Developing a job search strategy for the mid-career job seeker

Developing a job search strategy for the mid-career job seekerDeveloping a job search strategy for the mid-career job seekerUndertaking a job search is never easy, no matter the stage of your career. However, new grads just starting out have one advantage over mid-career job seekers by starting with a blank slate, they have a certain amount of freedom to go in any direction presented to them. While there are obvious disadvantages for first-time job seekers as well, their lack of prior work experience doesnt confine their job search to an industry or environment with which theyre familiar.On the other hand, mid-career job seekers are mora focused because they already know their strengths and want to draw upon their past experience. Certainly, there are many workers who change industries and find their skills to be transferrable. But most mid-career job seekers want to build upon a foundation that has already been laid.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard c overing Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe best job search strategy for experienced workers is to leverage the strengths they may have over those with less experience while ensuring theyre not deficient in any areas in which younger candidates may excel. Lets look at a few areas of focus for mid-career job seekers.Showcase accomplishmentsOne of the biggest advantages mid-career job seekers have over first-time job seekers is their work experience. This should be highlighted wherever possible. Update your resume and list any major projects and their outcomes. Make sure to use quantifiable numbers when applicable. Do the same with your LinkedIn profile.Remember that hiring managers and recruiters scan resumes or LinkedIn profiles for work experience and accomplishments, and ATS systems scan resumes for relevant keywords. Make sure all of these are updated and optimized.Leverage your networkAnother strength mid-career job seekers should leverage is the industry connections they have made at previous jobs. According to LinkedIn, the number-one way people discover a new job opportunity is through a referral.While networking with anyone in your industry could prove beneficial, networking with former coworkers, clients or business contacts is more likely to lead to a future job opportunity, with better chances of job satisfaction and longer tenure. Try to reach out to as many people as possible in your chosen field. Let them know youre job hunting and ask for referrals and advice. You never know from what source your next job will come.Search where the jobs areJob boards and websites can be effective tools, but they shouldnt be the only ones used in a search. Think of companies you would consider ideal employers and check their websites for a listing of open positions. Follow their pages on social media and connect with other employees. Let them know youre on a job search and interested in working for their company.Also, join industr y groups on LinkedIn and post relevant content. Employees will be far more likely to refer you to open positions if they recognize your name and notice your interest and persistence. However, dont be too aggressive because you dont want to be remembered for the wrong reasons.Stay current with technologyThe job search, application, and interview processes have changed significantly in the past few years. For those who havent been on a job search in a while, you may feel a bit out of the loop. Social media has become an invaluable tool, giving job seekers yet another avenue to communicate with employers and recruiters.At a minimum, be sure to have a social presence on LinkedIn, and that any other sites youre active on display employer-friendly content. Set up alerts on an aggregator site like Indeed to alert you to job opportunities that meet your needs. Make sure your resume is ATS-compatible, as most employers will input it into their database, which will then scan it for relative k eywords. Finally, make sure youre familiar with video software like Skype so if an employer requests a video interview, it wont be your first time using it.Keep your goals realisticWhile job seekers with unique skill sets or in high-demand industries may have little trouble finding employment, for most, the job search process takes time. Additionally, a mid-career job change may require considering other industries or job duties that you hadnt considered previously. Keep an open mind as to kompetenz jobs and employers and dont limit yourself.Remember that until you receive a job offer, nothing is guaranteed and you should keep your search moving forward. However, be careful not to apply to the same job multiple times out of frustration, or to jobs for which youre clearly not qualified out of desperation. Doing so could label you as too persistent or always unqualified.Though the job market is strong and unemployment is low, competition for jobs is fierce. New grads are entering the job market each year, technologically savvy and possessing real-world experience gained through internships. The responsibility falls on experienced job seekers to determine what sets them apart from those with less experience, then highlight their strengths and learn to overcome any deficiencies that may hinder their job search.John Feldmann is a Communications Specialist for Insperity Recruiting Services in Houston, TX. With over a decade of marketing and employment branding experience in the recruiting and human resources industries, John specializes in employment- and HR-related content development for a variety of media types in order to communicate Insperitys brand to business professionals and job seekers.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Sales Trainer Job Description

Sales coach Job DescriptionSales coach Job DescriptionSales Trainer Job DescriptionThis abverkauf trainer sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Sales Trainer Job ResponsibilitiesMaximizes sales representative effectiveness by determining and solving training needs.Sales Trainer Job DutiesPrepares new sales representatives by conducting orientation to sales process developing individual coaching plans providing resources and assistance scheduling orientation drive-alongs with senior representatives.Determines training needs by traveling with sales representatives observing sales encounters studying sales results reports conferring with sales managers.Develops individual results by maintaining policy and procedure resources providing coaching conducting training sessions developing outcome improveme nt resources.Improves training effectiveness by developing new approaches and techniques making support readily available integrating support with routine job functions.Supports training financial objectives by recommending budget items controlling costs.Updates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Accomplishes sales training and organization mission by completing related results as needed.Sales Trainer Skills and QualificationsTraining , Training Management, Performance Management, Motivating Others, Giving Feedback, Coaching, Self-Development, Motivation for Sales, Self-Confidence, Sales Planning, Orienting EmployeesEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Sales Trainer Jobs and apply on now. Find out more about social media recruitingYour Companys Social Media Policy 2.0Is your Social Media Policy Generation F acebook-Friendly?Smart Social Media Policy for Healthcare Employers

