ERAN Gives You Emotional First Aid in Israel

ERAN Gives You Emotional First Aid in Israel 1 Speaking to a complete stranger can have an amazing therapeutic effect. Whether you're feeling depressed on your job search in Israel or just want someone to talk to, ERAN can help. To get the full story for you, I spoke with Candy Shinaar, ERAN's former Director of Resource Development, and Tal Perri, Director of ERAN's Jerusalem branch and a veteran of 30+ years with the organization. Free bonus: Download The Job Search Depression Report which contains insights and resources on how to manage if you're too depressed to look for work. What is ERAN? According to ERAN's official website:eval ERAN is Israel's only national phone and web hotline service for immediate anonymous and confidential emotional support, 24 hours a day, 365 days a year. It is our mission to “be there” for every Israeli citizen in need of emotional support. Anyone feeling worried, lonely, anxious, suicidal, or traumatized, can talk things over with a warm and sympathetic volunteer, professionally trained to help callers explore their own strengths and ways to deal with their personal crisis.eval Who is ERAN for? Candy Shinaar: Many people who call in with severe depression blame their lack of employment as one of the reasons they feel that way. We also have employed people call in because they are upset with their bosses or place of work too. About 3000 calls a year are presented as problems about work or lack of, but many thousands more are presented as a problem about low self esteem or depression and it comes out in the conversation that the person is also looking for work. The percentage of calls for the year 2006 received by people who weren't employed are: Hebrew hotline â€" 50% Russian hotline â€" 70% Arabic hotline â€" 55% (these percentages also include retirees and anyone who isn't employed by choice) Tal Perri: People come to us with many kinds of work-related problems such as: Unsuccessful job searches Financial problems Feelings of harassment from an authority figure Frustration from lack of promotion or from being passed-over for promotion Wondering why they have no friends at work Uncertain whether they should continue at their current workplace Sometimes people get an idea that a problem is their fault and just want to talk about it. That's what our volunteers are for. Who are ERAN's volunteers? Tal Perri: Anyone can try to volunteer via our website (Hebrew) or by calling 1201 extension 9 (in Israel only). The recruitment process is relatively long and all potential volunteers undergo a careful screening process before they're accepted and are trained. It should be noted that ERAN is a humanitarian service and not professional advice. We are here as much to listen as to help people. How does ERAN help you? ERAN volunteers can respond in English, Hebrew, Russian and Arabic. Depending on the language, you can contact ERAN by the official website, telephone (free from any phone), email, personal chat room or even ICQ. Something important to know is that if the lines are busy you shouldn't get frustrated, it's not symbolic and it could happen to anyone; please try again later. Tal Perri: One conversation is usually all it takes. Our volunteers are great listeners but may also make recommendations such as where to seek professional advice. Also, because volunteers are tied to specific branches they will often recognize any repeat callers, which makes it easier to continue the conversation (callers don't need to repeat themselves each time). You can also donate to ERAN Fielding tens of thousands of calls year round takes a small army of volunteers and support staff. If you'd like to help out, ERAN would appreciate your donation via their secure website. Other donation options: Direct Bank Transfer Bank Leumi, Jerusalem Branch # 915 Acct. Number: 575000/49 Personal Check by mail ERAN P.O.Box 7137 Netanya, Israel 42170 Free Bonus Download The Job Search Depression Report if you're getting depressed because you can't find a job. It contains: 15 Causes of Job Search Depression and How To Prevent It 13 Signs of Job Search Depression Unsure About The Signs? Take The Test 9 Ways To Deal With Job Search Depression Click the image below to get access to The Job Search Depression Report: JobMob Insiders can get this free bonus and other exclusive content in the JobMob Insider Bonuses area. Join now, it's free! Long job search?

