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How To Be Or Not To Be Perfessional Online

How To Be Or Not To Be Perfessional Online by Mark Anthony Dyson

Last summer, I offered Beachside Rehab. Recently, I used the word “perfessional” in context to people sharing their sober status on LinkedIn.

It seems like it splits whether you should or shouldn’t. I err on caution only, as authenticity could be weaponized (and we often see that).

It’s freeing for many people but not for everyone. The peer pressure to do it doesn’t help either. I hope people are 100% if they choose either.

My take on “perfessional”:

personal

professional

confessional

First, I can’t help but say people use “perfessional” as a professional on LinkedIn. Misspellings happen, and we need spell checks at our fingertips.

But I digress.

I see posts where people are encouraging this new vulnerability as a way to build on their brand. There’s nothing wrong with it being a way to convey a person’s over-arching message in telling their story.

I’m only convinced telling your story is an employer attraction if it’s an employment story where someone’s skills or personal attributes are the catalysts. Resilience is necessary, but it’s also contextual. Employers need to see it through your story.

I understand why, for some, “perfessional” is essential:

It connects you to others in your network.
It attracts like-minded people to you for support and encouragement.
“Perfessional” breeds collaborations.
No one can copy your story, even if they copy what you’ve written.

Remote work has ushered in the need to convert your online network to your coworkers. Many people are comfortable with it, while it scares others.

Then again, someone’s “profession” has become someone’s trauma. Wow (What did I say?)!

by Mark Anthony Dyson

11 Items to Include On Your Pre Job Search Checklist

11 Items to Include On Your Pre Job Search Checklist by Mark Anthony Dyson

Job search usually evokes a wide range of emotions, from excitement to frustration. It may be hard to define where exactly to start. The complexity of the job search process requires an exact action plan and a considerable amount of time. According to CareerBuilder, job seekers will spend an average of 11 hours a week looking for work.

Whether you are looking for your first job, considering a significant career change, trying to find a better position, we want to guide you through this working tunnel step by step.

Therefore, we prepared our checklist of the fundamental steps:

Start with yourself. Aptitude diagnostics.

Research yourself first! Whether starting a career path or fed up with their routine job, it is essential to learn about their strengths and weaknesses. For sure, you have already imagined yourself in various positions, and all of them suit you perfectly well. However, guessing is not always enough. Therefore, it would be better to evaluate your competency via aptitude tests and get hard data to consider.

Find out where your dream job resides.

Now when you are sure about the position that might fit your talents, you need to define your target company type. Find companies searching for similar specialists. Identify their industry, size, location, and even culture.

Get acquainted with the job research engines, which are the most appropriate for a position of your type. Besides, check offers on the LinkedIn platform. It is advisable to monitor the situation for several weeks to spot the overall tendencies.

Consider remote options.

Considering the present situation, many people are adjusting to the new reality by shifting to remote working options. Give at a thought. Perhaps, this is what you’ve wanted.

Consideration of the remote options considerably multiplies your chances of finding your dream job. To be fully prepared, look through the apps and software used for remote working. Ask yourself if you feel comfortable about time trackers, video meetings, and funding a comfortable workspace for yourself.

Clean up your social media.

HR specialists and managers often pay considerable attention to the LinkedIn profiles of the candidates. Discrepancies between a resume and a profile may cause some confusion. Unfortunately, it may result in rejection at the early stages or additional questions in the interview. Try to eliminate all the matters with no value add.

Besides, quite often, recruiters search for the candidates on such platforms as LinkedIn, thus, make sure your profile looks as good as possible.

Find references.

A list of professional references may be rather beneficial for your job search. It is a good idea to prepare a documented list of your references beforehand. Take your time. Think about the relationship with your previous employers, colleagues, or even teachers and advisors. Make sure you select the best people to speak on your behalf.

Do people.

At one time, way back in 2016 (insert joke), according to Forbes and LinkedIn, between 70% and 85% of jobs are not posted online. It has been an ongoing argument for many years.

But the work is in the conversations you have with people in your industry, former coworkers, and layers of introductions (friend of a friend of a friend).

Try to contact headhunters and hiring managers to learn about possible openings and even generate some interviews.

Track your job applications and follow-up.

Proper organizing and managing your application process requires control and tracking. Don’t get lost in numerous opportunities, job descriptions, and application deadlines — have a separate spreadsheet containing all this information. Nowadays, there are multiple apps and software that can automate the process.

Set up some alerts to send follow-ups and thank you emails. Prepare some templates that would facilitate the process.

Salary negotiation preparation.

Be prepared for the salary question and be well-informed of your market value. Get a realistic view of the compensation scale concerning your field.

Besides, be prepared to discuss the options. Do not be afraid. A reasonable employer will not reject your applications just because of salary negotiation.

Get a feel for the company.

A well-prepared candidate who has a feel of the company is highly appreciated. Knowing more about the company makes you feel more comfortable.

