Jobseekers Archives - Page 21 of 33 - The Voice of Job Seekers

Book Review: Who Says Its A Man’s World by Emily Bennington

Emily Bennington is the author of, Who Says It’s A Man’s World: The Girl’s Guide to Corporate Domination is the second book that I am reviewing that is not solely focused on job search advice and tips. In December, I outlined key points from the Leigh Branham’s book, The 7 Hidden Reasons Employees Leave, that job seekers should apply to their job search. I will make the same case as well, but first address why should job seekers read a career book among the other industry related material in preparing for the next opportunity.

To answer a common question, yes, I read the book in its entirety.

I also read through the reviews of Emily Bennington’s last book, Effective Immediately: How to Fit In, Stand Out, and Move Up in Your First Real Job. Most of the positive reviews mentioned how practical the book was acting as a guide for new graduates. Even seasoned professionals commented how the advice was so practical and precise.

As an educator, I appreciate the practitioner approach, witty, mildly caustic, and affable, with an educator’s heart in her latest offering. That makes a book an easily digestible read for me, not one inundated with statistics and learning theories.

The first chapter in Emily Bennington’s book recommends that you outline three points from each of the five sections of the book. In addition, she created some practical worksheets for the readers to use and organize thoughts (I am also ignoring that the women focus advice is as practical for us men folk). I wish more career publications would incorporate this strategy (Emily, please don’t change).

To pontificate on my random statement, no, I did not study this book. I suggest that the job seeker who desires to optimize the wisdom from these lessons is to read through it twice, absorbing a few points per section.

Out of the many reasons job seekers must embrace “…Man’s World,” I am offering five reasons this would aid all job seekers, particularly women:

Self-awareness

Bennington empathizes with the unload of the unexpected work and offers several strategies to help manage stress and expectations. As mentioned before, there are exercises to help the employee envision the type of pace and culture he or she desires. This mindset is useful for the current unemployed job seeker to manage his or her expectations of a future employer. Bennington’s suggestion is for you to control of every phase possible from the beginning.

Social skills

Bennington tackles commonly sticky subjects such as, appropriately dressing, office banter, and managing your manager in a way that is easier to swallow than most authors would. If anything she suggests that you walk in the other person’s shoes as part of a strategy that accompanies direct communication.

Personal effectiveness

As mentioned earlier, this section is workbook-like so that the reader can create target areas for improvement. More importantly, this enables to keep the reader accountable.

Team development

Bennington merges a chapter about critical thinking to help the reader think even deeper about his or her approach to knowing people on the team. This is useful as job seekers need to display his or her aptitude and abilities to solve problems. How do you engage coworkers, learn their strengths, and complement them with your abilities? Bennington provides 100 questions to engage others as either a non-management coworker, and as a manager.

Leadership

Again, the practical approach makes this book easy to follow and put in practice, especially when she discusses leadership in a “walk the walk” mantra. Bennington makes the case as trust is earned, and “…trust is built on dependability.” Although much of this is addressed to women, men can take away the approach.

I recommend “Who says…” not just as a preparedness to the office, but as intended by Bennington, an opportunity to excel in the workplace.

Oh Yes, the FREE copy!

Would you like to own a copy of Emily’s new book? To qualify, all you have to do is leave a comment below before Monday by answering this question: Which of the five areas (self-awareness, social skills, personal effectiveness, team development, leadership) mentioned in this review is your strength? The winner will be randomly picked on Monday. Good luck!

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

by Mark Anthony Dyson

6 Reasons Google is Your First Employment Contact in HR

It won’t be long before Google has the first say to every employer that anyone is a good job candidate. It’s hard to wrap your head around that one, huh? Well it’s true.

There are almost a billion people on earth who have Facebook profiles. There are nearly 100 million on Linked In, and 100+ million on Twitter and Google Plus. Although there are many vacated and incomplete profiles, there are job seekers who are using their accounts for social or professional reasons daily. Are you where employers are lurking? Google knows this but can’t offer a job seeker as a suggestion if he or she is not online.

You want your favorite restaurant, grocery store, clothing store, cosmetic shop, and yes, entertainment to have an online presence for your convenience. If someone shares their favorite place to shop, you ask if they have a website, do you? I do. Most of us do. Employers might miss a perfect fit because you lack a social profile. Here are 6 reasons to have an online presence during your job search:

1) You are a business whether you like it or not and you need to own your online presence

Asking someone to employ you is a business conversation and transaction. To successfully sell yourself, you have to offer people a compelling reason. Not having an online presence may undermine your job search efforts. These days, as a business, you won’t compete with others who have carefully crafted an online reputation if you lack one.

2) You’re hiring your next employer

I agree with Leigh Branham, the author of The 7 Hidden Reasons Employees Leave. In my interview with him last December, he stated that job seekers should hire his or her employer. Wouldn’t you want employers to ask you if you were hiring them? That can happen with an online presence.