How to Transition Into a New Industry - Classy Career Girl

How to Transition Into a New Industry Have you been doing the same work  for awhile now? Are you looking to transition to a  new industry but arent really sure where to start?  Here is what you need to know about job searching in a new industry. 7 Steps to Transition into a New Industry Faster than You Thought  Possible: Step 1: Believe It Will Happen Visualize yourself already in the dream career. What does it feel like? Do this morning and night. Create a vision journal and keep reminding yourself that you can and will make a move to your dream industry happen. Step 2: Get Clear On Your Transferable Skills Transferable skills are the talents a person gathers throughout their career and through other real life experiences which can be applied to a new job or a new career in a new industry. These talents might seem insignificant when a person is looking for new employment however, they’re often just what an  employer is looking for  in a new employee. The interpersonal, communication, and organizational skills a person obtains while undertaking volunteer work, playing a team sport, or completing a university degree might not be listed within a particular job description, but they are the essential elements to employment in the current labor market. Step 3: Surround Yourself with People in Your New Career Field Go to every networking event in the new industry youre interested in. Stop going to the events in your old or current industry you are trying to get out of. Listen to speakers and podcasts in the new field. Conduct informational interviews with everyone you can find that is in the new industry. [Related: 15 Questions to Ask During an Informational Interview] Step 4: Volunteer There are so many ways to get experience so you can make the move into a new career field. When I was switching career fields, I found the time (even though I was already busy with a job and school) to do my very best at an internship in a field I was super excited about. When you are excited about the work you are doing, you make the time. Mornings, evenings, weekends. Instead of thinking, there is no way I would have the time to volunteer. Think instead, how can I volunteer? How can I make it happen? How could this be possible to make the time to volunteer in a career field I am interested in? Once you decide and commit, the opportunities will come. You might have to do a little networking or online searching but when you offer to volunteer at a company, often a big YES is what you will receive, trust me. I just hired an apprentice at my company because she volunteered. I do not give up additional help from ambitious women who are so motivated by the mission of my company and what I do. So do the same, show the person in the new industry how excited and passionate you are to learn about what they do and HELP them as much as possible. You will quickly learn and pick up so many things just by volunteering. Step 5: Read Every Book You Can About That Industry A true expert needs to have both expertise (book learning) and experience (real-world practice). So if you don’t have a degree in the career field you want to transition to, no problem. Make your own degree program. Create a list of the most recommended books on your topic. Go on Amazon. Download them on your Kindle. Get them all sent to your house. Or order them all from the library. Have a stack of books about your new topic. This WILL inspire you and excite you. It will feel like a degree. So now instead of watching the latest episode of the bachelorette, you can look at your stack of books and your dream career degree program and I think you will make the better choice of learning more about your dream career. Step 6: Job Sculpt This involves looking for ways in which you can leverage your interests in your current job.  A good analogy here is if you think of a sculptor. They have a clump of clay and can add to it and take away from it. Think of your job description in the same way. You can make small adjustments here and there to adjust your alignment of your interests and the tasks that need to get done. This works best when you can identify win-win situations, where there is benefit to you but also where you can add value to your company. The goal for job sculpting is that your career interests are aligned with your team’s needs and what you need. So how does this work? Employees take the lead to navigate their own career and managers do their part to help and have really productive career conversations. So we are going to roll up our sleeves and talk about how you can job sculpt. Think about the aspects of your work that you love, even if they are hard, and then the other parts that you aren’t as satisfied with that maybe you have outgrown. Think about what is on your plate, and where can you make small adjustments. This is not about applying to a new job or project, this is really about small adjustments in your current  position. Step 7: Review Your Finances Pay Off Debt Yes, the dreaded money topic! So what does debt have to do with your career? Everything. Without debt controlling your life, you can make life and career decisions that really make you happy. You have nothing hanging over your head nor do you have student loan, credit card, or car loan bills piling up to pay. You have savings available for emergencies and you aren’t living paycheck to paycheck wondering if you will ever have the life and career you dreamed of. Not having to worry about debt allows your mind to open up so that you can really think about what makes you happy and what you really want to do with your life. That is exactly what happened to me when I decided to take a 50% pay cut. Just Take Baby Steps. Get closer. You might not land the job of your dreams in the industry of your dreams next week. But you may be able to land the “stepping stone” that will get you much, much closer. Slow and steady will win this race! Which step are you going to take? Share in the comments below!

