Elevator Pitches Not Just for Elevators -

Elevator Pitches Not Just for Elevators -Youve probably heard of the elevator pitch, a speech you would make to someone about yourself if you happened to share a 20-30 second elevator ride with him. Most people never expect to find themselves in an elevator with the CEO, so they never bother to create this short sales pitch for themselves as a job candidate. However, doing so can be very helpful to you during your job search.SO TELL ME ABOUT YOURSELFMany hiring managers departure off interviews by saying, So, tell me a little about yourself. This moment is your time to shine, but if youre not prepared, this simple question can be fairly nerve-wracking. What does the other person want to know? Where you went to school? Where youre from? How many kids you have? If you dont prepare an answer ahead of time, you may end up providing the interviewer with a lot of information he doesnt need, while omitting things that would be helpful for him to know. Hint keep it professional and about you r career progression dont get sucked into the trap of talking about your personal life.HELLO MY NAME IS Your elevator pitch will depend on where you are in your career and where youre trying to go. Just like your resume, it needs to take into account the audience who will be hearing it. If youre introducing yourself to someone at a networking event, you should offer them a brief snapshot of who you are as a professional, today. For instance, Hi, my name is Joe Smith. Im a technology consultant who has spent most of my career designing Web sites and networks for private and public sector companies in the mid-Atlantic. Im currently looking for a role as an internal IT manager to cut down on my heavy travel schedule.IN THE INTERVIEWLets say the person on the other end of your pitch likes you enough to get you an interview with their buddy. When you get to the interview, the hiring manager asks you to tell him about yourself. You would then adjust your elevator speech to be more relevan t to an industry-specific audience. For instance, you might say, Hi, my name is Joe Smith. I started designing Web sites while I was working on my history major in college, and at about the time of my graduation I realized that the job market valued my IT skills more than my history degree. I went to work for a consulting company, and during the 15 years Ive been there, Ive done a little of everything from Web design to help desk support to network administration. Your IT manager lokalitt caught my eye because it would allow me to utilize a lot of the different skill sets Ive had to pick up during my years as a consultant.If youre stumped about where to start with your elevator speech, take a look at your resume and cover letter. Do they tell a story about where youve been and where you want to go? If not, they should. Need help telling your story? Talk to one of our academy certified resume writers today or visit our Web site to find out how we guarantee job search success.

