The process of interviewing candidates has changed significantly in recent years. Where previously, you could have potentially predicted the types of questions you’d be asked and prepared by learning some great responses, this is no longer the case. Make these mistakes and it could cost you the job.
Most people would agree they get nervous before a job interview – in fact many would say that there is nothing more nerve racking than job interviews. Recruiters don’t generally go out of their way to make candidates feel uncomfortable; however creating a tough interview experience can challenge candidates to think and perform under pressure. Despite this, many job seekers make it worse by not properly preparing. Many of the following common interview mistakes can be avoided:
1. Not knowing much about the company: Being asked what you know about the company should be one of the easiest questions in an interview – if you’ve done your research. Always review the company website, LinkedIn, Facebook and other Social Media pages. Use or review the company’s products if appropriate. Do a ‘google’ search so you can review media that is not controlled by the company. This could highlight issues or situations the company is currently involved in. Try to also gain an understanding of the company culture and how that matches your own values – workplace culture is very important in terms of the interview and this is one area the interviewer may focus their attention on to ensure you provide a good fit for the company.
2. Not being confident with your own information: It’s amazing how many people don’t recall employment dates or what they did in previous roles. Review your resume and make sure you have a good recollection of your experience, the timeline of roles, skills you’ve developed and successes in each role. It isn’t acceptable to say “it was so long ago, I can’t really recall”. Put together a list of accomplishments in each role that you can quickly and confidently discuss. Don’t just focus on the roles that interest you or that you feel are the best fit. Be prepared to discuss any part of your background if pinpointed by the recruiter. Taking time to review your history and create a quick list will refresh your memory and help prepare you to discuss experiences and accomplishments that you may have otherwise forgotten in an interview situation.
3. Turning weaknesses into positives: If you’re asked about your weaknesses – resist the temptation to say “I’m a perfectionist”, “I work too hard” or something equally as clichéd. A better way to approach this question is to think seriously about a weak point or something you have previously struggled with and what you’re doing to improve it or enhance your skills in that area. Interviewers are not really trying to trip you up with this question – they just want to make sure you’re a good fit for the role.
4. Not asking questions: At some point during most interviews, you will be asked if you have any questions. Having none can make you appear uninterested and unprepared. Before the interview, put together a list of relevant questions. It’s acceptable to take some notes in with you to refer to if you think you may forget. Ideas for your questions could include areas of the role you’d like to know more about, the current or previous person in the role and their career, the interviewer’s career, how long they’ve been with the company, what they like about working for the company, a current situation with the company or market, what the recruiter sees as the biggest challenge in the role etc.
5. Being negative and/or switching off: Make the effort to show you are positive and enthusiastic by remaining attentive and upbeat – don’t come across as bored or uninterested. Concentrate on the interviewer and the questions they are asking. You only get one chance to impress, so make it count. If you find yourself becoming distracted, make a conscious effort to re-engage with the interviewer. Maintain eye contact, lean forward in your chair and sit up straight – this takes more effort and concentration and helps you to remain alert. Also remember that no matter how much you disliked your last job, boss or colleagues, this is not the time or place to discuss it. You should never criticise or undermine a past supervisor or company as the recruiter may get the impression that you’d be difficult to work with.
Securing an interview these days can be tough, so make sure you fully prepare for it. The bottom line is that you don’t get a second chance to impress at an interview. Recruiters use the interview to test candidates’ thinking and performance under pressure because people who can think quickly in business are an asset. If you want to succeed in an interview, preparation is key – it will help you feel more confident and will show in your performance.
If you would like assistance from an Interview Coach with preparing for a job interview, to overcome your nerves, build confidence and increase your success rate, please see our Interview Coaching and Training service.
In a recent report on the current state of hiring in Australia, 9 out of 10 Australian hiring managers felt the need to look beyond the active applicants to fill a role. That means it’s never been more important to make sure your online presence brands you for the job you’d like to achieve.