What Exactly is a Social Recruiter

What Exactly is a Social Recruiter This week, we asked you what  exactly is a social recruiter? You got back to us saying that a social recruiter is someone thats generally engaged with social media, with a good understanding in the platform, using it to its full potential. Being a social recruiter isnt something you can project half-hearted. There has to be a depth and genuine interest  in the  updates. As Jacob Madsen said, Being a social recruiter is not something you just do mechanically, it has to be part of who you are, how you operate and how you think. Link Humans Jorgen Sundberg has responded to this topic on his blog, using the LinkedIn discussion as inspiration. Jorgen said, To have success in today’s world of recruiting, I would argue that you have to be a social recruiter. Jorgen also concluded that the role of the recruiter has shifted thanks to social media, now it’s the jobseekers turn to get more social.  You can view his thoughts on Jorgens blog now. Join our #UROpinion discussion every Monday on LinkedIn, where you can comment on our latest discussion now! Here are the responses from the LinkedIn discussion. Jacob Sten Madsen lead the conversation throughout. Madsen thoroughly outlined the signs of a social recruiter: Jacob Sten Madsen Strategic, operational corporate Talent Acquisition/recruitment professional. EMEA experience, multilingual My definition 1. You are yourself at least on Linkedin, FB and Twitter and make daily use (in respect to personal interest, involvement or in regard to professional usage) of these tools, and perhaps also on a range of other SM channels 2. You have a substantial part of your daily activity to follow, to engage and to contribute on these channels, with relevant content that has meaning for those it intended for, targeted at. 3. You have a deep understanding that we live in a world of sharing and caring and that any contributions may directly or indirectly have an impact, an impact that may be immediate or it may bear fruit further down the line. 4. You understand that in order to get interest and followers the content has to be more than mere basic, it has to convey why and how or at least give a reference to this. 5. Being a social recruiter is not something you just do mechanically, it has to be part of who you are, how you operate and how you think. Steve Ward Steve Ward: Award Winning Specialist Social Media, Content Digital Recruiter | CloudNine | Twitter: @CloudNineRec A Social Recruiter if we want to call it that, is something that has existed for many years before social media, but latterly has embraced social media as a method of being more entwined with their industry and potential audience. That doesnt mean searching for people on LinkedIn. Thats just recruitment. The Social Recruiter gives to its industry and contributes to its industry. It is a player within its industry, not a hanger-on. It is irresistible to its industry due to the strength of its reputation and candidate experience. Julie Scheurer Graff says she knows recruiters that arent even on the internet yet! Julie Scheurer Graff Social Media Content Marketing Strategist at Pole Position Marketing I dont think we can assume that all recruiters are on social media. You would think you would need to be, but I know recruiters who arent even on the Internet, or who have a bare bones website. Im not sure how that impacts their business. I would think it would be very hard to compete now without a social media/Internet presence. Jacob Sten Madsen Strategic, operational corporate Talent Acquisition/recruitment professional. EMEA experience, multilingual Julie, no we cannot assume, but any recruiter not on SM is a recruiter that is so behind the curve that they may just as well give up. Ethel Agelatou ?Voicing LinkedIn ® to Brands across Greece? LinkedIn ® Trainer | Career Branding Coach @Jacob, gladly, its just that the piece was written yesterday in Greek to be uploaded within the week, to the Careerbuilder Greece job site (as the editor of its Job-Search Consulting Journals). I dont know whether Google translate will be helpful on that Simon D. Nilsson Recruitment research Julie and Jacob, maybe they put up ads like these around town? http://bit.ly/1ox8lLp (this is a picture from the 80s which I think was actually ahead of the curve at the time though) Jacob Sten Madsen Strategic, operational corporate Talent Acquisition/recruitment professional. EMEA experience, multilingual Well Simon for one (and sadly never or very rarely seen today) they give a name and a picture of who handling roles, enabling and building a s o c i a l (or personal) connection. Problem we have with tools, channels and solutions that are so called social of today, is that they are in fact nothing of the sort!!!!! Time to get back to the roots of what social is and meant to be I think John Ortner finishes the discussion mentioning how as a recruiter