The Best Executive Resumes According to Executive Recruiters - Jobscan Blog

The Best Executive Resumes According to Executive Recruiters - Jobscan BlogPosted on January 24, 2018November 20, 2018 by trb Krumrie Like any resume, executive resumes should quickly tell a candidates story.But for an executive resume to stand out, it also needs to quickly show leadership capabilities and how the candidate has solved problems throughout his or her career, says Mike Assaadof Robert Half Finance and Accounting staffing and recruitment agency in Chicago.In a resume for an executive standort, youll need added focus on how youve made a difference at previous employers and how you will help the organization youre applying with meet its objectives and grow, says Assaad. The best executive resumes show how youve solved problems, addressed challenges, and rallied teams.Your Executive BrandKurt Rakos, Partner with SkyWater Search Partners, a Minneapolis-based executive search firm, says simply listing results and achievements isnt nearly enough to grab the attention of a head hunter or the board of directors.The most compelling resumes we see are those that sell the executives personal brand, says Rakos. What do I mean by that? Great resumes paint a very clear picture of a highly desirable candidate. It highlights how the executive achieves their results, what motivates them, what their workplace values are, and how they see the future trajectory of their career.Executive LeadershipWhat stands out to executive recruiters and key decision makers is leadership ability, says HR Consultant B. Max Dubroff.Leadership stands out among all of the other criteria, says Dubroff. Executive candidates must prove they can formulate and communicate a vision that other people will own for themselves, ensuring future success. And the executive must prove he or she has the character and the guiding principles to set the tone and shape the culture for the organization.Problems, Actions, and ResultsWhen working with executives in the job search, Lee Skaalrud, Director, Exe cutive Leadership Search at Versique, a Twin Cities-based executive search and consulting firm, coaches executives to use the CAR model Challenge, Actions, and Results, focusing on capturing achievement-based stories from previous roles that meet what the next employer needs in an executive. Select two or three achievement-focused stories and develop corresponding, stout achievement statements for use in the body of the document.These achievement-based stories can also serve as a guide for the candidate during the interview l and lead to greater, in-depth discussion, says Skaalrud.A similar method to consider when writing executive resumes is the STAR method (situation, task, action, result).In either option, you can highlight obstacles youve helped companies overcome, specifying how you did this, and the end result, says Assaad. Quantify that end result when you can.Executive Resumes are Top HeavyJob seekers need to keep in mind hiring managers might spend as little as a few secon ds scanning resumes, placing added importance on whats at the top of the document, says Assaad. Executive resumes should also highlight functional and soft skills needed to succeed in the role. Proofread carefully attention to detail takes on even greater prominence in executive roles and make sure your resume can be read on any type of device. Save your document with a professional file name, and use a clear subject line when you email it.Focus on developing a resume that grabs readers attention from the start and always focus on the needs of the next employer, and how the executives achievements and skills relate/fit/match the need of the executive job opening. Having any unique skills that an employer covets will help executives stand out.If the position specification requires or emphasizes a specific knowledge, skill, or ability, make sure this is covered in the body or summary of the resume, says Skaalrud.With Jobscan, you can paste in your resume and the job description to see which of these specific skills are missing.??Executive Resume Length and PresentationThere is often debate on whether a resume should be one or two pages, or how far back an executive resume should go. 10 years? 20 years? Shorter?Rakos isnt concerned about that as much as other recruiters and knows exactly what he wants to see.I dont care if it goes back 15 or 30 years, says Rakos. I just want to see that the resume is promoting a highly competent, proven executive who knows what theyre best at, where they want to go, and what they really want to do next in their career.Whats the best way for an executive to do that? Get help writing it, says Rakos.The most compelling executive resumes were seeing are those that do a whole lot more than give us the laundry list of Objective-Experience-Education, says Rakos. Great resumes include that information, but they package it in a way that blows everyone else out of the water. It seems to me that, nine times out of ten, the resumes that r eally capture these facts about the executive have been professionally written by a marketing professional (or professional resume writer).Rakos elaborated I really cant emphasize this enough, he said. Successful executive recruiters can tell when an executive has made the investment in getting help. Theyve gotten help studying the employment landscape, refining their career goals, and branding themselves appropriately. They know themselves, including their strengths, weaknesses, long term goals and workplace preferences. If an executive is serious about their career, theyre going to be serious about investing in it by getting this kind of help. When I see that level of commitment and clarity, those are the resumes that just naturally fly up to the top of the list.Finallyremember, the resume doesnt get the job but it does help get an interview and facilitate the next step.Ultimately we want the resume to drive interest in a conversation to continue the process, says Skaalrud.Execut ive How-TosExecutive Job Search GuideHow to Showcase Executive Soft Skills on a ResumeHow to Write a Compelling Executive Resume SummaryHow Executives Find JobsMatt Krumrieis a professional resume writer, and owner ofResumesbymatt.com. He has 15 years of executive resume writing experience and specializes in helping talented professionals take the next step in their career.Facebook Commentswpdevar_comment_1 span,wpdevar_comment_1 iframewidth100% important

Partner QA with JobAdder - Spark Hire

Partner QA with JobAdder - Spark HireWere very excited to announce that a Spark Hire and JobAdder integration is coming soon Utilizing the upcoming integrated solution, JobAdder customers can reap the benefits of Spark Hires video interviewing solutions from within their applicant tracking system. Not only are we pumped to soon offer this integrated solution to our customers, but were also happy to be working with agreat gruppe of peopleled byBrett Iredale, CEO of JobAdder. To help our customers learn more about Spark Hires newest partner, we did a QA with Kaitlin Olson, Marketing Executive at JobAdder. EnjoyWhat is JobAdder?JobAdder is a comprehensive, cloud-based recruitment management platform. Were an easy-to-use platform that is used by over 800 companies daily.How did JobAdder get started?JobAdder started in 2007 in Sydney, Australia. Director, Brett Iredale, had years of experience in recruitment and recognized a need for a simple, easy-to-userecruitment solution. JobAdder the n launched in 2007 as a job board posting solution, and has since grown into a comprehensive recruitment management platform.Where is JobAdder located?JobAdders headquarters are located in Sydney, Australia. In early 2014, we expanded to the United States with the launch of our new office in Lower Downtown Denver.How many employees work at JobAdder?JobAdder currently has 15 employees in its Sydney office, and 13 employees in its Denver office.Who is the typical customer at JobAdder?JobAdder focuses primarily on Staffing Agencies. While Staffing Agencies are our main focus, JobAdder delivers a comprehensive platform suitable for recruitment professionals of all shapes and sizes.What is a great customer success story youd like to share?Aspect Personnel welches one of our clients that was recognized in both the SEEK Annual Recruitment Awards and the Recruitment International Awards. Theyve seen great success over years and JobAdder is proud to have them as a client.What are some produc ts and services you offer that your customers love most?All of JobAdder The simplicity, affordability and customization of JobAdder makes our product an excellent solution for recruiting professionals.If a potential customer wants to learn more about JobAdder, what should they do?A potential customer can learn more about JobAdder by requesting a demo online or by emailing our team at hello(at)jobadder.com. From there, one of our team members will guide you through a short demo. The JobAdder Blog also serves as a good resource for general company and product updates.What are JobAdders goals for 2015 and beyond?Our goal for 2015 is to continue our expansion in North America and Asia Pacific. In addition, users can expect even more product updates in 2015 as we continue to grow our development team.If youre interested in learning more aboutthe Spark Hire and JobAdder integration, contact us today