While your active presentation of yourself is important to secure your dream job, recruiters can now explore your background more proactively through social media, which really has changed the recruitment world forever.
There are two sides to the story though – while it is important to have a clean profile on social media, and ensure your privacy settings remain tight, a positive online footprint can be just as important in securing you your dream role. We’ve spoken before about the importance of thinking about yourself as a brand and maintaining consistency with your message throughout all your job search tools. This includes your Resume, social media profiles and other online content. A negative and unappealing presence can result in you missing out, even if you’re a great candidate in all other areas.
By exploring a person’s online activity, recruiters can determine if the face you put forward in your application is a representation of your true self. Facebook, Twitter, personal blogs and other social media can be easily accessed by recruiters and usually don’t lie. If you are expressing strong opinions or comments and sharing controversial photos or topics, this could ruin your chances of securing your dream role. For example, using social media to ‘voice’ negative feelings over situations at work, or bragging and sharing photos about questionable things you get up to at work, or worse still posting nasty comments about bosses and co-workers is a definite no no.
Perhaps more importantly though, recruiters are using social media to find the positives – searching for cultural fit through positive aspects of your life and activities. I’ve heard many stories of recruiters having two or even three equal candidates but narrowing it down to the ideal candidate based on a final review of their social media profiles. Leverage your social media pages to improve your ‘online footprint’ and enhance your prospects through improved social responsibility. Take out photos or comments that may be offensive or suggestive to others. Think about what is going to make you stand out from the crowd and focus your content on positive hobbies and interests. Make sure you include any additional interests, volunteer work or charities you support. Don’t be afraid to use positive statements as part of your social media, since it encourages yourself and others.
Social media cuts both ways. Most companies have websites, Facebook and LinkedIn profiles. Take some time to research the companies you are hoping to work for. Immerse yourself in their culture by following them on social media – it’s a great way to get to know the company before you get to the interview stage. You can also research current employees on LinkedIn to gain a better understanding of their backgrounds and skillsets.
Overall, it’s important to ensure your online footprint reflects the best version of you. Tidy up photos and content, and adjust privacy settings if need be. If you know someone who recruits staff, ask them to look over your social media profiles and give you feedback.
If you would like assistance auditing your online profile – perhaps developing a professional, keyword optimised LinkedIn profile that highlights your strengths and achievements and sets you apart from your competitors, please see our LinkedIn Profile Writing service or check out our Job Search Coaching Service.
The information in your Resume should be short, sharp and compelling to effectively sell you and your unique skill set as a viable candidate for the roles you are applying for. If you don’t keep up to date records, it can be a major chore to update it. So where is the best place to start?
We often get asked this question, especially by people who’ve never had to officially ‘apply’ for a role before, by people who’ve been in the same role for many years, or by those who’ve been out of the workforce for some time. While each situation requires a slightly different approach – the basics remain the same. A Resume is like a sales proposal on YOU! It’s essential that you highlight your key skills, qualifications and experience in a way that demonstrates value to a potential employer. It should be packed full of easy to read facts about you – but they should focus on achievements and be written in a way that demonstrates how they helped your previous employer.
So where should you start with outdated content?
1. Get clear on what you want: your first step should always be researching the types of roles you’d like to achieve. Having a clear idea of the type of role you’d like to secure will provide you with a great starting point for the types of skills and experience you need to demonstrate. You can then focus your new Resume content on those parts of your past that are most important.
2. Understand your value: recognise the accomplishments you have made and the value you have added, then learn how to articulate that in a way that appeals to potential recruiters. Spending time on Step 1 will help you to do this. If you have a good understanding of the areas you need to excel in to achieve the type of role you’re looking for, this process will be easier. Once you understand your value, develop a career summary that provides the recruiter with a quick overview of you – an elevator pitch if you like. It’s a preview of your resume written to entice them further. It should be the first thing they see, no longer than two paragraphs – and include a mixture of your professional success, academic/industry training, together with any relevant personal attributes.