Interview Tips for Hiring In Demand Skills

Interview Tips for Hiring In Demand SkillsInterview Tips for Hiring In Demand SkillsInterview Tips for Hiring In Demand Skills DeZubeSuccessfully recruiting in demand, highly-skilled professionals can test even the most experienced human resources professional. Qualified candidates for in demand jobs know the balance of power is in their favor.However, you can shift the scales with the right hiring strategies, bewerbungsgesprch questions and follow-up tactics. Here are five ways that will enable you to have the upper hand during the interview process.1) Be More of a Matchmaker than RecruiterPeople with in demand skills know they dont have to take just any position. Whats the best way to win them over to your firm? Start with interview questions that draw out whats important to them, rather than focusing on your companys agenda.Change your mind set to that of a sophisticated salesperson who first asks questions about the customers needs, says Doug Hardy, author of Careers Interviewing .Ask what particular work situations are exciting and engaging to your candidate. For example, a candidate might be in an organization where her best work is slowed or stymied by bureaucratic process. Can you convince her that your organization moves faster, with less red tape?Someone whos highly ambitious and skilled will look for a career path that puts his talents to use in a way that makes a difference, says Barry Drexler of Drexler Coaching, a New York City-based interview coach who estimates interviewing 15,000 people during his 30-year career.Asking interview questions that highlight your organizations professional development offerings, career paths and culture will help convert those candidates to employees. Here are some examplesI see you have the Top Gun certification and attend the Society of In-Demand Engineers conference every year. Are there other certifications youd like to earn? Follow up with specific information about how your firm supports employee development.Yo ure a project team member in your current position. Are you looking to move up to project manager? This question is a natural lead-in to a discussion about the potential for advancement.Direct questions like, How much autonomy do you have at your current organization? or indirect interview questions such as, What do you elend like about your current job? create an opening to discuss subtle psychological selling points such as autonomy, effectiveness and appreciation, Hardy says.Interview questions such as, What do you value in work and what do you value in life? will help you assess if the candidate will be a fit with your organizational culture. Aligning the seekers values with their employee experience will protect the exit door.2) Take a Team Approach to Job InterviewsA highly-technical, in-demand job interview is not the time to fly solo, particularly when hiring for IT skills.Instead, you can improve your interviews byforming a recruiting team that includesA company advocateA t echnical expertA company peerEach person plays a specific role in the interview processCompany Advocate The company advocates role isnt to ask questions. Their role is to talk about how great it is working here and how great your manager is, Drexler says. They are your cheerleader whose goal is to get the person fired up about working for you.Technical Expert The technical expert can discuss the day-to-day work and ask the candidate for their viewpoint on a technical dicke bretter bohren mssen (this shows that your firm values the job candidates opinion). Technical people tend to trust people at their own level and set of skills more than they trust recruiters or HR professionals, Hardy says.The technical expert should also ask some tough questions that challenge the job seeker, says Paul Peterson, national talent resource manager for the Toronto office of accounting firm Grant Thornton LLP.You want people who want to be challenged and like to solve problems, he explains. When answe red well, tough questions give the job seeker a sense of accomplishment and a sense that hell be stretched in the job.Company Peer The peers function in the job interview process is to help the candidate be comfortable with the team and co-workers. Be sure to prep the peer about the candidates goals they can also speak to the office environment and chat about how the job aligns with the candidates interests.At the end of the day, circle back with the candidate to ask job interview questions that give you a sense of whether the job youre offering is a good fit, such asWhat have you seen so far thats caught your interest? What are your concerns? If it looks like the candidate is not going to be happy, resist the urge to hire him just because the position is hard to fill. Highly-skilled employees who are unhappy at work find it very easy to move to another firm.3) Stay in Touch Post-InterviewWhile youre putting the job offer together, dont let a week go by without making contact, Drexl er says. Theres always a reason to call, he says. Ask if they want to come in and meet more colleagues, or let them know you called their references and that youre waiting to hear back from them.4) Act FastIn-demand job seekers often get snapped up quickly, so dont let your own perfectionism slow thingsdown - keep the hiringprocess moving. Make a joboffer - even if its just a verbal offer - as soon as possible.5) Circle Back AgainWhen you recruit for in-demand positions, youre always going to lose out on a few job candidates. Continue to recruit covertly by inviting candidates to company events such chili cook-offs,pool tournaments or hackathons.The next time you have an open position, you can call to ask how they liked the chili cook-off and invite them in to talk about an upcoming project.Learn moreMinimize Costs by Reducing Time to HireInterview Questions to Ask when Recruiting Overqualified Candidates How to Interview for In Demand JobsIT Hiring and the Growing Demand for IT Skills and IT Talent