Spotting political calculus behind some acts of corporate charity

Spotting political calculus behind some acts of corporate charitySpotting political calculus behind some acts of corporate charityOver the past few years, I have teamed up with fellow economists Marianne Bertrande, Matilde Bombardini and Francesco Trebbi to look into one underappreciated way that businesses may attempt to influence politicians corporate philanthropy.We found that what we call politically linked charities get more money from corporate foundations in general. We also find that when politicians gain leverage on issues tied to a companys interests, charities in their districts get more gifts from that companys foundation. For example, a nonprofit is more than four times more likely to receive grants from a corporate foundation if a politician sits on its board.This means, in our view, that some corporate giving may influence members of Congress in both major political parties to a degree indirectly bending laws and regulations in ways that boost profits rather than serv e the publics interests.Political charityWhy would businesses rely on charitable donations rather than, say, campaign funds or lobbying efforts, to influence government? One big reason is that there are limits on campaign contributions, but effectively no limit on what corporations may give to charity.And it appears that corporate charity is deployed in ways that look a lot like influencing.Second, companies may support nonprofits that serve the voters of individual politicians districts thereby indirectly helping him or her get re-elected. For example, an investigation by The New York Times of former Democratic Rep. Joe Baca of California concluded that he used his family foundation and its generous giveaways to run something akin to a permanent political campaign. But much of the foundations largesse was funded by local companies and major corporations that have often turned to Mr. Bacas Washington office for help, not by his family.First, companies may give to politicians pet ch arities. For example, as detailed in a recent New York Times article highlighting our research, the foundations of ATT, ConAgra Foods, General Electric, Goldman Sachs, Medtronic, Merck, Monsanto, Nationwide Insurance, Principal Financial Group and Rockwell Collins all contributed to either the University of Northern Iowa or the Partnership for a Drug-Free Iowa. Perhaps not coincidentally, Republican Sen. Chuck Grassley is a trustee of one of these organizations and an honorary board member of the other.Then there is the stealth factor. Its relatively easy to look up how much investment management giant BlackRocks political action committee, or PAC, gave Rep. Carolyn Maloney, in the 2016 election cycle. According to the Center for Responsive Politics OpenSecrets database, the New York Democrat got US$10,000. Thats because federal law has required all such donations to be publicly disclosed since the 1970s.Its harder, however, to connect the dots between BlackRocks charitable giving t hat indirectly benefits Maloney and her colleagues who have New York Citys financial service businesses as their constituents.Striking patternsTo uncover potential links between corporate donations and legislative interests, we looked at the grants provided by the foundations of companies in the SP 500 and Fortune 500 lists that comprise many of Americas largest companies. Because these grants must by law be disclosed on tax returns, we could link most donations to specific nonprofits. That, in turn, meant we could pinpoint in which congressional districts the nonprofits were located.As the Grassley and Baca examples indicate, it is fair to say that corporate foundations are more likely to give to nonprofits tied to politicians if those lawmakers belong to committees that matter to the company.We also have also found that companies foundations give more to nonprofits in districts represented by politicians who also get campaign cash from those saatkorn enterprises. That suggests tha t corporate giving does double duty as a form of stealth campaign finance.What can be done about itCorporate charitable contributions totaled nearly $18 billion in 2014, the most recent year that we analyzed in our data. My colleagues and I estimated that 7 percent of them were politically motivated about $1.3 billion. At that level, the political donations delivered through charity may be as important as more easily observable channels of influence.For example, corporate PACs spent less than $500 million in 2014 while lobbying expenditures amounted to $3.3 billion.In light of our findings, we believe that corporate-funded activities of all kinds should require more disclosure, including the donations companies give to charity.This article was originally published on The Conversation. Read the original article.

