do what you enjoy doing, from seeing friends, to pursuing hobbies and interests. Exercise is also a great way of relieving the stress of finding your first graduate  job, and something I highly recommend. 6. Don’t compare yourself to your friends Lastly, don’t compare yourself to your peers, especially if they have already found work. I still remember that fear of not finding a job after graduation and getting left behind. I wish I had realised how many other people felt exactly the same. Just have faith that you are doing the best you can, you simply haven’t found the right opportunity for you yet, but that’s no need to give up or lose hope. My over-arching advice here is this: Don’t just sit on job sites applying for “safe” sounding jobs that you know you can do. Discover your hidden skills, and get out there to expand upon them. Build your network, get some experience and learn from others. Consider opportunities which you may not have previously considered. All the while, look after yourself, take breaks, and don’t try to compete with your peers. Rest assured that you are doing the best you can by following the above advice, and before you know it, you will find yourself in the perfect role for kick starting your post-graduate career. About to start your job search? Reading our job searching tips will help ensure it’s a success Dont rush into your first graduate role How graduate can enhance their chance of employment success 6 ways you can use Facebook and LinkedIn to secure your first job 5 reasons why working in sales is a great first job

Going to Philly and NYC - The Chief Happiness Officer Blog

Going to Philly and NYC - The Chief Happiness Officer Blog In only 9 hours we (the entire organization, ie. each of the 4 of us) fly to America to go to the ippa World Congress on Positive Psychology. After that we have some time in New York to meet with cool individuals and take in the city. 2009 has been astonishing up until now and there is a lot to celebrate and an outing like this is an extraordinary method to do it. Furthermore, recall, commending your triumphs is outrageously significant: In spite of the fact that obviously it is conceivable to try too hard :o) Much obliged for visiting my blog. In case you're new here, you should look at this rundown of my 10 most well known articles. What's more, in the event that you need progressively extraordinary tips and thoughts you should look at our bulletin about satisfaction at work. It's extraordinary and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

Kids, Work and Free Resume Builder Templates

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Down and Dirty New Manager Training and the Gallup Q12 Index