3) Trust

Last summer I was talking with a college about a particular project that I initially wanted but decided against. When I went to the meeting I had this presentation prepared but the meeting started with them pitching me! The woman whoI met with said, “We think that you will have a highly successful firm!” I think she sees that because they read my blog, articles that I’ve written for career sites, and features about me on other web publications. My reputation positively proceeds me. What are you doing to earn trust that you will deliver what an employer needs.

4) Build relationships

Trust continually forges relationships at times before meeting people in person. Your online presence can demonstrate proof of your knowledge, skills, and abilities (aka KSA’s). People may need to read or touch your online profiles several times before trusting or contacting you but it is there for engagement. Does an online reputationvalidate your KSA’s? No. Will an online reputation guarantee opportunities? No. But it will guarantee additional exposure for business or employment.

5) Third party validation

It is one thing for you to just tell all of your most valuable attributes, but it is impressive that others evangelize about you. When you use tools like Linked In, Google Plus, and a blog you can control the perception and the proof of your abilities. Choosing two of out three suggested is tough and I would say all three are effective in controlling your online reputation. For sure, take time to create a Linked In page that is dynamic and persuasive. Recommendations from customers, coworkers, or collaborators are the best form of validating talent that recruiters, employers, or contacts can find.

6) Give employers a vivid visual putting it in their hands immediately

When Joe Pesci guest hosted on Saturday Night Live some years ago, there was a skit that involved his character purchasing a pinky ring. While trying it on, he put himself in front of the mirror and started acting as if he was having a conversation with another person with the pinky ring on. A blog or a Linked In profile showcases proof and puts it in an employer’s hand. They have an opportunity to try your experience for size and imagine how you’d look in the position.

About Mark Anthony Dyson

by Mark Anthony Dyson

6 Job Tips to Teach Your Future Self

The first post that I published last year addressed what seem to resonate with job seekers the conversation your future self needs to tell your present person. Did you include career goals along with your life goals before January 1? Do you have a clear path going forward? What do you need to tell your future self?

What would you tell your future self about today’s job market? Would you emphasize how hard it is? Or share how you overcame the challenges of changing your mindset?

1. Be a perpetual learner for life as a way of life, not just to get a job

When I travel, I get nervous if there are no signs telling me what is coming nor where I am going. It is likely that I will get lost. When you are not perfecting your craft, profession, or career, you don’t have direction.

Taking a certification class gives your career direction of where it’s heading. Employers immediately recognize that a job seeker is serious about his or her career. People who find professional training useful for his or her lifestyle inspiring become motivated to grow. Does your career possess professional growth?

2. No online presence, or an undesirable online presence is a liability

A job seeker’s competition has at least a static website with their name as their domain title http://igotthisman.com. It is not the approach that I subscribe or counsel, but many job seekers attempt to enhance his or her online profiles. I recommend a blog that you can update at least once a month displaying your experience and skills.

The blog essentially can replace your resume and demonstrate the power of your skills. What keeps you from developing an online presence? Without one it‘s hard to get noticed. An undesirable online presence that displays your social negative exploits disqualifies you. It’s easier in most cases to get out front with a positive one.

3. Competition is fierce battle. Love the battle!

If you want to stand out, why not enter professional competitions in your industry? Contests are valuable learning experiences and tests your skill sets. Success in these competitions provides separation between you and most job interview candidates. This adds standout skill sets to your resume and possibly validate your career expert status. Do you compete in career related contests? Does competing in contests enhance your career?

4. Research the job and the job promotion you desire

Career experts agree that finding information about the culture, job duties, and the company is a sound competitive strategy. The next step is understanding how to get there will give you a competitive advantage. Employers like when professionals are self-motivated by challenges, resilience, learning, and everything else beyond the paycheck.

5. Soft Skills still rules and matters at every level

Soft skills are underrated yet so highly valued among high-profiled CEOs and managers. Soft skills directly affect the way customers and team collaboration functionality. Present these skills evident in your soft skill arsenal, and employers will take notice.

69% percent of all first-time hires were losing their jobs because of a lack of soft skills.
–Georgia Department of Labor. Workforce Solutions Team, 2012

6. Job Search + First 90 days after hire= A complete job search

The eagerness and urgency place while looking for a job is the space he or she needs to occupy in the brain after hire. Primarily remain in perpetual learning motion and contribute as a result of applying strengths your employer saw in the interview.

Even after the first 90 days you may not be an ideal fit for the position. This is a pivotal time when everyone is watching and deciding how much to engage your presence as part of the team. Similarly to the interview, doing more than treading water is essential to leaving a positive impression the first three months of the new gig.

In rare situations, the new hire will need to abort if the new job doesn’t fit. That is why that 90-day period is also there for the new employee. There are times when an employee misrepresents a position described during the interview/hiring process. Addressing this issue will be to the new hire’s advantage using tact and respect.

What else would you tell your future self? Please share in the comments below.