How to Protect Yourself Against the Most Common LinkedIn Scams

How to Protect Yourself Against the Most Common LinkedIn ScamsHow to Protect Yourself Against the Most Common LinkedIn ScamsLinkedIn is one of the most popular professional online networks, and its users are sometimes targeted by online scammers. These scammers may send LinkedIn users schmelzglasles that appear to be from LinkedIn but are leid, either infecting your computer with malicious software or stealing your personal information. Common LinkedIn Scams and How to Avoid Them Below are a few common LinkedIn scams and tips for protecting yourself and your personal information. LinkedIn Scam 1 Fake Member Invitation One of the most common LinkedIn scams is a fake schmelzglas inviting you to connect with another LinkedIn member. The email will look very similar to an authentic LinkedIn email, and might even contain the LinkedIn logo. It may ask you to click on a link to visit your inbox now, or ask you to accept or ignore the invitation. If you click any of these links, the link will bring you to a compromised website that will download malicious software onto your computer. LinkedIn Scam 2 Fake Request for Your Personal Information This scam first occurred in 2012, when Russian hackers collected and leaked millions of LinkedIn users passwords. Scammers send you a fake email, pretending to be the LinkedIn administrative team. The email asks you to confirm your email address and/or password. It might even say that your LinkedIn account has been blocked due to inactivity. This email might contain a hyperlink that says something like click here to confirm your email address. If you click on this link, it will bring you to a compromised website that looks very similar to the LinkedIn site. The site will ask for your email and password. Scammers will then take this information and put you at risk for identity theft. This type of theft is known as phishing. LinkedIn Scam 3 Invitation From Scammer Its important to check out the people who invite you to connect wi th them on LinkedIn, as they could be fake profiles. If you dont know the person, check out their profile carefully. Warning signs include a very brief profile with a limited amount of company and job information. If you accept the invitation, the next message might be one with a link to a scam. LinkedIn Scam 4 Scam LinkedIn Message With this scam, someone on LinkedIn (typically someone with InMail, allowing them to contact with anyone on LinkedIn directly) sends you a message with a link to a scam or spam website. How to Spot LinkedIn Scams These LinkedIn scams can be tricky to spot because the emails typically look like authentic LinkedIn emails. However, there are several ways you can spot them 1. Look at the email address of the sender and avoid anything with a non-LinkedIn domain. 2. Hover over each hyperlink in the email to see the links URL. If the link is not to a LinkedIn webpage, you know its a scam. 3. If you are at all uncertain about the validity of the email, log i nto your LinkedIn account. If the email is real, you will have the same notice in your message folder in LinkedIn. 4. Any email asking for personal information beyond your email address is spam. If you ever forget the password for your LinkedIn account, you will receive an email asking you to enter (just) your email address, nothing more. Next, youll receive a link to reset your password. Any emails asking for additional email addresses, passwords, bank account numbers, etc., are spam. 5. Any email asking you to install software or open an email attachment is spam. 6. If an email contains bad spelling or grammar, it is likely a scam. 7. Finally, authentic LinkedIn emails have a security footer at the bottom of every email that says, This email was intended for YOUR NAME (CURRENT JOB, COMPANY). This footer is not a guarantee the email is not from a scammer, but if you do not see it, you should not click on any links. What to Do If You Are Scammed Heres what to do if you are the v ictim of any LinkedIn scams 1. Send the suspicious email to phishinglinkedin.com. 2. Delete the email from your account. 3. If you clicked any of the links in the email, run your antivirus and spyware software to find and remove any cookies or malicious software. 4. If you gave out personal information such as a password or bank account number to a scammer, make sure to reset your password and /or contact your bank.

