How to Overcome Objections in Your Job Search - Hire Imaging

The most effective method to Overcome Objections in Your Job Search - Hire Imaging 1. I'm excessively occupied. At the point when you telephone employing specialists or insiders to request up close and personal gatherings, you will unavoidably run into protests. The most well-known three are: I'm excessively occupied. I don't have the opportunity to meet with you. We're not recruiting. We needn't bother with anybody at this moment. Send me an (another) resume and we can maybe talk about it at that point. Here are a few contents that you can utilize or adjust to counter these kinds of complaints. 1. I'm excessively occupied. You know, I could assist you with that. Would we be able to meet quickly so I can reveal to you how? It will just pause for a moment. I'd be glad to meet you whenever you state. I'd be glad to meet with you early, late or on an end of the week on the off chance that you'd like. I could never need to meddle with your ordinary workday. I'd recently like you to take a gander at my resume and check whether you know anyone who may be keen on somebody with my experience. I guarantee it will just pause for a minute. I'll meet you after work and get you a beverage, on the off chance that you'd take a gander at my experience and offer me any tips or guidance you have. What do you think? You name the spot and time. 2. We're not employing. Regardless of whether you're not employing now, OK be eager to meet with me for a couple of seconds? On the off chance that we can build up shared enthusiasm, something may well open up at some point or another. Wouldn't you like to have a certified competitor in the wings on the off chance that something creates? You wouldn't need to dispatch a without any preparation search. I get that. I'd at present prefer to meet with you quickly. Despite the fact that you needn't bother with anybody currently, I'd like you to comprehend what I bring to the table. At that point if something opens up, maybe you'll consider me. Regardless of whether you don't foresee an opening, OK be eager to meet with me at any rate? I'd love to hear what thoughts or tips you have for me? What's more, maybe you'll think about an associate, companion or colleague who I may converse with. I guarantee I won't take over five minutes of your time. Would we be able to set a period during the day, or would you lean toward I come nightfall? I'd even now prefer to meet with you quickly. Maybe you'll have a referral, lead or some buzz that could be useful to me, and I'd truly welcome a snapshot of your time. Goodness, I'm not requesting a vocation! I simply need a snapshot of your time, since you know the business (field, organization, and so forth.), to check whether you have any leads, thoughts or referrals for me. It will just pause for a minute. I'd at present prefer to meet with you quickly. I've been meeting with others in the field recently, and maybe some of what I've realized could be helpful for you. I'd be glad to impart to you what I've realized, on the off chance that you would impart to me any leads or referrals you may have. 3. Send me your resume. I'd be glad to send you my resume. In any case, to assist things, let me mention to you what's on it. For what reason don't we set up an extremely short gathering, and I'll present to you a duplicate face to face. What might you want to know, Mr. Jones? I'd be glad to disclose to you at this moment. I sent it to you, yet realize messages get erased and letters get rerouted. Let me mention to you what it said. I'm the person who … Allow me to email (text, fax, and so on.) it to you at this moment, Howard. We can examine it, or I'll get back to you right. This is significant. Regardless of the title of this post, you don't need to really defeat the protest. You simply need to prop the discussion up. Stress that you just need a couple of moments of your contact's time. Be exceptionally certain that you won't be an irritation or time critic, and that you will meet with the contact whenever it might suit them. At that point go directly back to requesting an arrangement. OK be accessible for such a quickly meeting next Wednesday, or would later in the week be better? Work on surviving or countering protests with somebody who is a pursuit of employment responsibility accomplice or bolster individual. Obviously, rehearsing with an expert vocation mentor can be useful. You won't succeed without fail. However, now and then, it will mean the contrast between dismissing and pushing through. Photograph: JD Hancock

Five ways to give staff a sense of purpose - Viewpoint - careers advice blog Viewpoint careers advice blog