Learn the specifics like goals, mission, policies, products, and culture. Check the company’s social media profiles and various feedbacks from reliable sources. Spending some more time for this time appears to be extremely efficient.

Make interview preparations.

There are a variety of studies show a very low percentage of applicants get job interviews. But this means to prepare, not expect the worse.

While waiting for hiring managers to call you back, keep adding more job interviews for your schedule. Make sure you will not be surprised by the interview offer and a job offer. Prepare answers for the most common interview questions and think about questions you would like to ask. In case you are not well familiar with the video interviews, make some test runs and rehearsals.

Remain patient.

Indeed reports the hiring process is taking 30 days or less. In several conversation, there are start-ups hiring faster than a week in a few cases. In addition to checking out the company thoroughly, some large companies offer an expectation of their hiring process. It’s always best to connect with employees of the company who recently hired to see how long it will take. Their timeline not always accurate, but it helps to get an idea.

Waiting too long may be frustrating, but you need to develop and maintain a positive attitude. The most proactive and positive candidates usually land the best jobs.

Summary

For many people, keeping an eye on new job opportunities is an essential part of professional development. Others face the need for job search due to career change or first employment. Despite the initial reason, the job search is complicated and tedious. Being prepared for each step will save you time and nerves.

by Mark Anthony Dyson

How to Make Shared Core Values Work for You?

Find Shared Core Values

Pointing out the generational differences in the workplace is now a stale conversation and no longer makes us the shining star. One of a few ways older job seekers can combat age discrimination and disrupt the hiring process is through relationships in the company and sharing common core values with the company itself.

In 2003, I worked for a small start-up where mostly everyone had families and marriages, but there was a high sense of integrity. I think that was why I made the cut as the questioning during the interview was to unveil my tolerance of a lack thereof.

It’s not that older workers are incapable of grasping tech, it’s the behavior– kicking and screaming about learning one more new thing. There is a place to meet in the middle where it’s possible the company inherently rewards behavior reflecting its core values.

Core values for most older workers manifest in their life and career

Employers can’t train personality or strong core values in employees. Although companies will emphasize the job skills gap, they want employees with the right soft skill set. One way for older workers to connect with employers is to display high core values. Employees are more invested in the company’s mission when they share core values.

These values for most older workers manifest in their life and career. At the company I worked for, the manager went out of his way to ensure we were clear about our customer’s expectation and how it should be reflected in the store first. It was drama-free, unlike the bigger company I had just left. If older workers find out if they mean something to an employer, it can serve as leverage to hire, especially if core values mean something to both.

An older worker has a tighter grasp on his or her core values. Younger workers focus on their hard skill sets while most older workers possess applied knowledge, skills, and an acute awareness of self. Core values change over time and may match the employers, and the fit may result in serious consideration. If an employee makes business decisions driven by shared values, then it works out perfect for both. Employees are more invested in the company’s mission when they share core values.

As an older worker, it is up to you to find common ground at every opportunity

Employers examine core values during the hiring process. Behavioral Assessments are used to pass candidates to the next round, usually to a person-to-person interview, but don’t measure core values. The common ground becomes evident when the candidate and the employer grow familiar with one another through the process.

Along with the other research you’re conducting on companies (you are researching companies, right?), research the company’s core values. Here are few things that should stand out if the company emphasizes their core values:

– Core values should be EASY to find

Zappos has a complete page of their core values. In fact, you’ll find several pages where they list their core values and how they affect Zappos culture. It seems core values drive the company’s mission to succeed and the employee is its most valuable catalyst for success

Do they provide training of their core values?

Zappos also spend three days of training during their onboarding training for new hires. The opportunity as a wiser and seasoned job seeker to share the company’s core values would solidify their worth to the company.

– Look for the company with core values in action

Press releases are a good way to find out if the company practices what they preach. If a company says, they embrace diversity and community, is it reflected in management and volunteer community? Surely there are pictures from the community they serve that proves this, right? Bank of America is another good example of stating what their core values are but also showing how it manifests throughout the company on their YouTube channel.

– Is the company’s leadership talking core values openly

OK, they have clear core values as a page on their website. Are the company’s President and C-Suite executives talking about them in their communication to employees? How about the press? Well, see what Sharon John, Build-A-Bear’s CEO says about her company’s core values and how talent alone isn’t everything.

– Are they responsive to questions about its core values

If a company says it’s a family, they should support employees who have families such as maternity and parent leave, right? While working for the start-up, it was apparent families came first. Not only were the questions about family answered in my interview, but also constant reinforcement occurred throughout my time there.

During this period my sons were in grade school, and when emergencies came up, there was never a problem leaving early. The company I left was also supportive of families, but what was different was the small family feel of the start-up. It wasn’t possible for a large corporation to replicate. You’ll need to discern how

Excellent skills are necessary but what will make an older job seeker fit in the company? Look beyond the desktop and start finding out what makes the company and its leadership motor run. You can often find it in the core values and how it aligns with yours.

This article was originally published on Career Pivot!