Whats the Story 5 Tips to Write Great Copy

Whats the Story 5 Tips to Write Great Copy Recruitment rocks!  It is an amazing industry that gives you the opportunity to better understand how people work, it helps hone your communication skills and is constantly evolving, so that you are constantly learning. My particular interest is in “Talent Attraction;” what attracts an applicant to apply, what makes them read on, what motivates them, what language do they speak and how do they want to be spoken to? Great recruiters excel at building relationships and developing trust through communication, by being authentic and honest. Good communication is critical to building meaningful relationships, it often starts with great copy! Back in 1996,   we lived and died by our small semi-display ads in the Evening Standard, and our weekly quarter, or half page in Drapers Record. Each and every advert counted and you earned your right to advertise, and as such you chose your words very carefully. The online advertising world has created a fairer, cheaper, more meritocratic way of attracting applicants, and a whole new industry based on social recruiting was born of out it, but it has also highlighted how poorly some recruiters communicate, how little they understand people and how lazy some of them are! Out of interest I did some research into how companies from across the world are engaging with their applicants, and I specifically looked into the quality of their recruitment advertising. I wasnt entirely surprised by what I found but it did make me think, why the hell are some of the worlds most innovative brands starting their job adverts with the following? “We have a great opportunity,” “We are a leading…” “This role…” “You will be ….” “You’ll have” etc, etc. Agencies more often than not start with “My client…” “This is a great chance…” “We are currently recruiting…” Worse still a great percentage started with no pre amble at all, and simply posted a job spec…yawn! Approximately 85% of job ads sat in these 3 categories. I am sure every recruiter has received copy writing training, but here is a potted version of what I have learnt in the last 20 years. 1. Storytelling is central to human existence: Fact Stories help us make sense of things. Data can persuade but it doesnt inspire. A job spec is factual but dry. You need to create a compelling story that fires up the imagination. Persuasion by story telling enables the individual to understand whether their personal goals and ideas are aligned with your corporate vision. You need to emotionally engage with your audience, hold their attention and utilise verbal cues to help them understand “Why?”    What inspires your business to do what it does, what is its purpose and why do you and the people around you feel so passionate about the brand? (Shout out to Simon Sinek) 2. Job specs and poor copy are white noise: Fact   To be frank if you are too lazy to write proper copy then you deserve to receive poor calibre applications. It takes a little effort to construct a believable story that will captivate the imagination of the audience but it is so worth while. You need transform information into meaning, something the candidate can connect with, something that shouts “THIS IS WORTH YOUR TIME!” Fact: Be authentic and honest Yes your copy needs compelling characters and relatable plots, but it also needs to be authentic and honest. Don’t lie, you will be busted!  Its not just a sales tool, its part of the need to educate and inspire the wider audience. Companies evolve, businesses change and you need to shape the perception and attitude of the brand for the external recruitment market. What words embody what you do and how do you wish to be perceived? Honesty and transparency are essential, a job ad can give the candidate a peek behind the curtain of mystery, that will enable them to see your organisation as work in progress. Don’t be afraid to share that work in progress. 3. Start a movement You can amplify your message through social media but first think about the story you want to tell. Its easy to build a following through story telling, but what is your story? Is it a hero’s journey? Used extensively in folk stories, a difficult journey, defined by overcoming risks and obstacles to achieve great heights. The journey continues and needs a new hero that can demonstrate courage, resourcefulness and an ability to overcome adversity. Your narrative is written to draw in the audience, allowing their imagination to cast themselves as the hero, or as part of a winning team, subsequently becoming part of the story. Alternatively, build your story around a core message that is central to your story. Use other stories and metaphors to explain what the companys purpose is, where is has been, what it has learnt and where it is likely to take them. With the benefit of hindsight and experience the company becomes an enabler of dreams. Or, can you demonstrate brand flexibility unrivalled by many. A predictable story that unexpectedly flounders and starts again. Energised and triumphant. A story of failure, going back, re-assessing, innovating and success, and not afraid of failure. All of these stories need a hero, a hero of yesterday, today and tomorrow. You need to make the candidate feel like they are the hero of the story. 4. Know your audience An advertising hack that could prove a useful tool when creating copy is to produce a “CANDIDATE PERSONA TEMPLATE” In order to know how to speak to your audience, you first need to know what language they speak. Using a template will help you understand what it is that you are looking for and help you decide on what language to use. Who are they? Where do they work? What do they want to achieve? What are their challenges and desires? What sort of characteristics and personality do they have ? Write a quote that describes them in one sentence. Once you have completed your persona template write your narrative with them in mind. 5. Dont be too busy to write good copy You do not save time by publishing poor copy, you are wasting time and you will never attract good candidates, its brand harming and pointless. Invest a little of time at the beginning of the hiring process to understand your audience and tailor your copy. Keep it open, honest and interesting and the quality of the applications you receive will improve, and you will start develop a talent brand. About the Author:  Abigail Klapp  is a Talent Acquisition Expert that works across industry sectors, arming employers with the language and tools of attraction to future proof their talent attraction model.