Five ways to give staff a sense of purpose - Viewpoint - careers advice blog Employee engagement is a cornerstone of organisational success, traditionally driven by competitive pay and attractive perks, but increasingly influenced by the ability of employees to experience and share a company-wide culture of purpose. Here are five ways businesses can engage staff in the work they are doing. 1. Manage culture A 2014 study by Deloitte found that organisations that have developed a culture of purpose, focusing their energies beyond pure profit, to  do better than those that have not. However, it also revealed that most executives and employees think that businesses are not doing enough to create this kind of culture. Professor Mark Smith, Director of the Doctoral School at Grenoble École de Management, says: “Workplace culture exists in all organisations, whether it is managed or not. When it is managed, culture can help channel the efforts of employees towards a common cause for the organisation, acting as a kind of soft rule book so that employees know what is expected of them and what they should do. Linking culture to the purpose of the organisation by  giving great service, innovating new solutions and raising funds for a good cause, can reinforce this link.” 2. Generational focus There has been a trend to think that the need for meaning at work and an organisational sense of purpose is something that has arrived with the millennial generation, but that is not the case. Research completed a few years ago by cultural academic duo Rob Goffee and Gareth Jones talked about how a key aspect of building a high-performing organisation was to give employees meaning through purpose.   Their research covered multiple generations in the workplace. However, according to Dr Chia-Huei Wu, Assistant Professor of Management at the London School of Economics’ Department of Management-there may be a generational trend behind this heightened sense of purpose which has been facilitated by the modern flexible workplace and smart technology.   He says “the younger generation has had more opportunity to explore and create an environment to support their ideas compared to their predecessors, because the business environment has become more flexible. Advancements in technology have also empowered people’s capability to find a place, either virtually or physically, to support their values and interests.” 3. Be goal driven For all employees, the first step in knowing what they are working towards, and what that shared sense of purpose is, lies in understanding and identifying the reasons behind their specific work activities, which can be internal or external. Dr Wu  believes that  â€œemployees may find strong external reasons for their efforts such as monetary rewards, or strong internal reasons such as believing in the cause behind their work. They are more likely to experience a higher sense of purpose when they possess internal reasons to do their jobs because those reasons are not easily replaced or transferred elsewhere, and are central to how employees view and define themselves both inside and outside of the workplace.” 4. Give something back Toyota Financial Services in Australia (part of a global network that offers Toyota customers services including car loans, insurance and roadside assistance solutions) is one organisation that has benefited from having a clearly defined and authentic sense of purpose, driven by its relationship with the community. Over the last three years, it has seen employee engagement increase by  five per cent per annum, with a current level of 85 per cent. According to Head of Human Resources Laurence Halabut, this is an outstanding result for a financial services company. He states that  â€œwhat’s really important when you are talking about a sense of purpose is that people are aligned with not only what we are doing in the marketplace, but what we are actually doing for the community as well.   So, given the increase in engagement levels, we are on the right track.” 5. Create a level playing field Purpose itself is nothing new, yet some organisations will be tempted to see it as something that can simply be incorporated into the mission statement. Framing words, though, is not the answer. The real impact on engagement is felt when it is part of other key elements in the organisational DNA, like the values that directly affect the employee experience. Lee Cartwright, Managing Partner at accountancy firm Mazars LLP, has strong views on how a sense of purpose should manifest itself at a much more fundamental level of the company culture. “Don’t refer to people as ‘staff’,” he says. “It’s a word that implies disempowerment, that they do as they are told. I call them colleagues, because the members of my team are my colleagues who work alongside me to deliver something, whether a strategy, a project; whatever it may be.” If you enjoyed the above blog  then you might also appreciate these other articles, which also  originally appeared in  previous issues of the  Hays Journal: Making a breakthrough A complex relationship The fruits of knowledge Training at the top How high tech cities are boosting productivity and attracting talent Establishing an effective middle management tier Managing external resources Four pillars of people View the Hays Journal online or request a printed copy from haysjournal@hays.com Share this blog:

