Crash! Pick up Those Network Pieces

Crash Pick up Those Network PiecesCrash Pick up Those Network PiecesCrash Pick up Those Network PiecesWhen your industry is dealt a heavy blow like the recent Wall Street woes, networking takes a little creativity. Heres a short list of tips from job seekers and recruiters.Use your resources creativelyServices like Ladders are not only good to find job openings, they also provide tremendous insight into what potential employers are thinking and what kinds of skills they need, according to Estherbei, a member of Ladders who is using the service in conjunction with her networking skills to find a new job as a lawyer in financial services.I try to read between the lines and see what theyre really looking for, beyond the bullet lists of requirements, and analyze what that implies for the firm, Esther said. My approach is to create my own job by understanding what they really need, then showing them how I can add value.Use teamwork and generosityCreate a group of peers people you might e ven compete with for similar jobs and make a pact to help each other out, advised Jim Villwock, president of expense-management service IEM Group Inc. and author of the upcoming Whacked Again Secrets to Getting Back on the Executive Saddle. If you spot a job you like, tell the others, and get them to do the same. Who gets the job depends on chemistry and specific background, but pooling your information can expand your search capability 500 percent.Generosity toward others in your network is the key to making the network work. People are happy to help each other, but they dont like when you just call up looking for something, like its a one-way street, Villwock said. They dont like feeling taken advantage of.Use the soft approach in networkingHiring managers already feel pressure from the financial situation of their companies, so dont add to the pressure. I call them up and ask them how theyre doing, Esther said. I ask if theres anything I can do to help them, and sometimes they mention something, but mostly I think ahead of time what I can offer services, references, whatever. If theyre going on a trip to India, give them pages of tips on where to eat, what to do. It takes a lot of research, but whatever I have, I give. So far this time around Ive gotten three other people jobs. That extends my network even further, and those people will remember me.

What to do when coworkers start yelling in the office

What to do when coworkers start yelling in the officeWhat to do when coworkers start yelling in the officeThe sound of people yelling is biologically engineered to make us panic. More than any loud, disorienting sound, researchers have found that screaming human voices trigger fight-or-flight responses in our brains and make us feel scared.Thats why when someone you work with escalates a situation with yelling, it can feel alarming. What do you do? You may not be able to control your coworker or anfhrer temper tantrum, but you can control how you respond.Here are three tips on how to handle yelling in the officeDont yell backThe number one thing to do when yelling occurs is to not react with the same level of emotion and aggression. Yelling will only escalate the situation further and let it continue. If you hear yelling nearby, dont join in the screaming match. Your immediate goal should be to remove yourself from the situation.Recognize that nothing productive comes from yelling in the workplace. A 2012 study found that workers who dealt with verbally aggressive clients had a lower ability to recall the situation and understand the instructions.Understand why theyre yellingIts helpful to understand that when people yell, this emotional response is usually not about you. Its often a reaction to stress or pressure. Try not to take it personally. Instead, take a step back and understand why your colleague is yelling.Career coach Marie McIntyre told Monster that yelling often comes in three shapes in bosses. In the first type, the yeller is a highly emotional person who cannot control their impulses, and you may be able to ward off future meltdowns by recognizing triggers and proactively taking care of those small problems that tend to set the person off.In the second type of yeller, screaming is a gestalt of controlling others. For authoritarian figures, its how they manage the workplace with fear-based tactics. Asking many questions about whats setting these bo sses off can help these yellers know that youre working hard to resolve the problem.For the first two types of yellers, screaming is a form of discipline for the last category of yeller, its something they enjoy. This kind of yeller gets their kicks making people feel like dirt, according to Monster. Theres little that can be done there to stop them, the article states.Decide if it is worth addressingIs this a one-time flare-up or is this worker known for constantly losing their cool? If its the former, it may be best to dismiss the yelling as a one-off unfortunate response and get back to work. But if the yelling is impacting the ability to do your work, then you may want to address the situation directly by talking to the yeller or telling your manager or human resources about it.But what do you do if the screamer is your boss?Ask a Managers Alison Green is firm employees should leave if their boss is a chronic yeller because yelling creates an abusive work environment. In her U.S . News column, she advises employees with yelling bosses to first attempt to address the situation before escalating it to human resources.Green advises employees to tell the boss that, I really have trouble hearing your feedback when you yell at me. I definitely want constructive criticism, but its hard for me to take it in when youre yelling.In the long-run, people who are forced to deal with yelling at their workplaces are advised by experts to jump ship and find a calmer environment.