3. Focus on achievements: Brainstorm where you have achieved success previously. It’s a good idea to include at least two or three achievements for each of your previous roles – more if you can. Tangible achievements are first priority, but if you honestly can’t think of anything you can quantify then think about projects you’ve contributed to, collaboration with colleagues, extra responsibilities taken on, new processes you initiated, customer accolades received or major targets exceeded. Think about things you did in previous roles that made you proud or situations where you went above and beyond – chances are, recruiters will consider these achievements.
4. Plug gaps – recruiters don’t like mysteries so if you have been out of the workforce it is preferable to explain the gap rather than leave it blank. Think about your work gaps and what you did during that time. Volunteer work, charity work, education, training and professional development should all be included to show you weren’t idle during that time.
A well written Resume will help you secure the all-important interview. But you need to understand your value and what’s important to your potential employer before you can do that. For more ideas on the specific content to include or how to write a Resume, visit the Resume section of our Career Advice Blog.
Many people take extended breaks from work these days for a variety of different reasons. Whether you’ve taken time off to start a family, look after an unwell parent, or see the world, returning to work can be exciting but can also often be fraught with anxiety and stress. Whatever your situation, there is sure to be a mix of emotions with the adjustment taking some time to get used to.
The thought of returning to work and the 9 to 5 grind is tough enough without beginning to think about the job search process. Whether you planned your time off or not, there is no ideal approach for everyone. These general tips should help you to think about a personalised approach:
TIP # 1 – Address your barriers – it can be difficult to come across well in an interview if you are worried about returning to work – whether you are thinking about how you will cope with the hours and your young family, the fact that you’ve lost your confidence, or that your skills have become outdated. Whatever it is you are worried about, you need to address it. If you require training or professional help, seek it. Talk to friends or colleagues who have been through a similar situation so negative thoughts can be forgotten prior to any interview.
TIP # 2 – Be honest – we are often asked, “how should I explain the break in my resume?” and our answer is always the same – “be honest without necessarily providing a lot of detail”. If you have an obvious gap in your employment history – you need to explain it. That doesn’t mean creating a job called Domestic Manager and talking up your responsibilities during that time. Running a house and caring for young children is hard, but just say something along the lines of “Parental leave until children reached school age”. Likewise if you travelled, say so, or if you were caring for an ill parent or experienced illness yourself, say so – but briefly. Mention in your cover letter your desire, keenness (and readiness) to get back into your career and focus on the skills and experience you have to offer.
TIP # 3 – Consider a functional resume format – where you focus on skills and achievements rather than a chronological history of specific roles. List skills in detail first, then cumulative career achievements, followed by training, education and professional development, volunteering roles if you’ve held any, and lastly details on the roles you’ve held and dates.
TIP # 4 – Create a volunteer section – make sure to include any volunteer work in your Resume and talk about those roles in the same way you would describe paid employment. This means focusing on achievements – ask yourself how the organisation benefited from your work and include performance metrics if you can. E.g. raising money, organising events, increasing efficiency or effectiveness, or achieving success in other ways. Rather than simply stating you volunteered, talk about what you did and how that contributed to the success of the charity or organisation.
TIP # 5 – Check your image – check your work wardrobe is appropriate for your industry. Find out what is currently acceptable so you don’t feel outdated when going for an interview.
TIP # 6 – Include a customised cover letter – specifically addressing the requirements of the position. Create a strong introduction detailing your qualifications, previous experience and desire to work in the role, with the main part focusing on addressing the specific requirements of the role (what you’ve done/achieved previously); and a convincing closing paragraph summarising your interest in, and relevance for the role. Create a compelling reason for the recruiter to contact you for an interview.
TIP # 7 – Emphasise professional development – think about taking some time to complete some relevant courses that will add to your skills (with currency). Websites such as https://www.mooc-list.com/ offer a variety of free online courses.