Finding Meaning Through Work

Finding Meaning Through Work While backpacking through Europe this past fall, one thing that really stood out (besides the delightful meals and fine wines of course) was this whole idea of greatness.   As a first time visitor I spent quite a while navigating through museums and monuments and was amazed at the grandiosity of not only the culture but of the individuals involved in creating it.   From Spanish architect Antoni Gaudi, whose work in the late 1880’s was so unique, that to this day, it appears to be ahead of its time to Anne Frank, whose museum in the Netherlands horrified me but also made me feel admiration, because at the end of it all she accomplished what she set out for from the beginning of her persecution- for her story to be heard. Later, while reflecting, I thought about what it takes to be great, to be all that you can be.   Two theorists, in particular, came to mind: Viktor Frankl and Abraham Maslow.   Frankl, founded Logotherapy, a branch of psychotherapy focused on meaning as the main driving force of humans.   Maslow alternatively, indicated that people are motivated by needs and that one must fulfill one need in order to move on to the next.   These needs, as per Maslow are: physiological needs, security needs, love needs, esteem needs and finally the need for self actualization. As privileged citizens of the western world most of us are fortunate enough to have our basic needs fulfilled.   Like many around me I have food, shelter, loving relationships and have accomplished something in one way or another.   So if Maslow’s theory proves to be true, most, like myself, are only seeking one thing.   And that thing is self actualization. Self actualization can be defined as one’s need to fulfill his or her maximum potential, or to be great.   One’s maximum potential is of course subjective and varies from person to person.   Yet, taking Frankl’s theory into account, since our main motivation for living is finding meaning in life, then once one has found such meaning, one will live their life to the fullest, i.e be self actualized.   As per Frankl, one way in which individuals can find meaning in life is by creating a work or doing a deed.   He does not mean work in the conventional sense that is routine for most of us, but work as in the kind that allows you to leave your mark behind.     This work may or may not be your job, but I believe that it is possible for it to be.   Frankl insisted that everybody has his or her own specific vocation in life and everybody must carry out a concrete assignment that demands fulfillment.     This specific vocation can be found anywhere and today, with the surplus of new job titles and unconventional specializations, it is more possible than ever to find it at work. You see, everybody deserves and everybody SHOULD live up to their full potential.   Whether you are a social worker who is genuinely driven by helping others, a business person whose innovations contribute to the betterment of the community or someone in the fashion industry whose creative eye inspires generations- your work can have meaning.   Furthermore, this meaning is not just limited to the work desk; it can transcend above and beyond to every aspect of your life. Maslow said: “A musician must make music, an artist must paint, a poet must write, if he is to be ultimately at peace with himself”. So I challenge you this, find out what it is you want to do, and do it.