to use LinkedIn effectively: John Ortner Global hospitality recruiter, supremely networked hotelier, apt observer of promising talent, thought leader! PhD, MBA As a linkedin connector since 2003, they are all great commentshowever the key things are about using Linkedin to connect with like-minded industry connections. The simple aspect of connecting with people, rather than systems is what Linkedin is about. I am first and foremost a hotelier, and we exercise the concept of hospitality on each and every engagement. Keep up the great work jorgen.we are all watching! On Google Plus, Shouvik Bhattacharya responded to the question with humour: What do you think is  a social recruiter? Let us know in the comments! We ask our #UROpinion Question every Monday on Twitter. Be sure to join us on LinkedIn, where you can comment on our latest discussion now! Question: What are your predictions for recruitment in 2015? Reply with #UROpinion now! https://t.co/8S4BHP5c8J pic.twitter.com/l4JfFSqryI â€" Undercover Recruiter (@UndercoverRec) December 29, 2014

Analyzing the Digital Footprint of Your Candidates

Analyzing the Digital Footprint of Your Candidates Sponsored by The Social Index. Unfortunately there is very little anyone can do to get rid of their digital footprint online. It includes the websites youve visited, the emails youve sent and the information youve submitted online. While you might recoil in horror at the thought that someone, somewhere can see what youve been up to online, there are times when this can actually go in your favour. Fiona McLean is a seasoned HR practitioner with experience from both the UK and Australia. She is also the founder of  The Social Index, a service that analyses the digital footprint of job applicants in a very transparent way. Have a listen to our chat below, keep reading for a summary and dont forget to subscribe to the Employer Branding Podcast. Why is analyzing a candidates social footprint important? From a company perspective, youre looking at a culture fit. Its the absolute goal in any recruitment process to find that candidate who fits your culture  because that person is very likely to be more productive, get on better with most of your team, and be able to work very well with clients, which drives revenue. The other side of that is, they have the potential for a long-term career. What you get with analyzing someones social footprint is another data set for  the interview. Youve got a CV, youve done a couple of interviews, but theres still an area of grey; how will they fit? What are they like? How will they respond to change? What sort of interests do they have? Will they fit with our client needs or our team and company culture? Thats where social medias fantastic. It gives you evidence of all of that. It does it in a way (and certainly with the platform weve designed) that protects someones privacy because we only look at whats in the public domain, but put it in context o f the workplace. How does analyzing a candidates footprint impact employer brand? Weve found there are searches on both the candidates side and the companys side. My concern is that theyre unstructured, and some companies are really struggling with how to find out more about a candidate thats relevant without opening themselves up to a whole range of discriminatory claims and biased decision-making because youre seeing maybe one or two comments out of context. Weve taken away that nervousness about what do you know about me? How can I trust that youve done a good and effective due diligence review of me? And the candidate is better prepared for that interview too because youve both got the same information. So, we manage the privacy elements. We manage the areas that are unrelated for work and we filter out things that just dont matter. If youre going to the beach every weekend and youre an accountant, thats really not going to matter too much to whether you could do your job Monday to Friday well. However, if youre in Australia and youre working for a surf compan y and you go to the beach every weekend, thats a very powerful connection to the culture of that organization so they may well filter that in. We also only do it once the interview process has started, and theres already been a relationship established. Cant HR  just run their own Google searches? One of the first a major pitfall of running your own Google search is that youve got to check that the person doing the search is actually skilled in understanding whats relevant for the role, that theyre going beyond page two of Google, and that theyre able to understand how to get through and understand a footprint. How does someones Facebook profile line up with their LinkedIn profile, and line up with their CV. Thats quite a complex role, which could be a  three to four day piece of research work if you do it properly. So, there are lots of risks in doing that. Then youve got someone looking at it through the