Down and Dirty New Manager Training and the Gallup Q12 Index New manager training We have all been told to inspire, coach and motivate. But how does that translate to management behavior? New manager training Disclaimer: The following is not a preferred new manager training course. A new manager training would actually have a start and continue throughout the entire career. Even CEOs receive management training. Most new manager training consists of their manager pointing to the team and providing the following encouragement: Theres your team, dont fuck it up. The below is what I shared with a newly promoted manager over coffee. I was looking for the most bang for the buck I could provide while catching up over coffee. (We dont work for the same company)   I was just talking with a newly promoted manager who came to me because he didnt know what the new role entailed. He didnt receive any new manager training. There were no expectations set. So, in line with my Nasty style, I suggested we take responsibility for our destiny. 6 steps to success Create a job description by combining similar job descriptions from Monster or Indeed which they believe matches their managers expectations. Approach the manager and explain, If I look good, you as MY manager look good. I want to make you look good. This is what I think you want out of me, but I want to make sure we are both on the same page so I am set up for success. I dont want to focus on the wrong projects for the next 3 months and fail because I didnt know what I should work on Get agreement on the job description and the priorities. Set up a weekly check-in where we explains what we are going to do next week and what we did last week against prior predictions. Rinse, lather, repeat   Check in with HRNasty on a quarterly basis Only a starting point Obviously, there is a LOT more to being a manager. I think this is as good a starting point as any. Lets face it. The absence of new manager training program is pretty common. The initiative shown in the 6 steps isnt a bitch move. This is a pro-active move and a move any manager can appreciate their newly promoted protegé. But my 6 steps to success got me thinking. All I provided was what our newly promoted manager could do to protect HIS career. And frankly, this is advice I give to individual contributors. It didnt help him become a better manager for the team. Of course, we talked about soliciting advice and making it easy on his manager to manage him, but how much guidance can a guy provide in 1 hour, over coffee? The above was strictly bang for the buck. Student of the game I work with an up-and-comer HR colleague who is a real student of the game. She just returned from an employee engagement presentation where the Gallup Q12 Index was discussed. Yes, she puts in the work! In our debrief of the session, I specifically asked her about the Do you have a best friend at work? question and explained its intent. (Which I will dive into below) I like the Gallup Q12 Index because it is a measure of how engaged employees are. Best Place to Work surveys have VERY similar questions. Engaged employees are usually more productive and easier to manage. It is proven these employees add to the companys  bottom line. Engaged employees are also much less of a pain in the ass to the HR team and you know the elliptical path of the sun and the moon revolves around me! Managers who are NOT engaging their teams are usually losing employees. The employees they do hang onto are usually less productive. Below is the list of the Gallup Q12 Index. A manager with a team that answers in the positive to the below questions is on the right path to enlightenment.   The Twelve Questions Do you know what is expected of you at work? Do you have the materials and equipment to do your work right? At work, do you have the opportunity to do what you do best every day? In the last seven days, have you received recognition or praise for doing good work? Does your supervisor, or someone at work, seem to care about you as a person? Is there someone at work who encourages your development? At work, do your opinions seem to count? Does the mission/purpose of your company make you feel your job is important? Are your associates (fellow employees) committed to doing quality work? Do you have a best friend at work? In the last six months, has someone at work talked to you about your progress? In the last year, have you had opportunities to learn and grow? But at the end of the day, if a manager can strive to have their employees answering positively to these 12 questions, I would say Winner!  If I only had 1 hour and 30 minutes to train a new manager, I would go over 6 bullet points above and the Gallup Q12 Index. from www.Gallup.com Minimal collateral damage The questions are not rocket science and a manager can have a direct impact on how they are answered. If a new manager is striving for positives on these questions, we can be assured that there will be minimal collateral damage. In the least, the newly promoted manager has a guide on what to ask for further mentorship. My personal advice is not to attack all questions at once. Prioritize and pick one or two questions and make an effort to move your teams responses to just a couple specific questions. Build off of these over time a few questions at a time.   Of course, every company culture, every team, every manager and their direct report are a little different. With this in mind, we can modify any of the parameters to our personal situations. In the last year, have you had opportunities to learn and grow? (Can be shorter or longer.)   In the last seven days, have you received recognition or praise for doing good work?  (Not everyone gets a trophy, folks! 1 compliment a quarter is more than plenty) In the last six months, has someone at work talked to you about your progress? (Depending on your company, this could be shorter or longer.) I was kidding about item number 3!!! Best friend at work question demystified   When testing the wording, Gallup found this was the best way to discriminate between groups in which friendships are sufficiently supportive and those that have only surface relationships that are unable to withstand adversity. I personally stuck through a start-up after being laid off a number of times including a lay off on my birthday because I was so tight with the team. (The CEO hired me back on my birthday as well) Ten years later, we still hang out on a regular basis. Just this morning, the CEO from that company reached out with a recruiting question. I keep in constant touch with the HR team from that company. A few weeks ago, I introduced one of the team members from that company to a Chief Human Resource Officer I know. That HR peer just accepted a position with the CHRO. Can your entire team answer Yes to the questions? The point is that we were next level engaged at that company. Its easy to do a good job when deals are being signed and the money is flowing. Will your employees continue to work when times are tough? When you have great relationships at work, your employees will last longer. I can honestly say we answered yes to all 12 of the questions.   Here is how I usually explain the Best Friend question. We may have a significant other at home. Sharing our work trials, and celebrations with someone who isnt familiar with our work isnt as fulfilling. When I shared my hard times with my prior CEO and he understood and could help. When we celebrated a win, he knew the effort needed to score that win. Working in HR, I just do not share my work with folks outside of the company. Even within the company, the pool is very limited. A best friend at work makes a big difference. I will sacrifice for a tribe of best friends. I wont abandon them. New Manager? A manager who hasnt received training? Are you a new manager and havent received any new manager training? Check out the first 6 bullets and the Gallup Q12 Index. Its not a guarantee of success, but it will increase your odds and give you a starting point to ask further questions. See you at the after party, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you want to ditch the corporate ladder, take the elevator and subscribe to the weekly updates here. Knowledge drops are free and I promise, no spam. “Like” us on Facebook here, I read all comments below. Thank you!