How Do I Organize My Job Search

How Do I Organize My Job Search JibberJobber is an online job search organizer. WHY organize your job search? So you dont miss follow-up opportunities. So when the recruiter calls you, you can speak intelligently about the job you applied to 3 weeks ago. So you can see the progress you are making. So you dont lose track of contacts and companies that you initiated a relationship with a few months ago. Because this is a very complex process, with lots of data points. Because you are collecting awesome and powerful data that will help you in your job search, in your next job, and in future job searches. HOW do you organize your job search? The simple answer is get on JibberJobber, and sign up for the live weekly user training. JibberJobber replaces the job search spreadsheet.  A spreadsheet simply cant handle the complexity that you create in your job search activities. JibberJobber complements your email system.  Especially with the awesome email2log feature.  Outlook alone will not manage the complexity that you need to manage. JibberJobber helps you track the five most important things in your job search that you need to track: Contacts: who you meet, who you want to meet. Target Companies: companies you are and want to network into. Jobs you apply to: whether you apply online or have found them in the hidden job market. Conversations and important notes: about interactions with any of those (we call these Log Entries). Action Items: to follow-up on any of those. Want more how?  Sign up for the next JibberJobber webinar here. How Do I Organize My Job Search JibberJobber is an online job search organizer. WHY organize your job search? So you dont miss follow-up opportunities. So when the recruiter calls you, you can speak intelligently about the job you applied to 3 weeks ago. So you can see the progress you are making. So you dont lose track of contacts and companies that you initiated a relationship with a few months ago. Because this is a very complex process, with lots of data points. Because you are collecting awesome and powerful data that will help you in your job search, in your next job, and in future job searches. HOW do you organize your job search? The simple answer is get on JibberJobber, and sign up for the live weekly user training. JibberJobber replaces the job search spreadsheet.  A spreadsheet simply cant handle the complexity that you create in your job search activities. JibberJobber complements your email system.  Especially with the awesome email2log feature.  Outlook alone will not manage the complexity that you need to manage. JibberJobber helps you track the five most important things in your job search that you need to track: Contacts: who you meet, who you want to meet. Target Companies: companies you are and want to network into. Jobs you apply to: whether you apply online or have found them in the hidden job market. Conversations and important notes: about interactions with any of those (we call these Log Entries). Action Items: to follow-up on any of those. Want more how?  Sign up for the next JibberJobber webinar here. How Do I Organize My Job Search JibberJobber is an online job search organizer. WHY organize your job search? So you dont miss follow-up opportunities. So when the recruiter calls you, you can speak intelligently about the job you applied to 3 weeks ago. So you can see the progress you are making. So you dont lose track of contacts and companies that you initiated a relationship with a few months ago. Because this is a very complex process, with lots of data points. Because you are collecting awesome and powerful data that will help you in your job search, in your next job, and in future job searches. HOW do you organize your job search? The simple answer is get on JibberJobber, and sign up for the live weekly user training. JibberJobber replaces the job search spreadsheet.  A spreadsheet simply cant handle the complexity that you create in your job search activities. JibberJobber complements your email system.  Especially with the awesome email2log feature.  Outlook alone will not manage the complexity that you need to manage. JibberJobber helps you track the five most important things in your job search that you need to track: Contacts: who you meet, who you want to meet. Target Companies: companies you are and want to network into. Jobs you apply to: whether you apply online or have found them in the hidden job market. Conversations and important notes: about interactions with any of those (we call these Log Entries). Action Items: to follow-up on any of those. Want more how?  Sign up for the next JibberJobber webinar here.