lens of, Well, I might be in my twenties and Im looking at candidates in their forties. So, theres a life experience gap there. Or vice-versa. They may never have had any sales experience. So, theyre missing some of the nuances of a sales persons network or a sales persons extroverted style on social media, which isnt a massive plus in some roles where theyre doing a lot of client entertainment. But if the person reviewing them isnt seeing it through that lens, you could end up missing on a great candidate. And theres a lot of really great stuff deeper and wider once youve got consent to actually go further. So, I think the risks of doing a Google search are now much greater with the volume of data thats out there than a couple of years ago. What happens after I connect and verify my accounts? We take between 24 to 48 hours just to check all the announcers are working. We want to make sure someones getting the best interview at the end of it. Thats really a form of us verifying your identity to make sure were actually looking at you as the individual. So when we do a wider Google search we can say to you and a potential company, This is absolutely the right candidate, and this is the key assets and digital strength of their footprint. We can be assured that this is the right person for the role, and the right person were reviewing. Thats one of the challenges when you do a Google search. How do you know that this is actually the person youre looking at? We do a bit of analysis to make sure that its the right person. We can identify where there might be similar names and see other people onsite with both the candidate and the company. These are other people who look the  same but we can absolutely assure you theyre not in any way associated with the report were doing. And t hen after that, you get an infographic report that breaks down your digital footprint into where you spend your time on social media, your time that you post and when you post.  For a lot of communications, recruitment, and sales roles, youd be online nine to five. And thats a real plus. If youre an auditor or an accountant or a lawyer, potentially youre not online during those times. So, we tend to see different patterns of engagement. Then we look at your career timeline and really sort of start to celebrate and showcase where youve been active online in publishing, where youve been active in being promoted, where thats visible, language skills, international experience, wider interests. And really do a really strong showcasing of the skills that youre talking about online so that on one page, a candidate and a company can be really prepared for that interview and pick out the stuff that really matters rather than trying to read a three page CV. What happens when  you cant identify an individual online? It hasnt happened often but it does seem to be where weve had some mixed results on profiles. Those who have been under 35 generally have a fairly strong footprint on a number of platforms. Theyve grown up with it and are very comfortable with it. But those over 35, its very role dependent; what their industry and role has driven. It can be really driven by potentially some of the regulations in those industries and potentially just the style of the individual getting comfortable with those platforms. So, where we do the report, weve obviously already verified through the email link and a mobile number that its them. If they then dont have a footprint on any of those platforms, we can verify that both by them saying, Heres the link. I dont have an account. I dont have a profile on those pages. Thats fine. And second, we do a secondary search to make sure that there is any other publications that might be out there, any other links of people who might have liked a photo of them online can pop up as well. So, that can see the extent of where they might be present online, but its very much a limited outcome. I dont think thats necessarily a bad thing for some roles and some industries as some areas really do say you cant be online in certain platforms. But, increasingly, for senior executives to not have a footprint on at least one place, for example LinkedIn, is becoming problematic in terms of you being the face and representation of the brand of the organization. What is the general feeling of candidates being scrutinized on social? Its been positive. Theres been quite rightly questions around privacy. The biggest question we get is, I keep my activities online separate. So, for example, my LinkedIn is all for professional connections, Facebooks private. Then the next question is, Well, when you look at your Facebook network, are there any work colleagues on there? And they said, Of course. Im friends with my boss. Im friends with my team. We go out socially. And that happens across the major markets that Ive worked in and were working in now. What we find is people treat those connections differently, but they are a mix of work and professional. Once we show them that its an infographic report, where the datas put into context for whats needed in the workplace, that privacy issue goes away and we actually find them very engaged.  