Getting a Job When You Dont Have the Exact Qualifications

Getting a Job When You Dont Have the Exact QualificationsGetting a Job When You Dont Have the Exact QualificationsJob descriptions seem to get longer each year. One frustrating thing for job seekers is that these lengthy requirements make it nearly impossible to demonstrate a perfect match. Debra Feldman, an executive talent agent known as JobWhiz, says, Traditional job searching methods such as submitting rsums online, responding to advertisements, filing an application or blasting rsums to recruiters do not reliably generate responses from employers, even for those who satisfy advertised position requirements.Feldman acknowledges how much of a challenge it is for those who do not match stated expectations for jobs to land opportunities. However, it would be a mistake to give up hope. She says For this group, the best approach is to focus on a go-to market strategy emphasizing one-on-one direct networking.Feldman further explains Connecting with individuals, developing trust and hav ing a mutually beneficial relationship is the key to getting traction and increasing job search momentum. The most effective network contacts to obtain a potential position are the hiring decision maker or someone the hiring authority knows and whose recommendation they will trust.How can you successfully overcome the harte nuss of not being perfectly qualified to land a job? Avoid online application routes and Network Purposefully. Keep these tips from the JobWhiz in mind to overcome roadblocks1. Avoid online job applications and anything smacking of a mass approach. Instead, work to create meaningful contacts in targeted niches. Feldman says the most effective networking is characterized by connecting with a hiring decision maker who can appreciate your potential. Youll need to create a message that will resonate with their expectations, pique their interest, cultivate their trust and simultaneously demonstrate your exceptional talents, background and abilities. If that sounds lik e a challenge, it can be. Your goal is to focus on the employers needs. Show how you can do the job better than all competitors, Feldman explains. Politely follow up after the initial connection to stay on the hiring authoritys radar screen as their single best prospect with the most serious interest.2. Seek direct contacts. Scheduling an appointment with the hiring authority must be top priority. The hiring authority must be motivated to set time aside to meet you. To encourage their participation, its the candidates job to show the hiring authority whats in it for them. Be sure your request is not needy, disorganized, overly persistent or selfish in any way. Make an effort to be 100 percent reliable, likable, trustworthy and credible. You have already proven through your initial inquiry or via an introduction from a mutual connection that you have something of value to offer. Keep in mind that your goal is to make sure the hiring authority knows what is in it for them. Curiosity w orks in the candidates favor. Your presentation of credentials should include quantifiable data (e.g. savings or improvements), success stories, showing how your knowledge, skills, talents and experience applies to them and their needs.3. Come recommended. Keep in mind, when a candidate comes recommended by a mutual contact, that job seeker already has one foot in the door to earning the hiring decision makers ear, trust and admiration. The likelihood of the meeting happening and going well is even stronger. People prefer to relate to a friend of a friend over a stranger. Focus on establishing and growing connections to people (affiliated with functions, industries, etc.,) Do not count human resources as a source of leads contact unless your career is HR-related.Miriam Salpeter is a job search and social media consultant, career coach, author, speaker, resume writer, and owner of Keppie Careers. She is author of Social Networking for Career Success and 100 Conversations for Career S uccess. Miriam teaches job seekers and entrepreneurs how to incorporate social media tools along with traditional strategies to reach their goals.

Banning Email might not be a Good Idea

Banning Email might not be a Good Idea Banning Email might not be a Good Idea Key findings of the study showed that 84 percent of executives, 83 percent of middle managers, and 77 percent of employees polled in the survey state that schmelzglas is a necessary communications tool and allows them to be more effective in their jobs. Just 8 percent of executives, 15 percent of middle managers, and 11 percent of employees felt that limiting email during normal operating hours would be very effective as saving time and boosting performance. Only 11 percent of executives, 20 percent of middle managers, and 13 percent of employees said limiting email outside of normal operating hours would be very effective. A meager 3 percent of executives, 12 percent of middle managers, and 7 percent of employees said eliminating email outside normal operating hours would be very effective.Weve seen companies around the world experimenting with email black-outs or time-outs, said David Grossman, communic ation expert, author, founder and CEO, The Grossman Group. However, our research reveals thats not the most effective approach. We know employees are overloaded by their inboxes and its causing them stress, yet our research shows its email misbehaviors that need to be addressed.While email interruption is desired by only a small minority of employees, they do want policies that pare down the volume of irrelevant internal emails received. Over 60 percent of executives and 55 percent of middle managers said that such policies would be very effective at increasing productivity.

How to Deal with Career Jealousy Productively  The Muse

How to Deal with Career Jealousy Productively The MuseHow to Deal with Career Jealousy Productively - The MuseJealousy gets the best of everyone from time to time. Were all guilty of feeling a twinge of resentment when anotzu sich colleague is publicly praised or asked to take on that brand new project we wanted. However, theres a point when healthy competition turns into an unhealthy obsession- and it only ends up hurting you. So, instead of sitting there green with envy over a co-worker whos more successful, utilize these three strategies to harness that energy and further your own career. (Because no one ever got ahead by sitting around and resenting co-workers.)1. Ask for PointersInstead of looking at a successful co-worker as an adversary, look to him or her as a very available mentor who you can hit up for advice. Asking for pointers accomplishes two things You learn some of the tips and tricks that are pushing your colleague ahead- and you give this person a nice little ego bo ost thatll probably make him or her like you more. So, for example, instead of getting jealous when your co-workers praised for his impeccable presentation skills yet again, walk on over to his desk and ask for a few pointers for how you can do the same. All of a sudden youve gone from enemies to collaborators. 2. Focus on Your StrengthsI once had a colleague who was a much better writer than me, to the point where I couldnt help obsessing over the fact that anything I wrote could be written 10 times better by her. Then one day, she mentioned how jealous she was of my networking skills and wished she could be as good at building relationships. Suddenly, she was no longer this invincible superhuman, she was simply a person trying to better herself, too.While I certainly dont recommend purposefully searching for the flaws of others, its important to recognize your own strengths and what you bring to the table. In my case, focusing so much on the abilities I didnt have meant that I als o wasnt spending time considering how much I had to offer. At the very least, take a couple minutes to write down your top three strengths, and focus on using those skills as you work your way up the ladder.3. Keep Your Feelings to YourselfSometimes its necessary to get things off your chest. But talking with other colleagues about your feelings (even if theyre close confidantes) says more about you than whoever youre gossiping about.Unless another persons success is to the detriment of the kollektiv (which isnt the case 99.9% of the time), keep your thoughts to yourself in the office. If you want to gab about your feelings with your mom or your BFF, thats one thing (venting to the appropriate people is OK). But bringing up issues with other co-workers not only affects team dynamics, but it also changes how others see and treat you. Rarely does someone get praised by others for talking behind their co-workers backs. If you take one thing away from this, let it be this Successful co- workers are a blessing in disguise, as long as you know how to work the situation to your advantage.