Advances and competition among social media, job search platforms and technology mean that methods and strategies change quickly. Here are a few to be aware of – adjust and adapt accordingly!
It’s easy to find a plethora of job openings posted online to submit applications for. What’s challenging is getting certain of those job opportunities to find you amongst a very competitive global pool of candidates. To resolve at least some of the challenges, here are 3 ways to help jobs and the recruiters posting them to find you:
- Enable LinkedIn to share with recruiters that you’re open to new opportunities. If you’re currently employed and don’t want to tip off your boss or colleagues that you’re seeking something new, LinkedIn has you covered by taking great measures to NOT show your current company that you’re open.
- Share your full profile with the job poster on LinkedIn when you’re taken off of LinkedIn to submit an application. This greatly increases your chance to be viewed by whoever posted the job opportunity. While you’re at it, you might as well send a brief InMail to the job poster and get their attention more expediently. Your message should basically read as a one-paragraph cover letter (don’t forget to attach a copy of your resume).
- Get and stay active in your local community. You never know who may be available to share pertinent information or even to hire you directly as a result of your contributions and hard work in a shared cause. Keep a few copies of your resume handy, and always behave professionally since you don’t know who’s who among the crowd initially. Get involved with something you genuinely care about, or else you’ll come off as just an opportunist.
One of the biggest demotivators any professional can experience in their career is a micromanaging boss. They’re highly stressful individuals who misrepresent their stress and anxiety as intensity and passion. They confuse distrust and insecurity with perfectionism and obsession with details. And more often than not they are very inexperienced and fearful of failure. Defying them can be detrimental to your own success, no matter how annoying and frustrating they are. Therefore it’s best to strategically outmaneuver them. Here are 5 ways to neutralize micromanagers:
- Establish Constant Communication. Micromanagers are often consumed with anxiety about what’s happening or what’s not happening. It’s best to keep them well informed so that their level of anxiety is kept to a minimum. Provide updates to them frequently and ask them loads of clarifying questions when they make requests or inquiries.
- Become a Master of Anticipation. It’s much better to anticipate requests than to be caught off-guard. Micromanagers tend to frequently change their minds about what they’re asking you for, repeatedly changing details of the requests as you progress through them. Do them and yourself a favor and anticipate any potential issues or change requests on the first ask. That way you can establish alternative deliverables ahead of time. Mastering anticipation may also earn you more of the micromanagers trust, which should result in them falling back a bit and allowing you some space to operate.
- Collect Evidence of Your Productivity. Using apps such as TOGGL you can track how you spend your time, broken down by project, task, and subtask. This can serve as proof that you’re highly productive without the constant peering over the shoulder. You could also volunteer to share your productivity reports weekly or even daily with your micromanaging spaz of a boss. This should help put them somewhat at ease and allow you a bit more breathing room for creativity and general independent thought.
- Be Direct and Confront the Issue Tactfully. When making a few compromises isn’t effective enough to neutralize the situation, then it’s time to take the direct approach of confronting the issue, tactfully of course. Let your boss know that you feel stifled and untrusted. Share with them again your work history and impact, dispelling the need for micromanaging you as a professional. If they’re not understanding of your position, and decide that it’s their way or the highway, then move on to number five below.
- Fire Them. That’s right, fire your micromanaging boss by resigning and moving on into a more suitable company culture. No experienced professional wants to be badgered or berated all day, especially for miscellaneous things. If you’ve proven your ability to be productive and successful, then you’ve earned some level of trust and independence. Don’t let your ingenuity and creativity be limited by the likes of micromanagers – just keep it moving in a positive way. Onward and upward.
The worst job I’ve ever had actually turned out to be great because it taught me some valuable lessons. I love to learn, although I prefer it not be the hard way. One of my missions in life is to empower career changers and military veterans with useful knowledge and information about careering. You don’t have to learn the hard way (if you haven’t already). Here are 3 great lessons from the worst job I’ve ever had:
- A Higher Salary does not mean an employer grants you greater responsibility or more trust. Instead, it can mean that an employer will demand more of your time and energy, outside of the norm, because they feel entitled. I learned this lesson especially during my Paternity Leave when my wife was about to deliver our second child. My work phone was called literally every day for non-emergencies, and I was penalized for not answering every beckoning call. Also, I went from being the senior site leader at my previous job with my own office and with great trust and respect from my higher ups to being a regional leader in title only, since I then became relegated to working at a desk in an open floor layout where I was micromanaged and treated more like an hourly administrative assistant. I’ll stop there with my venting, and get to the point: consider every aspect of compensation before accepting a job offer (i.e. workspace, paid time off, education benefits, freebies and discounts, etc.).