Resume Writing Assistance in Aurora, CO

Resume Writing Assistance in Aurora, COHow can you get resume writing assistance in Aurora, Colorado? Well, you can always seek the help of a company specializing in resume writing assistance. This way, you can save on money and time and just focus on creating a great resume that will get you the job you really want.To find a company to assist you with your resume, just look for companies that will be willing to pay you to write resumes. They may charge you for each resume that they produce, but this does not always mean that they are overcharging you. A lot of these companies will give you the option to submit as many resumes as you like and choose the ones that they feel best represent you. So, you can really try out submitting as many resumes as you want and see how many get through.You'll need to know what type of resume you want to create before you can get the assistance. Many people would rather do it themselves so they can have complete control of the content. Others prefer a template that already contains all the information about them, as well as which schools they attended, their academic record, and other personal information about them.If you are still a little unsure on what type of resume you want to create, you can contact a local company in Aurora that specializes in resume writing assistance. They can customize your resume for you, based on the information you provide them. You will most likely be given specific instructions on how to structure your resume, what information you should include, and where to put certain things.The company's in Aurora, Colorado can also provide you with templates that you can use to create your resume. These templates are based on what they want to show potential employers, which means they may include things like the educational background of the person, which will help in getting the appropriate employment for you. So, if you can, try using one of their templates to create your resume.You can ask to take a free sample of the kind of resume they can write for you. The company will gladly provide you with a resume sample, which will allow you to see the kind of material they provide for free. You may be surprised at the quality of work that they can produce for you.After you've had a chance to see the material and take a look at the samples, you can start the process of creating your resume. In this way, you'll be able to have control over the style of resume you create, what information you include, and what you want to emphasize on your resume. In this way, you'll be able to customize your resume to reflect your own personality and make it stand out from the rest.It is easy to have a good resume when you get help from a resume writing assistance company in Aurora, Colorado. Just ensure that you are clear on what kind of resume you want to create and then look for a company that specializes in resume writing assistance, which will allow you to concentrate on the resume process without worr ying about the details.

How to Ensure Your Resume Goes in the Trash

How to Ensure Your Resume Goes in the Trash There aren’t any ways to guarantee that your resume will get read, picked and set aside for an interview. However, there are a few ways to guarantee that it will go straight to the slush pile. It’s still an employer’s market and the competition is fierce. The recession might not be at the lowest point, but there’s still no room for sloppy job hunting skills. Keep in mind, especially for larger companies, resumes are usually sorted by software before a human even reads them. That means key words that match the job description and SEO-rich words on the company web site have to be included. This will require tweaking a resume every single time it’s submitted. However, it doesn’t stop there: Keep it personal: There’s no way to know if a program will receive the resume first or a human, so err on the side of personalization. Whenever possible, find the name of a real person and avoid “Dear Manager.” Some software programs might even scan for key personnel names to gauge just how much effort applicants put into the process. Oftentimes for small companies, it’s pretty easy to find the name of the HR director. Always address the key points of the company. For example, if someone is applying for a position, the  interviewee  should do a lot of research on the company  online. Just like teaching to the test, it’s important to write for the job. Visit the companys website, get familiar with their products or services, read about what awards theyve won or events theyve attended, and really get to know the people and atmosphere of the company. Highlight your experiences and talents that you feel would fit in well with the company, and downplay or remove unrelated items. Proof, proof, proof! Even Pulitzer Prize-winning writers make grammar mistakes. Proofread like mad every resume and cover letter. Whenever possible, get someone else to do grammar checks, too. People naturally fill in the blanks and correct mistakes in their head â€" although not on paper â€" because the brain is just trying to be helpful. Sometimes this causes needless mistakes. An easy way for an HR recruiter to sort applications is by putting those with glaring typos in the slush pile. The result? Proofreading takes some extra time and work, but it’s worth it. If a person can’t bother to make their application perfect, what does that say about their work ethic? Think from a recruiter’s perspective. Play it cool: It’s perfectly acceptable to call or email to check in with a hiring company, but no more than once per month. It’s even more acceptable if you’ve already scored an interview. Bullying someone into ponying up a job never works, and you’re more likely to be put on the no list if you annoy them. Instead, stay polite and professional while still in their line of vision. Recruiters might be bogged down with a lot of applications, so understand that they’re busy. A nice hand-written note post-interview or a follow-up call one week later is essential; daily emails are not. Playing a little hard to get works both ways when it comes to job hunting. Apply to the right positions: You might think you have what it takes to be a marketing manager, but does your resume reflect this? Many skills are transferrable, but some aren’t. If you’re looking to get into a new sector, figure out how your current skills and background play into what’s required. If you need a little boost, sign up for a related class, volunteer for a complementary position or consider going back to school if you want a total career overhaul. Job hunting is partially a numbers game, but not totally. There are almost always more qualified people out there, so the trick is to play up your skills as they relate to the job at stake. There’s nothing wrong with getting creative, hiring a professional resume writer or even seeing a consultant to figure out your angle. However, simply sending out as many resumes as possible probably won’t work. Maintaining perspective: Job hunting is a more than full-time job on its own and it takes patience and skill. However, avoiding little mistakes can help make the difference between an interview or not. Take your time and create an application you’re proud of, because that will shine through. You might find what you think is your dream job, but there are plenty of fish in the job hunting sea and the one that’s right for you will eventually emerge. The most important thing is to keep trying and send out a set amount of resumes every day. Choose as many as you can handle, whether it’s two or twenty â€" just as long as quality and research doesn’t suffer. Keep track of your applications on a spreadsheet so that you know the appropriate time for a follow up email or call. By practicing your organizational skills now, you’re already prepping for the perfect job.