It actually becomes a really nice coaching tool for them to think about  and adapt to.  I dont have to worry about privacy because its captured in our third-party relationship between them and the organization. Why invest in a product that analyzes digital footprint? Your career is your biggest asset. It is the source of financial security. It gives you a sense of purpose. So, understanding how you present yourself gives you more choices, and  opportunity to connect with people. Theres fantastic research actually around how you build your network and having a wider network and creating new experiences. Its particularly important at this time as workplaces are changing. The more varied the network is, the more opportunity you have to navigate that really well. So, understanding that in the first instance is a fantastic way to start building and planning your career. Even if its only simply saying Im really comfortable where I am now and this is all I need to do. But for those who are also thinking I want to build a career that lets me retire when Im 42 or I want to go and be the CEO, you need to start thinking about that and actually understanding how you can do that. Without investment of an executive coach, or having to work in large corporates, this is a single tool that can help you do that. From a company side branch, it all comes to a lining an individuals reputation to your company brand. And when that works, its fantastic. Youll attract more people into your organization. Youve got motivated and engaged employees who are more productive. But you can also know that youve got the right fit to help that person realize some of those career aspirations as well. Find out more at TheSocialIndex.com  and follow Fiona Twitter @McLean_Fi.

10 productive career actions you can take over Christmas - Debut

10 productive career actions you can take over Christmas - Debut Were going to give it to you guys straight: your Christmas plans should primarily consist of gluttonous eating, spending time with actual human beings IRL and taking naps. However, if you happen to be so inclined, you could actually be productive over Christmas. Crazy thought, we know. Dont worry, were not expecting you to move heaven and earth this holiday season. These actions require minimal effort at most, but will have great impact on your career in the new year. Who doesnt love a head-start, after all? (Besides, it gives us a reason to do a Christmas GIF roundup at the same time. Winning. ??) 1. Buy your own personalised domain name Whats a domain name, you may ask? Well, a domain name is a human-readable web address (for example, ours is http://debut.careers). Even if youre not going to build your own website right this second, we highly recommend that you snap up a website URL with your name in it as quickly as possible. Trust us, those coveted .com addresses disappear quickly! You could use services such as GoDaddy or Hover  to do so, or if you use Squarespace a domain name will come free with purchase with any website design template. Hell yes to killing two birds with one stone. 2. Experiment with copywriting Writing about yourself in a way thats simultaneously complimentary yet humble is difficult. So much of the job application process involves writing: whether its your CV, your LinkedIn profile or your cover letter. Someone did once say you should write drunk and edit sober not that were promoting irresponsible drinking, but wed suggest doing this over a port or two to get the creative juices flowing. Put yourself in the reviewers shoes; what would stick out to you, and how would you want to be sold to? For a great example, check out this guys GENIUS application to become a copywriter at a childrens books publisher. Youll see what we mean. 3.  Build a spreadsheet of your professional contacts You never know wholl get you your next big opportunity. Take the time to consolidate all of the awesome acquaintances youve made this year and put them all in a big ol spreadsheet. Sort out their names, email addresses and other contact information, their social media handles and type up notes on your relationship with each individual and plan on how to improve those relationships next year. A normal Microsoft Excel spreadsheet will do, but if you want to kick it up a notch, we recommend Airtable for a spreadsheet on steroids. (You can even add attachments!) 4. Design your own business cards Sometimes, old school is the best school.  No more awkwardly trying to ask someone what their LinkedIn URL is, just hand them a slick looking card with all of your details and Bobs your uncle. We love Moo.com for this, but if youre feeling adventurous, you could even design yours from scratch using a free (and super easy to use) tool like Canva. Because calling cards are back in fashion, daaaaahling. 