TIP # 8 – Stay in touch – lastly and perhaps most importantly, don’t lose touch with your industry/profession or your networks. This means taking an interest and reading/researching on a regular basis to remain updated. Likewise, build and maintain your professional networks by keeping in touch with clients, colleagues and superiors as this can be much harder to achieve down the track. Create a LinkedIn profile, join relevant groups, and commit to staying active. Even allocating one hour a week to this task will ensure you are in a much better position when you do decide to return to work, than if you’d cut yourself off completely.
With the majority of applications now submitted via email or online job application systems, what is the difference between an e-note or email and a traditional cover letter? Many of our clients are confused about whether to include both, and how much detail to include on each. This article explores the two approaches and evaluates the most effective use of each.
When clients ask us whether or not they need to include a separate cover letter when applying for a job via email, our answer is ALWAYS YES. Supplying a customised cover letter to accompany your Resume will give you the best opportunity to highlight your unique skills and successes that make you an ideal candidate for the role. The e-note/email should also be included and used as a way to briefly introduce yourself and your motivations for applying.
From an employer’s perspective, sending a short e-note without a customised accompanying cover letter can give the impression that the candidate is lazy and has opted to take a ‘short-cut’ approach. First impressions count, and in a competitive job market, you need to give the recruiter a reason to call you in for an interview – instead of the next candidate with similar qualifications, background and experience.
For email applications, we suggest attaching a cover letter and resume as separate documents. In the case of online applications, use the same approach where you create a separate customised cover letter targeted towards the role you are going for and upload both the Resume and Cover Letter. If the system allows for only one file – add your cover letter in as Page 1 of your Resume document.
When preparing your cover letter – we are not talking about a standard approach. We advise customising the letter for each role – put yourself in the recruiter’s shoes and think about why you are right for the role, rather than why the role is right for you. Pay attention to all the details in the job ad or position description if you have one. What does the candidate need to achieve in the role, what are the company’s issues, and how can you help solve them? Provide brief details of scenarios where you’ve had similar successes in the past – and always provide proof of the outcomes you achieved. This should all be done succinctly and clearly.
For the e-note, our advice is to keep it very brief and reference the attached Resume and Cover Letter for context and detail. Use it as a way to provide a quick introduction. Don’t leave the subject line blank – use it to clearly reference the job title and specific job number if available. While we recommend keeping the content very brief in the email, we also strongly encourage professionalism and proper writing style. Use some letter writing etiquette – ‘Dear’ and ‘Regards’ will suffice, with your name and full contact details at the bottom. Avoid any abbreviations, ‘text talk’, overly familiar language, and emoticons.
In summary, there aren’t many cases where we would recommend sending only an e-note. Even in job ads that haven’t requested a Cover Letter – we always recommend sending one. Doing so creates a much more concise (targeted) picture of who you are and the value you can bring to the role. Our anecdotal evidence suggests that candidates who include a customised cover letter with their application are more likely to achieve an interview.
Many people admit to working countless more hours each week than they used to. This extra time working takes a toll on your health, wellbeing, and overall happiness with daily struggles to balance the demands of work, family and social time. And with new technology allowing us to be connected 24/7, it’s becoming more difficult to find that balance between work and life.
When job seekers were asked what they were looking for in a new role as part of a leading recruitment firm’s (Hudson) 2015 Hiring Report, work-life balance took precedence as the top priority for the first time in years. Participant responses included all the usual things such as higher salary, cultural fit, career progression/training, better benefits, alignment with company values and a better title – but 70% of respondents named work-life balance as their number one priority. Responses were equal from males and females and spread across all age groups.
Hudson believes this signals a dramatic shift in Australia’s working culture. We agree, and believe that many companies will need to become much better at offering more flexible arrangements for employees to achieve their desired work-life balance, however everyone has different needs and expectations regarding that balance.
