Job seekers - The Voice of Job Seekers

Be BRAVE! Stop People From Should(ing) on Your Career Now!

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How BRAVE are you? Are you missing the courage to find the career you want? Many job seekers or career-changers don’t need more or better marketing materials (resumes, cover letters, etc.). Most of them need something they already have or is intrinsically available to them. Margie Warrell (@margiewarrell) and I talked about courage 12 years ago. I am republishing the show to inspire you and talk about her book, Brave: 50 Everyday Acts of Courage to Thrive in Work, Love and Life. What does courage mean to you today? I would love to hear what you think.

Here’s how you can let me know:

Call and leave a voicemail at 708-365-9822
Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message
Send email feedback to mark@thevoiceofjobseekers.com

Margie Warrell is an international thought leader in human potential who is passionate about empowering people to take braver risks and lead more purpose-driven lives. She has been featured in leading media outlets such as The Today Show, FOX News, CNBC, Psychology Today, and the Wall Street Journal. She is also a regular contributor on Australia’s ABC News Breakfast and Sunrise.

Here are a few highlights from our conversation:

- “Brave” speaks to our total lives, not just events. Small changes to our lives affect how we live profoundly
- Think differently, act differently, with who you are
- We should always challenge ourselves to expand who we are and put ourselves out there to add value—it takes courage
- Courage is a muscle. It grows with use—act the way we want to feel.
- People react positively — Our beliefs can limit us or fuel cynicism.
- Stories around us being the victim will only perpetuate the current status quo.
- “I’m a great believer in luck. The harder I work, the more I have of it.”
- Stop looking in a direction you don’t want to go.
- Obstacles, setbacks, and competition are constant. Find ways to break through.
- Be careful in the way you explain setbacks. You can chase away potential believers.
- We speak our fears into existence, and we build our roadblocks to success.
- Give ourselves permission to make mistakes or sub-optimal decisions and just make a decision. If it doesn’t work, pivot as you go along.
- Don’t let others “should” on you – be BRAVE! Use your good judgment

Editor’s note: This episode was first published in 2015.

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

What Happens When Recruiters Mistreat You—Consequences?

I recently discussed on Lensa the importance of empathy and compassion in the recruiting industry. The article emphasizes how empathy lays the foundation of trust from employees and has more value than interviewing and onboarding. I also highlight how recruiters can discourage a connection with candidates by lacking communication, being insensitive, having rigid processes, and responding untimely to candidate concerns. I provide some useful tools and strategies that recruiters can incorporate into their strategies to enhance their effectiveness and create a better candidate experience.

So, what are some potential consequences for recruiters when they lack empathy and compassion.

Well, they’re not getting fired or displaced directly. But they should know mistreatment, intended or not, will get around. If we’ve learned anything in the last few years, people are emboldened to tell the world. It’s not a recommended thing to do, but it’s considered especially where there are patterns. spread. If we’ve learned anything in the last few years, people are emboldened to tell the world. It’s not recommended, but it’s considered.

The best recruiters understand the job seeker experience and show it while they’re working with you.

Another potential consequence of lacking embassy compassion for a job candidate is not considering what they previously interviewed, and the hiring process doesn’t work out. Many of them have often been to several companies that asked for a lot of information, and they got no feedback, and you might be one of the first few coming in contact with. Does the recruiter reflect the company’s values regarding employees? That’s not a question you can answer, but it’s what the candidate will glean from. Your example matters with each touch point with the candidate.

You the candidate, and the recruiter, need to win each other over. Both face consequences, but it doesn’t have to be that way.

I don’t blame you for discontinuing your pursuit of a company based on a recruiter’s bad behavior or nonchalant attitude. They may say they’re being straightforward. While everyone appreciates servings of truth, how many sides of rudeness are too much?

Or, not one single call to be rejected?

Or not a callback.

Or, constantly fed indirect answers to direct questions.

There are two sides because recruiters are going to take up for the company. They will have a list, and they’re playing with house money (insert “IT DOESN’T MATTER” gif by The Rock).

Let me know your thoughts on the article.

About Mark Anthony Dyson

by Mark Anthony Dyson

How To Exorcise The Zombies In Your Job Search

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In this episode, my panel and I discuss current job search trends with practical advice to help job seekers navigate today’s job market.

Virginia Franco founded Virginia Franco Resumes and is a five-time award-winning executive resume writer. She is also a past president of the National Association of Resume Writers.

Gina Riley is a Career Coach, creator of Career Velocity™, and founder of Gina Riley Consulting.

Marie Zimenoff is a former National Resume Writing Association president and Career Thought Leaders Consortium leader. She hosts the podcast and radio show through Voice of America, the “Career Confidante.

You are more than welcome to join the discussion. Here are three ways you can:

– Call and leave a voicemail at 708-365-9822, or text your comments to the same number

– Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message

– Send email feedback to mark@thevoiceofjobseekers.com

Here’s what we covered:

Topic #1 – What do you think of Returnship programs? It’s been a thing for a couple of years, but it appears as if it’s growing.

Topic #2 – While the discussion of gag orders due to severance agreements is not new, are there incentives for companies to offer severance when all is said and done?

Topic #3 – As career practitioners, are there key strategies older workers are successfully using to re-enter the workforce? If so, what are they? If not, what’s holding them back?

Topic #4 – Are there any indicators you’ve seen as practitioners this will change with the holidays approaching? Is there one thing you recommend the long-term unemployed should do (other than network)?