5. Round up a list of your top ten achievements of this year Usually when it gets to this point in the year, everyone starts going on about their plans for whats coming up next. Take this opportunity instead to jot down ten things you did this year that made you feel proud. Celebrating yourself may feel a little alien and awkward at first. But youve come so far and have done so much. Reflecting upon your success will build your personal confidence, plus, writing it down might give your experiences enough clarity to turn into those much needed networking conversation starters. Score. 6. Buy a journal and start formatting it for 2018 We hear that bullet journalling is all the rage these days. What better lazy winter day activity than taking a brand new, shiny notebook and laying it out for the new year? Start with a completely blank notebook, and add custom sections. We recommend a word of the day box, a gratitude box for the one thing youre thankful for that day, and a place to track your expenditure. Productivity, ahoy! 7. Send career thank-you cards Whether its your ex-boss at an internship you did in the summer, or a particularly helpful seminar tutor, now is the perfect time to send tokens of gratitude thatll endear you to them. Dont be ~general~ about it either. Keep messages short and sweet, but personal. Yeah, you could just send them emails, but wheres the fun in that? Snail mail is always refreshing to receive in this day and age. 8. Make a list of mini careers resolutions Resolutions are usually a big pile of garbage. There, we said it. Theyre usually way too lofty, not SMART (specific, measurable, assignable, realistic, time-specific) and put on a ton of pressure. Having said that, we believe in setting small career goals that you can hold yourself accountable to. Nothing too crazy but something like spending 20 minutes a day reading, or writing 500 words a day will teach you discipline and potentially, unlock new skills. 9. Take a deep breath and reply to all of the emails youve been ignoring this year You know you have to. Take the holiday season as your period of amnesty, and give your inbox a big ol cull. Youll feel all the better for it. 10. Write down your five-year career plan Whoa whoa whoa, dont freak out. This isnt meant to be a plan thats set in stone. Instead, write down all of the things you think you  want to achieve. Put it somewhere safe and hidden, and take a look at it in five years time. A bit like a time capsule! Hopefully one day youll unearth your five-year-plan and can see just how far youve come. A very happy Christmas and new year to you, Debutants hope its a secretly productive one! Connect with Debut on Facebook, Twitter, and LinkedIn for more careers insights.

7 Interview Follow-up mistakes that may cost you that dream job - Margaret Buj - Interview Coach

7 Interview Follow-up mistakes that may cost you that dream job You have given a lot of interviews lately and feel that you aced some of them as well. You are super confident that an offer letter would be rolled out to you anytime now. You just simply relax and wait for the Hiring Manager to contact you. But this might not be a very intelligent move from your end. You may have aced at your interview, but that alone doesn’t guarantee that the job is yours. There are a lot of important factors that one must keep in mind and how you follow up with the Hiring Manager is one of them. It is important to be careful about your action and the approach with which you follow up for that dream job. Many people don’t know this, but ideally one must follow up after: the introduction call sending the resume the interview Following this also needs tact. There is a proper way of following up with your Hiring Manager and if you get it right, then there’s nothing that will stop you from landing your dream job. Here is a list of eight follow up mistakes to avoid in future: Not sending the thank you note   Many people say that they forget to send the ‘thank you note’ to the Hiring Manager, but it is not actually their memory that stops them from sending it. Most of the times, job seekers are unable to figure out how to go about it. A simple note saying ‘thank you for considering me for the opportunity’ may look like a very simple gesture but is sure to make a great impression. Not proofreading the follow-up mail There is nothing that could be worse than an email with typos. Even a single typo mistake can jeopardize your chances of landing a job. It may give out an impression that may be you are too casual about things. Remember, that not all spell checks are perfect. Read your mails at least thrice before sending it and look for any typos or grammar mistakes carefully. Following up too much This is another mistake that candidates make. When writing a follow up mail, ask the Hiring Manager by when you can expect to