- If you’re promised things during the interview process, such as being able to work from home whenever it’s not essential to be at the corporate office, then be sure to GET IT IN WRITING before you sign and accept the job offer. Sometimes, very rarely, employers will use a “bait and switch” approach to getting you onboard. Whether intentional or not, this scenario points to a serious lack of integrity. When you’re hired, you’re expected to do exactly what you said you could do during the interviews. Empower yourself by expecting an employer to do exactly as they said also, and hold them accountable because you will surely be held accountable if you don’t deliver.
- Read company reviews online from legit sources like Glassdoor. If most of the reviews are negative, especially pertaining to overall company culture, and definitely when the negative reviews spring from multiple locations across the country, then you may want to just decline the offer and move on to something different. Working in a toxic company culture for an obviously negative organization is not worth the stress and headaches, regardless of the amount of money.
Octavia Conner is a profit acceleration specialist, accountant, business consultant, speaker and best-selling author of “Say YES To Profits: 3 Methods for Building the Profitable, Successful Business of Your Dreams”. She specializes in helping entrepreneurs who struggle with cash flow accelerate their revenue, plug money leaks and maximize business profits faster, smarter and consistently. Tune-in to hear about her journey to success and how her story and skills are relevant to your grind and growth.
Special Guest: Octavia “The Profit Maximizer” Conner
Productivity Tools Shared:
Brave City Military Maintenance Professionals (www.bravecity.co)
Kaya Mason, Founder of STEM Studio F/X, talks about being an Educator and Entrepreneur, and how STEM skills should be the foundation of young people’s preparation for their future career paths.Click-To-Listen. How the Internet of Things will explode by 2020 is also discussed.
Special Guest: Kaya Mason, Founder of STEM Studio F/X
Brave City Military Maintenance Professionals (www.bravecity.co)
(Lex Brown, Dr. Dionne Poulton, Sean Rainey & Sam Douglas)
This episode of “The Dr. Dionne Show” features a vibrant discussion about the unique skills and values that veterans and athletes have in common that make them “low risk hires” and invaluable workplace pillars. You will hear the impressive personal stories of Lex R. Brown II, a former athlete and veteran of the U.S. Air Force and Operation Iraqi Freedom, turned entrepreneur; Sam Douglas, former standout basketball player turned corporate executive and basketball coach; and Sean Rainey, who is a boys basketball coach, former athlete and a retired police detective with the New York City Police Department. Listeners, especially hiring managers and HR representatives will learn why “bias” is not necessarily a bad thing when making the decision to hire a veteran or athlete, especially when filling a leadership position.
Job-seeking military veterans are ultra-competitive candidates. They have proven track records and in-demand skill sets. Sometimes their value gets lost in translation, but here you’ll find some of the crystal clear benefits for recruiting and hiring them.
Currently, there are many commendable initiatives advocating for the hiring of military veterans. I greatly appreciate every organization and individual concerned with the interests of our country’s transitioning service members. However, as a military veteran myself, I’d like to turn the tables and focus on how hiring military veterans is a lucrative move for companies across every industry. Here are just five of the many amazing benefits of hiring veterans:
1. CAPABLE CHANGE AGENTS
Change can be challenging and is often met with resistance But there are people out there who know how to both embrace and implement change. Those people are often veterans. They are going to ask the tough questions, intent on truly understanding the coming changes so that they can be an active and impactful contributor to the overall transformation. They will also support the change leader(s)’s vision and they will help to communicate it to other team members. They will act with patience, as they have been through many changes throughout their time spent in a military uniform.
2. PEER-TO-PEER ACCOUNTABILITY
Military veterans are excellent at keeping themselves and those around them on track. Integrity, order, and discipline all play a factor here, which are some of the greatest attributes of veterans. As a current Operations Manager with over 50 employees I am responsible for, I find that high levels of peer-to-peer accountability coincide with high levels of morale. Not only will veterans be very vocal in identifying non-compliance, they will also offer support in correcting any issues…