A Tip for Moms, Retirees, or Any Reluctant Job Seeker

A Tip for Moms, Retirees, or Any Reluctant Job Seeker Tip for Moms, Retirees, Reluctant Job Seekers A Tip for Moms, Retirees, or Any Reluctant Job Seeker Because of the flippin' downturn, there are two gatherings of occupation searchers: Those who truly need to be working (yet aren't), and the individuals who dont need to be working (however need to). This last gathering, thereluctant work searchers, incorporates guardians (for the most part ladies) who left the workforce to raise their families yet are currently being compelled to return for money related reasons, and retirees who worked and spared for their entire lives, just to have their speculations shrink by 25% or more. Here they are, with battered personalities, corroded meeting aptitudes, and obsolete resumes, attempting to fill the role of the sparkling occupation competitor who transcends the group. No one at any point said life was reasonable. On the off chance that you see yourself as a hesitant activity searcher, your best move may be to put resources into an expert resume author. Why? Since once you've become used to talking about your profession as far as what you used to be, it very well may be close to-difficult to switch your mentality back to the present, not to mention explain your future incentive to a business. That is the place an ace can help. Proficient resume journalists realize how to introduce your work history, volunteer jobs, abilities, and qualities such that interests to the present businesses. They can survey your old resume, ask you inquiries, and help pull a solid individual offer out of your special assortment of experience and capabilities. To be completely forthright: offers an expert resume composing administration, however I'd prompt this in any case. Legit! Obviously, experts cost cash, and you could be taking a gander at anyplace from about $100 to a few hundred dollars, so it is anything but a possibility for everyone.However, in case you're similar to a great many people in this specific vessel, you've just been stewing about this for a considerable length of time, realizing you need a resume since you need a pay, yet you're deadened to make a move. On the off chance that you can deal with the venture, it's nearly ensured to pay for itself in time spared before you at long last get a check. In the event that you do choose to take the plunge, be certain you get someonewho's affirmed by theProfessional Association of Resume Writers (PARW) as well as the National Resume Writers' Association (NRWA). The special reward of experiencing the expert resume composing process is that it gives you another approach to take a gander at yourself and find recorded as a hard copy all the worth you despite everything bring to the table.

3 Easy Ways to Create Something Original

3 Easy Ways to Create Something Original 3 Easy Ways to Create Something Original Listen to Podcast Now: Listen in iTunes Download Audio File Struggling to come up with a creative idea? Not sure how to improve your product, service, book, blog post, speech, or anything you’re working? Join career expert, motivator, and award-winning author Andrew LaCivita as he discusses  3 easy ways to create something original! But, it’s all been done before…NOT! Its getting harder and harder to create something original because there is more and more stuff being distributed, searched for, and copied on the Internet. More people than ever are introducing their ideas to the world. How do you create something new and fresh especially when you think you don’t have a creative bone in your body? Good news is you don’t need to be creative! You just have to have an opinion. I know you have one of those even if you don’t express it. Awareness and research are the keys… Whenever Im looking for new, fresh ways to create good content for you, there are three questions or thoughts I use. I review a lot of material and read many books, online magazines, and so on. I do a lot of research. These are stimulants and give me ideas. So, when Im looking for new, fresh ways to create good content for you, there are three questions or thoughts I use. Doesn’t everything great come in threes? When Im looking for new, fresh ways to create good content for you, there are three questions or thoughts I use. That is not true because… That is true, but… That is true, and… Use these statements to add your own thoughts, ideas, and additions. Bam! It’s original because there’s only one you and you’ve just altered something. The minute you add your own flavor to something, its an original. You are an original and therefore the transitive property lives on. I don’t care if someone else thinks the same thing or said the same thing. Put your personality and twist on it. Besides, people need to hear stuff a billion times before they get it. Repetition breeds impression and all that. Tell me something original. Go ahead! I dare ya! Like this episode?  Please share it via social media and review it on  iTunes! I can keep this blog and all future podcasts and videos ad-free and sponsor-free ONLY because you share my work! Please share or subscribe to  my podcast  and  YouTube channel  too! Want more advanced material?  Join the  milewalk Academy  and grab some of the free offerings that support the instruction in this post!