So how, in today’s culture of ‘constantly on’ do we manage that elusive mix of work and life? Your main priority should be working out what you need and understanding that you do have some control. With flexibility already available and options for working in vastly different ways to what has previously been the norm, we are no longer tied to the 9 to 5 employee for life culture. The premise of working smarter not harder is truly becoming a reality for many people. Try these tips.
TIP # 1 – Prioritise Your Needs to work out what balance means to you, then communicate your needs to your superiors, colleagues etc. If you can’t or don’t want to be available at certain times, let people know and get their support.
TIP # 2 – Use Technology to your advantage and switch it off during some periods to focus on friends and family. Make use of technology to work from home if you can on a regular basis – especially if your work involves periods of writing or research where you need to focus or work quietly for long stretches. The time you save in commuting, not to mention the productivity that you achieve during those periods alone, will make you so much more effective.
TIP # 3 – Focus on the important stuff, and learn time management skills (try the Pomodoro technique). Work out what’s important to you right now and focus on those tasks. Track how you spend your time and work out where you could save time by working faster, delegating or eliminating.
TIP # 4 – Introduce Structure, Processes and Systems around things you do all the time at work. This applies to your personal and home life too. You may have no idea how simple it is to automate or speed up repetitive tasks (or even just outsource them). Think about the tasks you perform regularly and work out how to automate or simplify them.
TIP # 5 – Work Smarter – just because you work 12-hour days doesn’t mean you are more productive. Of course, there are going to be times when you need to work longer hours to complete something urgent, but if you’re working long hours all the time, something is not right. If you believe that hours worked equates to productivity you need to rethink – by eliminating unnecessary emails, meetings and other distractions you could be amazed at how much extra time you gain.
TIP # 6 – Don’t over commit – this should be obvious, but is an area that many people find hard to follow. You don’t have to say yes to everything – social and work. Use a calendar to arrange your appointments and commitments – include appointments, meetings time to actually work on projects, plus personal and family commitments as well as exercise. I’m a big fan of planning out my week, making sure I have time to fit in all the work I’ve committed to and factoring in some time for me and my family as well as dealing with the day to day mundane activities that need attending to. At the start of each week, review your schedule to ensure you have some down time factored in. If you don’t – try to make sure it happens, and if it can’t for that week – make it a priority for the next week. Planning your week and ensuring you have some down time in your calendar sets you up for success and enables you to deal with the inevitable emergencies that come up.
Work-life balance is becoming more important to more and more people. Achieving and maintaining it is not a one off process – it’s a lifelong pursuit. As your life stage changes, so too will your needs. Aspire to what you need and work to achieve it, but remember to review it from time to time to make sure it’s still working for you.
Are you struggling to achieve the balance you desire in your life right now? Would you like help from a Career Advisor to work out if your career goals and aspirations are in alignment with your work-life balance goals? If so see, please see our Career Counselling Services.
According to a recent report by CEDA – the Committee for Economic Development of Australia – more than five million of Australia’s current jobs may have disappeared within 10 to 15 years. That’s almost 40 per cent of our total jobs which puts us on the verge of massive change to say the least.
This recent research suggests the whole world is facing a new but very different industrial revolution with the reality that we will experience significant job losses due to computerisation and automation. But is it something to fear? It’s not all doom and gloom, with new jobs emerging as current ones disappear and ways to prevent obsolescence.
Consider these statistics – in 1900, one in four Australians were employed in Agriculture – in 2015, jobs in Agriculture account for just 2% of all Australian jobs – that’s one in 50! Likewise, manufacturing accounted for 28% of the workforce in 1970, fast forward just 45 years and that’s down to around 7%. In our dynamic and globally competitive economy, lost jobs in declining areas are usually made up for in new ones because innovation drives new ways of doing things and new demand in different areas.
We know that technological advancements have been reshaping the way we work for many years, with increasing computer capacity and the ability for machines to replicate the work of humans. We have already experienced automation and job losses in many areas and we are now seeing areas previously deemed impossible to replicate with machinery almost becoming reality. For example, driving is no longer considered a task that will always require human intervention, with Google recently patenting a driverless car.