Fall in Love With Your Work and Life Challenge - Classy Career Girl

Fall in Love With Your Work and Life Challenge Its back and way bigger, better and even more life changing!  THE 2016 FALL IN LOVE WITH YOUR WORK AND LIFE CHALLENGE  starts on Tuesday, September 6th!   We have over 2,000 women already registered and I am so excited to get started! I cant wait to help you turn your dreams into a reality this fall!  Were starting soon.  GRAB YOUR FREE SPOT HERE. So what is this challenge all about? The 2016 Fall In Love With Your Work and Life Challenge is going to be jam-packed with activity, fun and videos to help you make your 2016 career goals a reality and love your life. Its the most inspirational and life-changing thing I have EVER created in my life.  I am so beyond proud to put this out into the world.   And heres the best part.the whole thing was done last year and I have improved it and made it even better given the feedback we received last yearmeaning that I have been ON FIRE and totally inspired to give you the very, very best while living the life of my dreams too.   Theres something about being with you on this journey in our recently re-launched Classy Career Girl Network Facebook group that makes me so much more creative and pumped to be my very best self.  I have looked back at the videos of this challenge  and been like, where did these come from and who is that person on video.  I inspire myself and even tear up when I watch them. Now, thats really awesome, right? So if I can inspire myself, I think you will also find the challenge and the videos motivational and life-changing as well.   If you are reading this now, this is your time to create a huge transformation in your life and be a model to your family, friends and colleagues around you. You can seize the moment, or not.   Id love to welcome you to our video challenge and welcome you into our  incredible group of ambitious women making their dream lives and careers happen.  The Challenge officially starts on September 6th but be on the look-out for pre-party activities in our private Facebook group beforehand. See you there! Its only one week away! Woohoo!   Love, Anna P.S. This only happens once a year. Dont miss out! Click here to join us.