How to Conduct a Group Interview - Algrim.co

How to Conduct a Group Interview - Algrim.co In this guide we’re going to go over the best ways to conduct a group interview. Group interviews are becoming more common, especially in the startup or technology industry. It is becoming more common in that industry in particular because of the surface of available jobs. There are more jobs than ever and more applicants than ever. With a relatively low bar for entry, meaning there aren’t exactly certification or license requirements for being able to be hired, it means there’s usually a large flood of applicants that Companies need to know how to handle. Group interviews help vet the best candidates not only for their skills, talents, communication, and presentation; but also for their fit within the companies employee chemistry. What Are Group Interviews? Group interviews are sessions in which a potential candidate is put into to better understand their fit with the role and the job requirements. In general, a group interview usually consists of a few parties that are involved. Those parties would be a hiring manager, someone in the HR department, a peer and a manager. This facilitates all of the levels of which that employee may interact with on a daily basis. And because of this, better helps a group of people consider the potential fit of a candidate. Group interviews and not where multiple candidates are all in the same room together and interviewed simultaneously by one hiring manager, that would technically be illegal and may have some drastic privacy concerns associated to it. How To Prepare For A Group Interview As A Company To best prepare for a group interview as a company you need to have a few prerequisite pieces of information. Firstly, you need to know who is going to be involved in the conducting of the interviews. Get those people together and inform them early that they will be interviewing a candidate. Additionally, as the hiring manager, make sure you are informing the candidate by email which employees they will be meeting with and which departments they belong to. You need to manage the expectations of the employee in order to ensure there is no friction or tension built before the interview sessions have begun. This also helps the interviewee better prepare for the interviews in advance. The next most important thing is that the group of employee’s who are conducting the interviews, need to get together to understand that candidates background, which job they are applying for and what the common goals of each interview will be. Meaning, you don’t want to repeat yourself in the interview process and then have a poor time being able to evaluate the fit of that candidate. Goals With A Group Interview As mentioned above, your goals of the interview are most important. We usually recommend that you sit down and each person understands which quality they are going to be asking and inquiring about. For example, the manager may be inquiring about goal setting, communication, and process. Then the peer may be asking questions more directly related to the day to day tasks, ensuring that they have a proper amount of experience inside of the job they are applying for. It’s important that you clearly set these goals with the employees who are conducting the interview. If you don’t do that in advance you risk not being able to evaluate the employee properly, not giving them the proper framework for being able to communicate with you, and you ultimately will have a very difficult time after the interviews are conducted. What Happens After The Group Interview After the group interview, usually the team will get together and discuss what qualities they were evaluating, to ensure that they all followed through on what they had planned before entering the group interview session, and then mark their scores (good and bad) against those goals. Usually, the combination of the review as a team concludes whether they will proceed with sending out an employment offer to the candidate or not. This is why the person in HR (the hiring manager) is part of this process because they can move the candidate forward or alternatively let the candidate know they are not moving forward. This session is called a retrospective and should be done as a team, without the candidate present, after each group interview session. Methods And Forms Of Group Interviews There are two methods and forms of group interviews. The most common one is when an interviewing candidate has multiple meetings, back to back, with the employees who are part of the process. This is the most common one so that there is clear chemistry between the interviewer and the interviewee. The second, less common one, is when there are multiple employees interviewing a single candidate at the same time. The reason this is less common is that it requires a much larger amount of planning in advance and in the interview, can be quite daunting for the candidate. You’d have to ensure that each employee has the ability to communicate an equal amount in the allotted time. And even then, you may miss some questions in the act that prevent you from getting a proper holistic evaluation. How Long Does A Group Interview Take If you are conducting group interviews with 4-5 employees, all in various interview sessions, you could expect the entire process to take around 4 hours. If you're choosing to have the interview be a combined session, meaning that all employees are apart of the same interview, let's say for a lunch interview â€" then it could take around one hour. Why Conduct A Group Interview Group interviews are really important because it gives you the best advantage of hiring the best talent. If you plan the sessions properly and manage the expectations of everyone involved, you truly have the best scenario for evaluating a candidate. Contrary to just a single interview, where if that employee was hired, they may not exactly fit in with the rest of the organization. Group interviews let people who will be working with that candidate give their early evaluation of the fit of the employee, making it much easier to transition them into the environment and start building towards successful executions and onboarding. Lets Recap Group Interviews To recap this guide on how to conduct a group interview. The things you’ll want to be sure of as a company is that you: Define who is going to be conducting the group interviews. Ensure all of the employees who are conducting the group interview have all the assets required to assess the employee (resume, portfolio, prior experience, etc.). Ensure all employee’s who are conducting the group interview have their qualities set that they are going to asking questions about (and that those qualities are different for each employee). Ensure the interviewee knows who are meeting with and which departments they are apart of, far in advance. Ensure the interview sessions are back to back for each employee conducting the interview. Evaluate as a group the future employee, after the sessions are over, and score what qualities you were questioning the interviewee on, to build a global score of “move the candidate forward or pass on the candidate. That should give you the best possible guide for being able to conduct these interviews well. If you are apart of a technology organization, these will feel pretty common to you. As more industries embrace what high-tech companies are doing both on the talent recruiting and HR front, you should be able to apply this to your company with relative ease. Be sure to consistently remind yourself that interviews are about communication. Not only you communicating with the potential employee but communicating with the team members as well. It’s vital that all expectations are managed so that the company can hire only the best talent and that collaboration can exist at an early stage.