Even where humans can’t be replaced altogether, automation is impacting speed, productivity and efficiency, which is reducing the amount of human intervention required. One certainty for the years ahead is that employment will continue to be affected by evolving technology. This means employees need to be able to work with technology as a basic requirement, but they also need to understand that technology will likely replace many tasks, and eventually jobs, that we previously thought would always require a human touch. We simply don’t know where technology will take us – the past 20 years have seen the internet, broadband, mobile and social networks cause disruption to existing businesses. Examples include online travel booking and review sites shaking up the tourism industry; the advent of streaming music and video content replacing DVD/CD purchase and rental; the creation of Uber as an alternative to traditional taxis; and online shopping replacing traditional retail shopping for many consumers.
For the foreseeable future at least, there are some areas that will not succumb to technological replacement. So where should we be looking?
Healthcare & Aged Care – our ageing population will place demand on healthcare workers of all kinds – including nurses, doctors, physical therapists, home care aids, and other medical professionals.
IT – so much technology that we use every day did not exist 20 or even 10 years ago. Computers, the Internet, and Smartphones have changed much of our daily lives. As technology continues to develop, so too will the demand for professionals to leverage it.
Data Analysts – companies are collecting information at a rate never before seen. Computers can only do so much with the data – large corporations need people to conduct complex analysis and conceive innovative ideas to drive business growth.
Marketing – increasing competition particularly from global competitors as a result of the Internet will drive demand for smart, innovative and creative marketing people that understand digital and social media. The use of predictive analytics to predict trends and customer needs will also increase – driving demand for marketing people with strong IT and technical skills.
Content Creators – as a result of increasing global competition and a focus on ‘educating’ customers rather than simply ‘selling’ to them – content is king. People who can write compelling and engaging content for use on websites, blogs, newsletters, e-books, whitepapers, and special reports will be in demand.
Financial Planners – unsettled economic times and reducing government budgets for pensions and other support means individuals and businesses need sound financial advice to secure their futures.
These are just some of the many areas of growth that we can expect in the coming years. As a job seeker, or someone whose industry is already declining, it is important to remain flexible and optimistic. Industries, careers and jobs can change rapidly but by embracing this changing world and constantly learning new skills, you will survive.
Are you constantly listening, learning and planning? Would you like career advice to better understand what you should be doing to plan for the future? If so, see our career counselling services.
It may come as a surprise to some, but employers don’t just look for education and work experience. In order to achieve a viable long term employee, they also consider a range of skills that go beyond relevant technical requirements. Obviously you need to suit the role and possess all the minimum requirements, but so called transferable (or soft) skills can increase your chances of standing out in your next application.
If you’re like most candidates, the first thing you think about when applying for a new role is education and experience. However, this is often not the most important area. Many times, the skills you have acquired outside of your area of expertise can provide the key to achieving your new role.
No matter how experienced you are or how many different roles you have held, identifying and clearly articulating your transferable skills to a potential employer is very important. These transferable skills can be referred to as ‘soft’ skills and are key to achieving some roles – particularly if you are changing direction or careers – even if only slightly.
These skills matter because they can help you make a smooth and successful transition to a new role. They make you a valuable and contributing employee from your very first day in the role. While your specific area of expertise might be highly technical or specialised, transferable skills ensure you achieve a long term career.
How can they be acquired? Transferable skills are acquired by everyone starting from when you are born – they come from day to day interactions with family, formal schooling, university education, social interaction with friends, sporting activities, day to day work activities, workplace interactions, and throughout the course of life in general.
How do you identify them? Think about your areas of strength and weakness or use a formal self-assessment tool. Enlisting the help of a colleague or superior can help or alternatively try an online assessment tool – simply google ‘transferable skills assessment’. Your formal annual performance review process can also be a great place to make this happen. It’s simply a process of identifying a list of skills and going through and checking off all those that you feel you possess.