Why Do Recruiters Fees Seem So Excessive

Why Do Recruiters Fees Seem So Excessive Of all the vitriol directed at recruiters, the most anger is often reserved for the fees that recruitment agencies charge. Most agencies work to a contingency model, meaning they only charge a fee upon a successful placement. This fee is typically a percentage of anything from 10-30% of the salary that the employee is hired at. Working within IT recruitment, the most common percentage I saw was 15%. This means that a placement fee would be equivalent to the first 1.8 months of the candidates annual salary. How can you possibly justify charging that, the furious layperson cries, when all you do is send a CV across?! This is a fair question, and it deserves a fair answer.  Charging a company thousands of pounds for simply providing an introduction to a candidate does seem ridiculous, and, for those outside the process, it can seem that a huge amount of money is changing hands for very little work. How on earth can these fees be justified? Estate agents: To answer this, lets compare recruitment agencies to another common agency model: the estate agency. Estate agents make their fee by charging commission on the arrangement and management of the sale of a property. This fee is typically a low percentage, made lower by the fact that most sellers will negotiate a sole agency agreement to get a reduction in fees. For the sake of argument, lets assume a fee of 1.75%. If estate agents can work to 1.75%, why cant recruiters? Well, firstly, houses are typically worth a lot more than salaries. The average house price in the UK at the moment is around £170,000. At 1.75%, that works out at £3010 in commission. The average UK salary is around £27000 at 1.75%, that would be £472.50. However, at this stage you may rightly say, but if recruitment agencies typically work to 15%, then the fee for the average UK salary is £4050 over £1000 more than the fee for the average UK house! A fair point, and this is where an explanation of placement ratios comes in handy. The placement ratio is the number of roles worked on that are successfully placed, against the total number of roles worked. This varies depending on a number of factors, including industry, typical roles worked etc. Within IT recruitment, even a successful agency is unlikely to have a high placement ratio: the majority of the roles a recruiter works will not result in a placement. There are a number of reasons why this is, but a major cause is that clients will typically engage multiple recruiters to work on each role. It is not uncommon for a client to use six agencies. In contrast, in the UK, most estate agencies work to sole agency agreements, meaning that they are the only agent under instruction to sell the property. Sure, selling a property is a far more convoluted process than hiring a candidate, and a client can easily take their house off the market, but who is more likely to charge less for each job the estate agent who will sell 6 out of 10 houses under instruction, or the recruitment agent who will only place 2 out of the 10 roles being worked? The charges: From this, we can infer that a recruitment agents fee is comprised of two separate charges; a charge for the time, expertise and effort put into the role, and a charge for the risk the agent assumes under a contingency model. Because there is a very high likelihood that the time and effort a recruiter puts into a role will not result in a fee and placement, then it makes sense that a recruiter has to charge a higher fee for a successful placement simply because most of their work will not result in a fee. This contingency model is actually pretty unusual when you think about it; if engaged to work on a job, most types of agency get paid for their work regardless of the final outcome. For example, if you engage a digital agency to design a website, then they will get paid for that work even if you dont end up using that website (for whatever reason). If you engage a business consultancy to advise your firm on strategy, and you fail to use their advice, you still have to pay them for it. However, if a recruitment agency finds three superb candidates for a role that they are engaged to work on, and the client decides not to hire any of them, the agency cannot present the client with a bill for time and services rendered. Conclusion: So, whilst an individual fee for a successful placement may seem excessively high, it has to be considered within context: in order to make that placement, the recruiter had to work a large number of roles which did not result in any fee at all. The second charge to answer, that recruiters do almost nothing for their fee, is easier to refute. Imagine the following scenario: a client calls a recruiter with a vacancy. The next day, the recruiter sends over 3 excellent CVs. The candidates are promptly invited into interview, all of which go well, but one is outstanding. He/she is promptly offered and accepts, and starts the following month. Seems easy, right? Well, whats the more likely scenario that recruitment is a really easy job, or that the recruiter used their expert knowledge of the industry to find the right candidates, their extensive network to find the best fits for the role, and their management skills to ensure a smooth and easy process, up to and including ensuring the ca ndidate turns up to work on their first day? Ill leave that to you to decide. [Image Credit: Shutterstock]

Being Passed Over, Not Getting Callbacks, and Two Weeks Notice [Podcast] - Career Pivot