The Truth About Ageism They Dont Want To Tell You

The Truth About Ageism They Dont Want To Tell YouThe Truth About Ageism They Dont Want To Tell YouI dont even get call backs for interviews and I am positive my resume, education, and experience all match what the job description is asking for even providing more, just not too much more. Is it just coming down to my age?The short answer is yes. It could just be your age. Age discrimination is everywhere. But its not a boogeyman. Its not a deep, dark force hiding around every corner. Its not something to fear that thinking will keep you exactly where you are right now. Ageism is a reality. And the solution to ageism is also something right here in the grip of your reality. You already have the solution to your own dicke bretter bohren mssen.The solution is YOU. Its not the Internet. Its not more email alerts. Its not more automation. Its not better matches with ATS systems. All of those things are outside of you. You are more powerful than you think. You are more capable than you th ink. You are the expert all of that comes from within you. You control it, so concentrate there.Take A Pre-Emptive StrikeThe jobseekers original question starts off with, I dont even get call backs. Thats the very first place we want to examine. Youre waiting for the people to call you. Why dont you instead take control of what you can control, and reach out to them? Doing so is in your own best interest. If you want to get in front of a real human being, BE a real human being. Forget about asking the Internet how to avoid getting sucked into the resume black hole online, and redirect that saatkorn level of energy instead of making human-to-human contact every single time.That contact is not just contacting the person who posted the job and saying, Yes, I see that youre looking for a Product Manager and I have 18 years of experience doing that. Is there someone in your company I should talk to?That approach is an all-about-me conversation. You already know all of your fabulousness. Your job in landing the job you want, however, is to find out what makes that company and more specifically, the relevant hiring manager tick.Go From Cattle Call To Consultant1,000 people blast out their resumes every day for the jobs you want and they, like you right now, dont get anywhere. But do consultants do that? Real consultants? Nope. Consultants know what their fabulous expertise is, and to whom they need to present it. When you apply that thinking here, it means not pursuing every blessed role you see advertised on line, believing you can adjust into almost anything.Consultants think and research. Ask yourself why the employer would need a person in this lokalitt in the 1st place. Then research what could be behind the job ad, gain an understanding of what the company is looking to do right now, as well as the problems they may face in trying to achieve that, and then make your approach. Use your expertise to be able to float a theory or issue a recommendation thats e xactly what those other 999 people are NOT going to bother to do.Hello? Hello? Its The Employer CallingWhen you look to hire someone, say, to do work on your home or property, how do you make the decision. Sure, 4 companies came in to give you a price on your new hardwood flooring. But 1 of them pointed out that to take care of the noticeable dip in the floor in 1 area, what really needs to happen is That person just took care of a problem. All the other 3 did was show you a price. They didnt care about your problem. They didnt ask you a question. They just wrote down a number. The numbers may differ slightly or even moderately, but theyre still just numbers.To be the one who gets a call back, stop just being a number. That number may be age. It may be (too many) years of experience. It may be (a too high) expected salary. It may be a rating on a scale of 1 to 10 on how well you answered their questions. When you are a number, youll just be compared to the other numbers.You are so m uch more powerful than the people who sit there like bumps on a log, answering the stock question of, So, whats your greatest weakness? If youre asked that question, answer it concisely. Then, at the end of each answer, pose a question of your own that steers the conversation towards uncovering the information behind the ad.Apply that consulting thought process. Ask why the position is coming open right now. The interviewer says they need to fill the Product Manager role because this is the 3rd time theyve gone back to develop this product, and its been over-budget and late. Your response is to tell a story about how you set up the product management framework in your last employers organization, which made all the difference in standardizing processes, instituting accountability, and promoting transparency so everybody knew what they were supposed to do and when. Thats how you were able to get the last 6 products to market on time and to the delight of your target audience. Therefo re, perhaps what would benefit the hiring manager is someone who can hit the ground running and quickly establish the necessary product management framework, so this time, the product launches in the time frame they need.You absolutely can learn to sell yourself the right way, using exact language to immediately stand out from your competition. Find out more in, Ageless Resume Secrets For The Age 50+ Jobhunter. The ageism problem is absolutely 100% solvable. You just need to know how to do it the right way.