What are they? The areas to think about are broad, but generally cover some key areas:
People skills – communication, interpersonal/influencing, delegating, diplomacy, coaching/mentoring, leadership, presentation, tact and empathy, collaboration, customer service, negotiation, listening
Analytical skills – problem solving, research, data analysis, risk management, financial analysis, budgeting
Creativity & commercial acumen – the ability to solve problems with creative but viable solutions, thinking outside the box, and adapting to changing environments, market situations and company strategy are huge assets in today’s competitive world. Likewise understanding how your work fits into the bigger picture or broader company strategy is important.
But it doesn’t stop there. Once you’ve identified your skills, you need to prove them and articulate the ‘how’. It’s not enough to just say ‘I’m a great communicator’ you need to prove why you are a great communicator with examples. We always recommend an overview or profile and key capabilities section in your resume where you highlight some of these transferable skills together with an explanation of ‘how’ the skills were acquired. Likewise, in an interview, be prepared to articulate where you gained your skills with specific examples that demonstrate how they have contributed to past successes.
Would you like help identifying and articulating your transferable skills? Does your Resume need updating with some proof on how you obtained these transferable skills. If you would like assistance with your job applications and job search, please see our Resume Services and Job Search Coaching Services.
In his #1 bestseller, Stephen R. Covey presented a framework for personal effectiveness through his definition of the 7 habits of highly effective people. His premise centred on our character being a collection of our habits, and habits having a powerful role in our lives. But what about habits in the workplace? Most successful people (the ones who get the promotions, raises and opportunities) have common habits that can be mimicked.
So what is it that makes one person more likely to get promoted than another? For some people, it can seem like others get all the opportunities and promotions handed to them on a silver platter. Are they just lucky or were they simply ‘in the right place at the right time?’ We don’t believe so. There are common themes amongst highly successful individuals and how they deal with their day to day working lives. The good news for everyone else is that these habits are things anyone can do. So what are they?
Think About Your Next Move – constantly thinking about the skills you should be developing in order to succeed in your next role is a good start. It doesn’t mean ignoring your current responsibilities, but try to develop new skills and when you do achieve a promotion, see it as a stepping stone to your next career move. Constantly learn – about your company, the industry, and your general area of expertise. Ask questions and participate in formal learning and professional development opportunities by attending seminars, conferences and training. Successful people think about where their career is headed and what they need to do to get there.
Network – get to know your colleagues and superiors – both within and outside of your company and area of expertise. People who get ahead develop and foster networks throughout their careers. This is especially important if you want to achieve promotion within your own company. It’s pretty hard to achieve that if your boss doesn’t know you are or the value that you offer. Successful people aren’t intimidated to speak up in meetings, offer their opinion or contribute to ideas. Even if you don’t have an original idea, there might be an opportunity to support someone else’s idea or point of view, or ask an insightful question. Be careful not to limit your networks to superiors – successful people need a great team of people around them to succeed, so keep this in mind.
Get Stuff Done – understand what’s important and don’t say yes to everything. Ensure you know exactly what you need to be working on to succeed in your role. Understand that everyone works in different ways – figure out how you work best – do you need to get to the office an hour early to clear your inbox, do you need to ask for help, or schedule a day a week with no meetings? Successful people are results focused and productive – they know what needs to they be done and how they can best achieve it.
Be Professional – meet deadlines, answer emails, respond to telephone messages, show up on time to the office and to meetings, don’t participate in office gossip, dress well, and interact with others in a consistent and professional way. Successful people alwaysmaintain a high level of professionalism.
Take Advantage of Opportunities – put yourself out there and regularly volunteer to take on tasks that may not be part of your job description. Offer to lead a project or train a new team member. Successful people offer themselves for other opportunities. Don’t wait to be asked – just pitch in and get it done.