Being Passed Over, Not Getting Callbacks, and Two Weeks’ Notice [Podcast] - Career Pivot Episode 63 â€" Marc and Elizabeth answer some of your career questions about not getting a job, not getting a callback, and not wanting to give enough notice. Description: In this episode, Marc answers questions with his trusty sidekick, Elizabeth Rabaey. You can learn about her career pivots in Episode 020. Listen in to this episode for insight on doing detective work about why you weren’t hired, skipping the recruiter process, and how much notice is required when you leave a job. Key Takeaways: [:45] Marc welcomes you to the episode and gives an overview of the podcast series. This month the series will be out of the normal order. Next week Marc will interview Camille Knight, a logical creative who married her love for data and creativity. Marc has a couple of experts lined up to be interviewed, but scheduling has been challenging. [1:37] The expert interview is usually the first in the monthly series. The third in the series is a topic of Marc’s choosing, and the fourth episode is the ‘mailbag’ episode with questions from listeners. [1:51] This is the mailbag QA episode with Elizabeth Rabaey. [2:07] Elizabeth introduces herself and her job. [3:20] Q1: I have been passed over for a position. I just received an email. How do I find out why I was passed over for the position? Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [3:36] A1: Marc recently updated a blog post, “You Didn’t Get the Job. Now What?” The key piece here is you need to have people on the inside. As you start the job search, find a referral inside the company. Marc tells about a friend’s asking Marc for help with HR at his employer. Marc found out what skills his friend was missing and told his friend. [5:55] At an interview, get business cards from interviewers. After the interview, you immediately thank everyone, then send LinkedIn connections requests, and even send the recruiter a $5.00 Starbucks gift card if they were nice. Get on the good side of the recruiter. Next, talk to your contact and see if they can play detective with HR. [7:06] The last step is to wait a month or so, look on LinkedIn, and see who got the job. It’s unlikely to get a job in competition with an inside person. Send that person a connection request. Reach out to them and see if they’d be willing to talk. Other similar positions may come up. Just because you didn’t get the job doesn’t mean it’s all over. [8:31] If the person who got the job is 25 years younger than you are, that may tell you what they want in a candidate. Ageism is alive and well. Look for companies that are very age-friendly. Some companies are well known for being age-friendly. Be a detective before the interview. [9:45] Q2: I have been applying for positions and rarely do I get a callback. If I do, I meet with a low-level recruiter who does not have the experience to evaluate me for this position. How do I bypass the recruiter to talk to the hiring manager? [10:09] A2: Marc says listen to Episode 58 with Gary O’Neal. Marc will do a blog post soon on the four things you don’t know about the hiring process at your target companies. You don’t know when a position will open up. You don’t know what keywords, if any, are plugged into their job post. You don’t know who will be filtering the resumes, and you don’t know if the recruiter knows anything about the position. [11:26] Gary O’Neal talks about bypassing the whole recruitment system by figuring out who the hiring managers are. You can do that on LinkedIn. Systematically start reaching out to people. Applying for jobs online does work some of the time. Those are the exceptions. Recruiters ask you a stock set of questions. [12:28] In Episode 58, Gary talks about reaching out to three kinds of people at the company. A hiring manager, someone who would be your peer, and a recruiter. Gary talks about reaching out to 100 companies with a three-email sequence. By going around the standard hiring process, you can make real connections. [13:03] In an upcoming month, Marc will have Career Sherpa Hannah Morgan as a guest. She has been consulting on jobs for 12 years. Job searching has changed greatly in 10 years. If you follow the recruiters’ process, you’ll get stuck in it. [13:36] Gary also says, we believe there are all these rules. There are no rules. Gary recently had a new client. They had 1,300 applicants in the cloud. No one was looking at them. They hire people who mail in their resumes and come in. Most companies don’t hire very well. The process is broken. [15:17] Gary also mentions you will get a lot of silence. If you reach out to 600 people and get a 20% response rate, that’s 120 people to talk to. They will be nice because they responded. Reach out, and reach out some more. Marc tells how a LinkedIn connection came just by looking at a profile. He was then able to connect his friend. [17:54] Q3: I just accepted a new position at a different company. I just know my boss will throw a fit when I turn in my resignation and will make my life miserable for two weeks. Do I have to give two weeks’ notice? [18:12] A3: Marc says this is a tough one. When you signed on with your current company and signed an acceptance letter, it spelled out what you agreed to do when leaving including the length of notice. Marc believes in offering at least two weeks’ notice, if not more. Leave, tying everything up in a nice little bow. [19:35] If your boss is going to throw a fit, it’s your job to be the adult in the room. Don’t take it personally. Stay calm, insist that you are leaving, but have the discussion of if the boss wants you gone, you will be happy to use PTO time. One of the things to find out before you leave is if they will pay out on your PTO time when you leave. [21:32] When Marc left his last corporate job, he was stressed out, and he planned his exit meticulously for the first week in January, after bonuses, option vesting, and a healthcare payment. When you take your next job, keep those signing papers. [22:18] Elizabeth gave two weeks’ notice on two occasions, and the last time it was mutually agreed that two weeks was not necessary. Plan your leaving on good terms. [23:18] Marc says to figure out ahead of time what are you going to do for health insurance, especially to bridge the time between your last job, and when you become eligible for benefits at your next job. [24:30] Ask HR what COBRA will cost. [24:59] Marc notes that the first question came from the podcast survey. Marc will pull other questions from the survey for future QAs. If you have a question you would like Marc to answer, you can either go to CareerPivot.com and hit the Contact Me button, email Marc at Podcast@CareerPivot.com. [27:38] Check back next week when Marc will interview Camille Knight. Mentioned in This Episode: Careerpivot.com CareerPivot.com/Episode-20 with Elizabeth Rabaey CareerPivot.com/Episode-58 with HR expert Gary O’Neal LinkedIn Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is now available on iTunes, Audible, or Amazon. Marc will be giving away one or more free copies of the audio version â€" follow his directions in this episode. Marc has the paid membership community running on the CareerPivot.com website. The website is alive and in production. Marc is contacting people on the waitlist. Sign up for the waitlist at CareerPivot.com/Community. Marc has an initial cohort of 10 members in the second half of life and they are guiding him on what to build. He is looking for individuals who are motivated to take action and give Marc input on what he should produce next. He’s currently working on LinkedIn and blogging training. Groups will be brought in 10 at a time. This is a paid membership community where Marc will offer group coaching, special content, and a community where you can seek help. Please take a moment â€" go to iTunes, Stitcher, Google Play, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me CareerPivot.com/Episode-63 Show Notes for this episode. You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Question Can you buy happiness - The Chief Happiness Officer Blog