What to Expect During an HR Interview - 5 Questions Youll Be Asked During a Screening Interview - Melissa Llarena

What to Expect During an HR Interview - 5 Questions You’ll Be Asked During a Screening Interview What to Expect During an HR Interview? 5 Questions You’ll Be Asked During a Screening Interview Screening interviews with human resources professionals are a crucial step to getting the job. A good or bad interview with HR will determine how far you go in the interviewing process, so its best to know what to expect and go in prepared.As a career coach, I have worked with job candidates on how to answer the most common questions asked by HR. My mock interviews place clients in situations similar to ones they will actually face and prepare them to ace their interviews and land the job.Let’s take a look at the five most common questions asked by HR during screening interviews and how you should approach them.1. Why are you interested in this position?HR professionals love this question so use it as your chance to reiterate your strengths and highlight your applicable skill set and passion for the company and the role. Speak to how your past experiences match the qualifications for the job using keywords from the job description to make the connection stronger. By clearly linking your skills to the position, you are helping the HR manager envision you in the role.Sample Answer: Having worked within the financial services sector for five years, I have gained an appreciation for the power of client-facing roles in terms of my professional development and organizational impact. As a relationship manager in your firm, I envision bringing my ability to resourcefully optimize any given client’s portfolio as the best way I can help your company’s five-year strategic goal of retaining its client base at a 50% rate. I have done this in the past in X capacity while working for my previous employer and am confident that I can help you accelerate your current goals while growing my career.2. Tell me about yourself.As an age-old prompt that will likely never go away, it’s important to know how to provide a compelling answer for an HR manager. Instead of the typical c hronological progression of your background, I recommend doing a SWOT analysis within the context of a professional interview. Analyze the sector, the company, and the job function using a SWOT and look for opportunities to market yourself. I go into this in more detail in my blog post on how to tell your professional story in a way that will entice an interviewer to hire you.Sample Answer: I have been a sales manager for X years, with experiences that include being able to lead a sales force toward the accomplishment of aggressive goals. In light of your organization’s core strength in hiring the brightest salespeople, I would know exactly how to coach them to sell both new and legacy products in new markets quickly. While at Company X, I created the gold standard incentive program that resulted in helping us sell-in potential charge volume that exceeded our goals by 20% in both travel expenses and daily expenses. Prior to that, I worked at X where I completed X, etc. Side note: figure out the assets of the hiring firm or its needs and tailor your response accordingly.3. Why are you leaving your current job?HR managers ask this question to determine if there are any red flags related to your departure. Are you leaving on good terms or bad? Are you looking to escape from your current job or grow within a new one? These are a few of the questions running through the interviewer’s mind. Take this opportunity to speak positively of your current employer but communicate that you’re looking at this new position as the next step in your career. By framing your answer positively, you’re making the interviewer focus on your potential contributions rather than any red flags.Sample Answer: My business unit started with 50 full-time employees and today it has 10. While this reduction in personnel enabled me to showcase my ability to produce results with limited resources in an organization where management has turned over, I am interested in transitioning to an o rganization like yours where there is growth potential. For example, in my current role I managed to acquire 100K clients with only one other sales manager and a dwindling budget. In your company, I would be managing a team of 20 sales managers, where I stand to make a significant impact not only for your firm but on the firm’s market share.4. What do you know about the company?This is a test and one you should be able to pass easily. Doing research on a company prior to an interview is a necessity. You need to know the history and makeup of the company, who the key players are, recent accomplishments and mentions in the press, and any other relevant information. Communicate the positive information you learned about the company, from awards to new product launches, to demonstrate your knowledge.Sample Answer: Your firm competes with firm A, firm B, and firm C in the U.S. My understanding is that you are better positioned in this area vs. firms A, B, or C. Meanwhile, firms B and C bring these strengths to the table.   Given my skill set, I know that I can help you optimize your strength in this and offset the strengths that firms B and C plan to invest more heavily in during 2014.  *Side note: the point is to be specific in how you’d use this information to drive results.5. What questions do you have for me?ALWAYS have questions for the interviewer. The strongest candidates show their enthusiasm and position themselves as potentially valuable team members by asking smart, strategic questions that benefit both the interviewer and the interviewee. If you’re stumped, here are five questions to ask HR that will take you to the next phase of the interviewing process.