7 Tips for Finding Time to Build Personal Brand - Personal Branding Blog - Stand Out In Your Career

7 Tips for Finding Time to Build Personal Brand - Personal Branding Blog - Stand Out In Your Career Time management is an often-overlooked key to personal branding success;  here are 7 strategies tips for finding the time to build your personal brand. A lack of time is no excuse for failing to invest in your future by building your personal brand. These days, everyone faces the universal challenge of too much to do and not enough time to do it! Nevertheless, in spite of the universal time crunch, more and more people are managing to build lasting personal brands and assuming an expert, go to reputation in their field.   This leads to the question, What are they doing different? Common strategies for personal branding success Examine the habits of those who are successfully building their personal brands, and youll find common strategies based on the following planning and action habits. Use them as a guide to crafting your own action plan for personal branding success:  Commit. The first step is to commit yourself to doing whatever it takes to build your personal brandstarting with finding the time. No matter how good or bad a writer or marketer you are, if you dont make finding the time a priority, your ambitions and dreams are unlikely to come true. Time management is what separates brands from intentions.  Evaluate. The next step is to evaluate how youre currently spending your time each day, both at the office and at home. Your goal is to identify under-utilized chunks of time that you can reallocate to your personal branding activities. Do this by identifying the times of the day or evening when you are most alert and productive. Evaluation also involves learning how much time it actually takes you to perform personal branding activities, like researching and writing articles or blog posts or preparing comments and guest posts for other blogs.  Schedule. Goals without schedules are likely to remain wishes. Success comes from making appointments with yourself, at specific times throughout the week, to address personal branding chores. Consistency is the key; your goal is to build the habit of working on personal branding every weekday from 11:30 AM to 12:00 noonor, whatever other time works for you, your co-workers, and your family. (The more theyre involved, the more they will support your efforts.)  Review. A little timeas few as 3 to 5 minutesspent reviewing your goals and progress every night before bed, and every morning upon rising, can multiply your productivity during your scheduled personal branding time. At night, review your accomplishments during the day and your goals for the next day. Upon rising, review your personal branding writing goals for the day. You may be surprised at the difference this makes.  Act. Failure to follow-up on commitments dooms your plans to failure. As many business planning experts have written, Plan your work, and work your plan! Success requires the discipline to take a long-range view of your personal brand building, even if it means occasionally writing when you dont feel like writing or putting aside an occasional outing. When you follow through on your commitment, youre not only moving forward on your current project, youre also building the habit of consistent actionwhich makes future actions easier and more productive.  Track. There are several ways you can track your personal branding success. The first metric involves a simple YES or NO, i.e., Did you take action on your personal brand during your scheduled time each day? A large calendar hanging on the walls of your office can play a big role in motivating you to take action during each scheduled session. Other metrics to pay attention to involve tracking how much you got done during each session. Finally, youll want to gauge the success of each article or blog post using appropriate metrics like page visits, comments, downloads, ReTweets, or e-mail sign-ups.  Improve. Personal branding success is a journey, a process that never ends. As a result, its important to track your progress even when theres no progress, because you missed a scheduled session or didnt accomplish what you wanted. By noting your setbacks as well as your successes, youll be able to take corrective action. As a result, over time, your success rate goes up! What are you waiting for? A strong personal brand isnt going to happen by itself. Youre the only one that can make it happen. (There are no fairy godmothers!) If youre going to build a strong personal brand, its going to happen through your actions. More important, the sooner you start, the greater your success will be. Success builds on success! Action builds on action, competence emerges through learning and practicingi.e., consistency and constantly improving the skills you pick up on the way. Take a few moments to reflect on what youre doing today to build your personal brand. Ask yourself, What else could I be doing, or should I be doing, to build my personal brand? Share your concerns, experiences, and questions about time management and building your personal brand as comments, below. Author: Roger C. Parker is an author, book coach, designer, consultant who works with authors, marketers, business professionals to achieve success with brand-building books practical marketing strategy. Visit Roger’s blog for more writing time management tips or to ask a question.