get an answer. Once you get a reply with a tentative date, stick to it and don’t mail him/her before that date. Also, put a reminder on your phone for the date on which you need to follow up again so that you don’t forget to send the follow up mail. Behaving rudely with the Hiring Manager There are times when the Hiring Manager delays communicating the status of your candidature. You may feel what is taking so long for them to give you a proper answer. There may be incidents when they will take some time to even respond to your emails or phone calls. This doesn’t mean you behave rudely with him/her. Remember, that they have to deal with a lot of candidates on a daily basis and taking approvals from the top management isn’t easy as well. Adding the Hiring Manager on Social Media Sending out a request to connect to the Hiring Manager even if you send it on LinkedIn as soon as you are done with the interview is not a good idea. Sending a friend request on Facebook is an even grave mistake that people often make. This equals to intruding in one’s personal space. Talking about Salary You must avoid bringing up this discussion before getting the offer letter from the Hiring Manager. Your first priority should be to get an offer letter. Once you get it, you can negotiate over it. But bringing up salary discussion before even getting the offer letter seems too presumptuous. Not responding to the emails or calls You may have a few job offers in your hand, but that doesn’t mean that you start avoiding the recruiters and not respond to their emails or phone calls. Whatever you may decide, it is important that you present a clear picture to the Hiring Managers. You never know when you might run into the same Hiring Manager again in life. Take the process of job search as nothing short of a networking activity. Even if you may don’t get a job, ending things on amicable terms will always help you in the long run. About Megha Raizada Megha Raizada is a professional writer working with the premium job portal Naukrigulf.com. She has a keen interest in the global job market, but also loves to keep a track of everything interesting happening around the globe. When not writing or browsing the Internet, you will find her creating furniture out of used tires. You can reach her at Twitter and Google+.

Grown Up Gigs René Brookbank, Owner of Beach Beauty Bar and Founder of Love Recovery - When I Grow Up

Grown Up Gigs René Brookbank, Owner of Beach Beauty Bar and Founder of Love Recovery - When I Grow Up Yay!  René Brookbank  is my guest for Episode 24 of Grown Up Gigs! Michelle Ward Creative Career Coach WhenIGrowUpCoach.com Rene Brookbank Owner Founder BeachBeautyBar.com LoveandRecovery.com Have you ever been embarrassed by your creative, entrepreneurial, and/or superficial career dreams? René  Brookbank has. She started her career as an insurance adjuster, which led to being responsible for $120m in revenue leading the sales team for that company.  That led her to legal marketing, where she secretly went to beauty school at night. She struggled not only with wanting to be part of this shallow beauty business, but also being seen as less than by and not as successful as her highly educated colleagues. Thankfully, she realized that the spa she wanted to open was actually about connecting both to other women, and to the soul. It gave her the courage and confidence to open Beach Beauty Bar as a one-room spa down the road from where she lives in Huntington Beach, California. And wouldnt you know it, but Rene realized that When you say No to what  your heart doesnt want to do, youre saying YES to what your heart does() and the doors open up. Such a smartie, that one. Youre gonna love this chat with Rene, where we spent time on her how-she-got-here story plus: how she changed industries twice! why she decided to launch her passion project, Love Recovery, and what its allowing her to do how all of her skill sets and experience has led her to not only launch her dream business, but to have it double in space and have a whole team working for her how she aims to feel balanced in her life and career  this is the best answer to this question Ive ever heard! I cant wait for you to hear my chat with René  on Episode 24 of Grown Up Gigs right here! Show Notes: Find Beach Beauty Bar on the  web, Facebook, Twitter, Instagram, Yelp and in Huntington Beach, CA. Heres a pic of her adorable, wrapped car and info on the running team she started. Find Love Recovery on the  web, Instagram, Pinterest, Facebook and Twitter. Dont forget to check out the online shop! Spots for  Its Business Time are almost sold out! Check out our 6-month coaching, branding and design program here  . Pacific City Equinox This podcast is sponsored by branded.me, a platform for professionals to have a personal blog in minutes. Make sure you hit Subscribe so youll be first to know about Episode 25 on March 31st, featuring  Elaine Huang of Neon Owl.