Question Can you buy happiness - The Chief Happiness Officer Blog Answer: Yes if youre in Denmark. For everyone fortunate enough to live in the homeland of Hans Christian Andersen, we have just opened Arbejdsgl?deshoppen, our online store featuring all our physical products. Weve got books, posters, games, pens, coffee mugs, Steve Shapiros amazing personality poker cards and much, much more. Visit Arbejdsgl?deshoppen and check it out for yourself. Announcement in Danish: S? ?bner Arbejdsgl?deshoppen, en online butik med masser af sjove, praktiske ting, som du kan bruge til at skabe mere arbejdsgl?de. Du kan finde b?ger, plakater, spil, kaffekrus, kuglepenne og meget andet. Det er superlet at handle du betaler med faktura (eller over dit EAN-nummer, hvis I har s?dan et) og du har varerne om h?jest 5 arbejdsdage. Bes?g Arbejdsgl?deshoppen og se om der er noget du kan bruge, til at skabe mere arbejdsgl?de. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Enough with the Excuses-Just Get Started - Hallie Crawford

Enough with the Excuses-Just Get Started I was talking to my group coaching client, Jodi, this week. She was concerned that she hadnt yet identified her ideal career, and was putting a lot of pressure on herself to not only figure it out, but to have a plan with each specific action step she needed to take to make it happen. I told her, like I tell all of my clients, that this isnt realistic. Career transition is a process that has to unfold. Its organic and you need to be willing to go with the flow; adjust your plan along the way, and follow your gut instinct about what feels like the next best step. The best laid plans always start with a dream that you can trim and shape to your situation as you go along. Taking this pressure off has allowed Jodi to expand her thinking about her career ideas, and how to make them a reality. Remember that pressure can squash your creative thinking and therefore be a hindrance to finding your dream job, and landing it. So stop making excuses about how you need to know every step before you move forward, dont let your fears stand in the way. Just get started. Atlanta Career Coach PS: Get In a Group â€" Group Coaching gives you the best we have to offer: Individual coaching plus support and feedback from other career changers in a regularly scheduled call. Find out if Group Coaching is what you’re looking for.