How to look after your mental health when job hunting

How to look after your mental health when job hunting With huge amounts of student debt, an increasingly competitive job market and the pressures of a 24/7 social media world, it’s no surprise that mental health issues among students and young people are on the rise. A 2015 NUS survey revealed that 78 per cent of students had experienced mental health problems in the past year, and the amount of students claiming special circumstances on exams for mental health reasons has also soared. For those already dealing with mental health issues, the prospect of finding that graduate job can seem daunting. Selling yourself on a job application, attending interviews and dealing with rejection is hard enough anyway, never mind when you’re tackling your own problems. But there are ways you can make it easier on yourself. If youre worried about your mental health and think its holding you back from making that big move into the job market, then read on: Switch off your phone Well, not literally, you’re still allowed to call mum. But one of the worst things you can do when hunting for a graduate job is compare yourself to others. Spending too much time on social media and obsessing over your friends’ Instagram-perfect lives has been proven to worsen mental health issues such as depression, so as hard as it is, avoid Facebook stalking as much as possible. And while LinkedIn may be a great tool for attracting potential employers, make sure you tailor the notifications to suit you the last thing you need is an email telling you to ‘Congratulate Hannah on her new job’ when you’re preparing for a nerve wracking interview. At the end of the day, it doesn’t matter if you don’t find employment straight away. Take a deep breath, don’t panic and remember to always go at your own pace. Find the right environment for you There’s no point in rushing into any old job if it isn’t right for you at worse, it could even increase your mental health issues if it leaves you feeling stressed, lonely and isolated. Spend some time researching jobs, companies and their employees to find an environment which is going to suit you. Glassdoor allows employees to leave reviews of their previous jobs and workplaces, helping you to get a good idea of how it will feel to work there. It’s not always possible, but try and find a workplace environment that is friendly, supportive and understanding, and don’t be afraid to say no to companies that don’t feel right for you no matter how much of a ‘big name’ they are. Focus on the positives If you’re not feeling the best about yourself, it can be hard to sit down and write about how amazing you are for a CV or cover letter. One thing you can try is writing down one positive thing about yourself every single day whether it’s your resilience, your compassion, or just the fact that you successfully made dinner without burning the house down. Collect them in a notepad or jar, and when you’re feeling down have a read through them all and remember just how brilliant and unique you are. Then try and channel that positive energy into a CV. Your employer isn’t going to care if you had to take six months out of university for health problems, they’re going to care about all the things you have done, so emphasise the good stuff and you’ll always impress. Try and calm those interview nerves Everyone gets nervous about interviews, and don’t ever think otherwise. Even the most confident and outgoing of people will get the pre-interview jitters, so remember that it’s completely normal to feel anxious. Everyone is different, so there’s no guaranteed solution for calming nerves, but try and not think of it as an interview but just as a conversation, because that’s really all it is. If you do your research beforehand and go in there feeling prepared, you’ve done as much as you can, so there’s no point stressing if you’re not able to answer every single question perfectly. The chances are, if you don’t get the job afterwards, then it wasn’t the right role for you anyway. How to tell your employer Firstly, whether you choose to tell your employer about your mental health problems is completely your choice, and you should never feel pressured either way. If you think telling your boss will be a positive thing, and will help them provide the support and understanding you need to fulfil your potential in the role, then by all means go for it. Unfortunately, stigma around mental health does still exist, but the situation has improved drastically in recent years, and research has shown that many employers are comfortable discussing mental health with an applicant. Just look at this boss’ brilliant response to his employee taking a ‘mental health day off’. Campaigns to make mental health support more accessible in the workplace are raising more awareness, so whatever you feel most comfortable with, know that there are growing support networks out there to help you with your decision. Know when you’re ready At the end of the day, only you will know when you’re ready to start work, or to take that big leap into a grad scheme. There can seem like a big post-graduation exodus as your fellow course mates quickly land their ‘dream roles’ but just know that whenever you’re ready, there will be plenty of opportunities waiting for you. No job should ever come before your health, so always remember to look after yourself first and foremost. Connect with Debut on Facebook, Twitter, and LinkedIn for more careers insights.

How to succeed with way less stress - Putting abundance to work - The Chief Happiness Officer Blog