Be Proactive and Strategic – managers think about what needs to be done and make sure it gets done by engaging and supporting a broader team to achieve results. They also don’t (usually) complain about problems or inefficiencies – they identify the issue and suggest solutions. Being a strategic problem solver shows you understand the ‘big picture’ of the business. Successful people act proactively to ensure things get done and they work as part of (or leading) the team to make sure everybody succeeds.
Blow Your Own Trumpet – even if you do an amazing job, you should keep track of your achievements and successes and communicate them to people that matter. Nobody else will do that for you. Focus on results – it’s not just about how busy you are ticking off your day to day to-do list. Keep an ongoing record of achievements, savings, changes, accolades and recommendations so when the time comes you have it at hand.
There may also be politics involved in who gets promoted so understanding these unofficial rules is often crucial to long term success. Learning how power, communication and influence is managed within your company will help you thrive – and while these words can carry negative connotations – it is not necessarily the case.
Are you struggling to achieve the success you know you deserve? Would you like career advice to help maximise your experience and qualifications to give yourself a better chance at your dream job? If so, please see our Career Counselling Services for specific advice on how to get ahead in your career.
In today’s digital world, online is where many people will first meet you. They’ll form an opinion about you very quickly based on your digital profile and if you have a LinkedIn profile, that’s usually where people in business start. After seeing your photo and reading your headline, they will move onto your summary.
Your summary is probably THE most important part of your LinkedIn profile. Why? Because it’s one of the first things people read and if it doesn’t interest them they may choose not to read on and discover who you really are. Don’t just copy and paste the content from your Resume though. Instead, create a short, sharp summary of you – start from scratch and mention all the important points – and focus on the ones that matter most in helping you get to where you want to go.
Your LinkedIn profile is your opportunity to capture the reader’s attention and showcase who you are and why you’re good at what you do. Follow these tips to ensure your summary is compelling:
Work out who your target market is: Ask yourself who you want to read your profile and what you want them to think or do? Once you’ve identified this you can start to think about the content.
Identify your keywords: This task requires time and effort. Think about what skills you want to be known for but also consider job titles and location. Brainstorm ideas and then hone it down to the most important. Online job postings can help you understand how recruiters are describing the jobs that you are after. This is an important step in understanding what your keywords might need to be.
Decide how you want it to sound: It’s your profile so own it. Think of your LinkedIn profile like a cover letter – you would usually open with a first person statement which is how we recommend LinkedIn is written. Writing in the third person can create less impact with the reader, whereas writing in the first person often evokes a stronger connection. Your summary doesn’t need to be as formal as a Resume and it should showcase some of your personality. If you’re funny you can inject some humour, but unless you’re a stand-up comic keep it professional.
Break up the text: Online content needs to be easy to read so break it up – with bullet points, sub-headings and white space.
Include ‘proof’: Information that validates who you are and why you’re good at what you do. This could include accomplishments, recommendations, awards, accolades, and/or testimonials. Anything that authenticates your expertise.
Specify what you do best: We recommend including a sub-heading of ‘specialties’ or ‘areas of expertise’ – these are the things you do best and should provide the reader with a good sense of what you have to offer.
Include a call to action: LinkedIn includes an area for contact details, however it can be hard to find. Include a way for people to contact you – personal email and / or phone details work best – and invite them to make contact.
Write 2000 characters: The summary has a limit of 2,000 characters so take advantage of this space to showcase yourself. Don’t forget to follow all the previous tips – break up the text, include keywords and proof and make it sound like you.
Are you lacking a good quality LinkedIn profile summary that engages your audience and clearly articulates what you have to offer? If you would like assistance writing a professional, keyword optimised LinkedIn profile that highlights your strengths and achievements and sets you apart from your competitors, our Professional LinkedIn Writers can help! Please see our LinkedIn Profile Writing service.
The process of interviewing candidates has changed significantly in recent years. Where previously, you could have potentially predicted the types of questions you’d be asked and prepared by learning some great responses, this is no longer the case. Make these mistakes and it could cost you the job.