8 Crippling Mistakes Job Seekers Make

8 Crippling Mistakes Job Seekers Make8 Crippling Mistakes Job Seekers MakeWhether wittingly or unwittingly, there are common and recurring mistakes job seekers make. These mistakes will either prolong your job search or derail it altogether. Dont let yourself fall prey to them.Not knowing your value. Your value is determined by two factors. First, what someone is willing to pay for the blend of skills and experience he or she needs and will use and second, the well-known economic principle of supply and demand. If there are many people who can deliver the same skills and experience, that drives the price you can command down. To best determine your value, research the going rate for the kind of work youre looking for and understand the job requirements. You can do this by talking to other professionals in that occupation or field, talking to recruiters and using online salary calculators. Figure this out early in the process, because your job search success depends on it. If you ask for too much or too little, youll eliminate yourself from the competition.Trying too hard. This reads as desperate. It looks like the used car salesman at a networking event, dealing out business cards like a poker game, or the slick intro that seems over-rehearsed and like bragging. Dont treat your job search like a sprint. This is your new life habit of building relationships and maintaining them. Your career is a marathon and nurturing these relationships ensures a fertile future. Negotiating salary too soon. When you attempt to negotiate during the interview, you are likely to eliminate yourself from the process altogether. Without a job offer in hand, it is unwise to attempt to reach mutually agreeable terms regarding salary, work locations, paid time off or any other element of the companys benefits. Wait until you hear the magic words We would like to offer you the job starting on X date and making $Y. This is your signal to begin negotiating.Not asking for help. Many try the job-searching thing all alone. They spend endless hours applying for jobs online, which not only gets tiring, but also has a lower weg of translating into a job offer. Worst of all, it gets depressing. Some people even keep their job search a secret from their families, thinking they wont understand or be supportive. Start asking for advice and insight from those you know will be most helpful. Additionally, carve time into your day to reconnect with past colleagues, attend job seeker networking groups or even alumni groups. The good news is that everyone today knows someone who has lost a job due to no fault of their own. They will be empathetic just give them a chance. Sending mass mailings. A mass email announcing your unfortunate layoff or asking to keep an eye out for a job opportunity will almost guarantee you wont get a response. Unless the message is specifically worded for the intended individual it is bound to get overlooked. The recipient may think someone else can help y ou better than he or she can or that you dont really need his or her help. Send your next message to an individual and then follow up. Personalize every bit of correspondence you send out.Taking the easy way out. Job searching is tougher than you imagine. Just submitting an application online and waiting for a response is easy. Taking the time, energy and risk to speak with someone inside the company is hard. This could also mean you need to take the time and energy to personalize every cover letter, rsum and thank you letter. To personalize each document, you need to research the company and individual and ensure your documents speak to the specific needs and wants of those receiving them. Always take the harder route.Riding out unemployment. Finding a job is going to take longer than you want, so it pays to start the search immediately upon your job ending. Approach each week with a sense of urgency and use the same discipline you used on the job to manage your time. The smartest time to consider relocation, a Plan B job or other options is on day one. Put them into play immediately by exploring and pursing opportunities that are a match for your plans. Its not my fault. It isnt anybodys fault that the economy is different today. Blaming others isnt going to fix the problem. The only one who can get you a job is you. So if you arent employed, it is your fault. For example, you should ask for an outside, objective review of your job search history, or have someone review your rsum and application against the job posting. You could also ask for help practicing common interview questions, or ask a third-party recruiter for feedback on your qualifications. There are a myriad of ways in which you can present your qualifications, millions of jobs to pursue and lets not forget, theres also the solopreneur option. Have you asked yourself what product or service you could sell easily and immediately? Amazing opportunities rise out of necessity. Decide today that you have the power and control to get a job and see what happens.Hannah Morgan is a speaker and author providing no-nonsense career advice she guides job seekers and helps them navigate todays treacherous job search terrain. Hannah shares information about the latest trends, such as reputation management, social networking strategies, and other effective search techniques on her blog, Career Sherpa.

SNR Denton movie unlikely to spawn sequel

SNR Denton movie unlikely to spawn sequelSNR Denton movie unlikely to spawn sequelThe leadership of HogLove II Electric Boogaloo (a/k/a the newly-joined SNR Denton, discussed by Vera yesterday here), got together and made a video, for some reason. PR FAIL? Im afraid so.The two new co-chairs and the two co-CEOs sit in an awkward circle and spout dialogue that combines industry jargon (integrated platforms, knowledge management, seamless client-focus) with the awful dialogue of a Match.com testimonialBest of all ... we like each other.Weve been so fortunate to find one another.Our partners are going to love SNR Denton.I think elite is really the right word there, Martin.Watch the whole video here. Or dont.-posted by brian