How to succeed with way less stress - Putting abundance to work - The Chief Happiness Officer Blog In 2003, we decided to arrange our first business conference about Happines At Work. There were six of us working on it and none of us had ever arranged any conferences before. And we sure had our work cut out for us; we needed to find speakers, arrange a venue, get press attention, get a website, arrange catering, setup 15 workshops at the conference and, not least, sell a lot of tickets. This was in the early days of the company and the question was: Could a group of people with no experience working on a shoestring budget put together a great, successful, innovative conference on an untested theme for a critical business audience? Our basic approach to the whole project was ?Sure it?s impossible. Let?s do it anyway.??? We totally believed that we could do it. And here?s the fantastic thing: Everything just fell into place. We couldn?t believe our luck. We needed a website I ran into Niels Hartvig who makes the excellent web platform Umbraco, and he offered to host it for free. We needed a great design and Niels knew an amazingly talented designer who did it for free. We needed some press attention and just when I was about to call some journalists a woman walked up to my desk and said ?Hi, I?m a journalist, and I?d really like to do a story about you???. It went on and on like that everything we needed fell into place so easily, it almost got scary at one point. And this happened at least in part because we believed that it would be easy. Oh and when we had the conference it was a huge hit. People called it the best conference theyd ever been to! In this post, I want to talk about one of the most fundamental ways to happiness, which is to cultivate an abundance mentality. Some people argue, that businesses are only interested in those resources that are scarce. An abundant resource has no built-in economy it cant be bought or sold because its freely available to anyone. Air is a good example. Since business is at heart an economic venture, this means that business thinking is skewed towards scarcity from the outset and that which is abundant is ignored or downplayed. But this scarcity mentality has a serious drawback. If your world view is that all the things you need to grow and prosper are scarce, hard to come by and something you must fight for, then the world becomes a very hard place to live in. This world view means that we tend to meet others as enemies (or at the very least competitors). It means living in a constant state of worry that you might lose what you have, and not be able to get it back. It also means that every new project becomes a battle against the forces out there that want the same resources that you need to succeed. But maybe the world isnt like that. What if everything you need to succeed is abundantly available to you? What if you lived in a world that is more like a greenhouse with a nurturing environment for growth and less like an arid desert? What if people around you were actively trying to help you, not fighting you every step of the way? That is abundance mentality, and its a key to both peace of mind and a great tool for getting great results in the business world. Here are some examples of the difference between abundance and scarcity mindsets: Scarcity Abundance Its every man for himself We can work together I never have time I take time for the things that matter Mistakes are disasters I can recover and learn from mistakes Ideas are hard to come by and must be kept secret I can always have a great idea Our company is lacking Our company has everything it needs to succeed Look at all the resources we need Look at all the resources we have The market is full of threats The market is full of opportunities People are out to get me People are out to help me So which is it? Is the world a nice, soft, inviting, cuddly place, ready to boost you to success in whatever venture you choose? Or is it a cold, hard, dog-eat-dog competitive place, in which only the strongest and the toughest survive? Heres the truth: It is whatever you think it is. Your approach determines the truth. If you treat everyone around you like theyre out to get you, they most likely will be. If you go into a project treating it like a never-ending struggle for scarce resources that you must fight everyone else for, well guess what it probably will turn out that way. But if you trust people to be nice and help. If you yourself are nice and help others. If you trust that there is enough success to go around. If you believe that others dont need to fail in order for you to succeed. Then you will make that the truth. Theres nothing mystical or strange in this. Its simply a matter of other people reacting to your choices and actions. When you believe that the world is a nice place, youre open and relaxed which means youre more likely to notice and take advantage of any new contacts, lucky breaks or serendipitous events that come along. Youre also more fun to be around, which means that you meet more nice people and that people want to help you. Think about the things you truly need to succeed and be happy at work. Good relationships. Good ideas. Motivation. Support. Learning. Curiosity. A great network of cool people. None of these need to be scarce resources. Treat them as abundant, and they will be. Will it work every time and make everything you need magically appear? Of course not once in a while you will get burned, but so will the people who use scarcity as their mental model. And when you believe in abundance, at the very least you are more open, more positive, more relaxed and happier. And that aint too bad, is it? Whats your take? What do you believe about the business world? How have you applied an abundance mentality in your work? Write a comment, Id really like to know! Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Career Corner For College Grads How to Set Up an Informational Interview Step 2 - Hallie Crawford

Career Corner For College Grads How to Set Up an Informational Interview Step 2 Thinking that youd like to set up an informational interview in your chosen field? Good for you. An informational interview is not like a typical interview; in this case, there is no want ad to answer and no open position to fill. Its simply a way to make contact with someone who works at a company that interests you. Its a method of getting your name out there while learning more about careers in your industry. On Tuesday, we discussed Step 1 (How to get the informational interview ball rolling). Today were talking about Step 2. Step 2 Prepare in advance. The very first thing you should do before this or any type of interview is update your resume. Include all of those resume basics, like your career objective, college degree, computer proficiencies, and especially any experience you may already have, including unpaid internships, temp jobs and so forth. If you need extra help with this, I suggest hiring a professional resume writer. Leave it to the pros to brush up your resume for you. You can find resume writers I recommend here: https://www.halliecrawford.com/resources.html. Career Seeker Tips