The New Year is a time to ring in new opportunities and new resolutions. Millions of employees will come back to the office with ideas of how they can improve their productivity, performance, and personal lives. However, they should not be alone in achieving their work goals and personal goals. As the saying goes, “it takes a village.” Managers and coworkers are the perfect motivators to turn the office into a place of encouragement and celebration. In January we will set off on a three part journey on how to encourage your employees to be their best in and out of the workplace, how to set goals, and how to help your employees stay on track.
First thing’s first, you have to prepare yourself, and the office, for transformation in the New Year as well as set aside a “Make it Happen” Fund. As an executive, you have the power to empower your employees to be the best they can be. Therefore, before you ask your employees to set their goals, it is important to take these steps to maintain their motivation throughout the year.
1) Make it Relevant
Set your own goals for the team before you ask them to define their goals. As a leader and executive, your vision guides the goals and tasks for the rest of your team. If you don’t have a clear vision of where you see the company going, your employees will find it difficult to create goals that are relevant to the direction of the company. Setting congruent goals is the fastest method to achieving success in the New Year. Therefore, as the director of marketing, call a meeting of the entire marketing department to express your goals of creating a product line that will create rapid in an emerging multi-cultural market rather than increasing efforts in the general market. By defining this goal, your employees are able to make goals based around marketing campaigns toward that particular consumer group instead of what they may have previously had in mind.
2) Make it Personal
Many managers like to promote the idea that “work life and personal life should remain separate.” However, this ideology does not prove effective. Your employees are people, and their personal life is just as important as their work life. Therefore, make it a point to encourage their personal goals just as much as their work goals. Encourage your employees to challenge themselves. Schedule a meeting once a month to check in on their work goals, but do not forget to also grab coffee with them once a quarter to ask about their personal goals too. Many employees may be training for a marathon, getting married, or saving up for a dream vacation. Take the time to discuss those goals with them, and recognize that to your employees their personal goals may be more important than what is going on at work.
3) Make it Visible
This may be the most important step of them all. Make your employees goals visible somewhere in the office. Schedule a two hour meeting where your team can make a dream board with both their personal goals and work goals. Afterward hang it in the office to remind your employees of their goals. After all, twelve months is a long time to be working on a goal and you do not want your employees to forget about their goal by March. By making your employees goals visible and known, you are turning coworkers and managers into accountability partners and encouragers.
4) Make it Manageable
In the same meeting encourage your employees to make a month by month plan of milestones they plan to accomplish by a certain date. This will let your employees have mini-goals that are more manageable than the big goal itself. The digital marketing team may want to increase impressions by 15% by the end of the year. Therefore, they should set their mini-goals to increase impressions by 1.25% a month, or about 4% a quarter. The same goes for personal goals. If Shannon wants to move into a bigger apartment by October, she should set her budget by February, pack by June, and buy by September to move in October.
5) Make it Happen
Reward your employees for reaching their work goals and personal goals by helping make the final goal happen. How you make it happen depends on you, but every goal has a milestone that you can help with. One way is to set aside a “Make it Happen Fund” for your team’s goals. If John is training to complete an Iron Man, pay for the registration fee. If Taylor finally booked her dream vacation give her a few extra days off to enjoy it. If Jamie reached her sales goal, pop some office Champagne to celebrate. Every goal reached is deserving of celebration and encouragement. Celebrating goals will encourage your employees to set even greater goals, boost office morale, and increase productivity throughout the year.
From everyone at DCAProsearch, cheers to a prosperous 2019 and we cannot wait to celebrate you achieving your goals throughout the New Year. We are always available to help you achieve your multicultural talent and recruiting goals whenever the need may arise. To request a search, or let us know what kind of talent you are searching for in the New Year, contact us so we can help you achieve your 2019 talent needs.
After a career spanning 20 years it can be difficult to summarize all your experience on one sheet of paper and, actually, we don’t recommend you do this. This can be especially challenging for top level executives with a diverse skill set and multiple responsibilities. However, breathe a sigh of relief because you do not have to put every single thing you have done on your resume nor is there a rule that it must be on a single page. Saying that, we don’t recommend you go over 3 pages. The most important thing to remember when crafting your application materials is that quality beats quantity. Take a hard look at your current resume and identify what is missing and what can be removed. It may even be useful to completely start your resume from scratch to allow you to rethink your brand and expertise.
When choosing what to include, make sure you first understand where you have been in your career, where you are, and where you want to go.
1) Identify the experiences relevant to where you want to go
The majority of Americans in the work force will begin their career in one area of business, and find themselves working in a completely separate area ten years later. One of our executives, Anita, for example began her career in advertising at a mid-sized agency and now is the Vice-President of Diversity and Inclusion at a large company. Even though she was a successful advertiser, not all her experience was relevant when she began to focus on recruiting multicultural talent. The first thing Anita did was create a “You Need, I Have” form. In this form she researched all the skills her prospective employer was looking for in a Diverse Talent Manager and identified the skills she currently had that met those needs. She then used this insight to highlight those relevant skills on her resume, while removing skills that were not as valued in her new role.
2) Include your most recent positions
This may go without saying. However, many executives forget to include the positions they held before their promotion to the C-Suite when the promotion came from within the company. Before Anita became the Vice-President of Diversity and Inclusion at her company, she was a director and manager. Employers want to know about that experience too, and trace your journey to the top. Your resume should tell recruiters the story of how you came to where you are today. Our suggestion is to include your most recent THREE positions, and an earlier position only if it is different from the other positions and relevant to where you want to go. Don’t include too much information on the positions that have nothing to do with the job you are interviewing for. Do include more detail, especially measurable results, on jobs that are in line with the position you are interviewing for.
3) Assign consultant positions under one Job Heading
When you have worked more than 20 years, there are times that you probably consulted between jobs or opted to have that flexibility for personal reasons. It’s best to include them all under one job heading so they appear as one job versus 2-5 different jobs. Include them all within the one time period starting with the starting month/year of the first freelance position to the ending month/year of the last one. You can include month/year (in light gray) per freelance period within the section for each consulting job but don’t include too much detail on those jobs as it will make the resume too lengthy. Just include main points that would be suitable for the position you are now looking for.
4) Highlight special skills and projects
Although most people summarize their resume to include 4-8 bullet points per job, we know that you do so much more than that. You have worked on countless projects and tasks that may fall out of what you do on the day to day. If any of these projects or experiences are extremely noteworthy to the position you are applying for, put it on your resume. As recruiters we like to see that you did more than what you were responsible for on the day-to-day. We are going to use Anita as our example again. While she was at the advertising agency, a client tasked her to create a campaign to attract Hispanic and African American markets. The campaign was so successful that it launched her passion for diversity and inclusion and caught the eyes of her new employer when they read it on her resume.
5) Make yourself more than an employee
Most executives will often find themselves doing more than just one job. They will sit on the boards of non-profits, engage in philanthropy, or hold advising positions at other companies. As recruiters we want to know about these positions too. Your resume is your story, and we know you are a lot more than just your job. Not only does it help you exhibit your qualifications for the position but it also builds your brand. Expressing these interests and positions on your resume personalizes your application, and makes you stand out above others who only put their job on their resume.
When choosing what experience to include on your resume, remember that your resume is your story. Include only what will be relevant to where you want to go and where you have been. However, do not let your resume reduce your story to simply your job. More than anything else, your resume is the biggest tool you have to build your brand. Your resume is one of the best tools you have to help you stand out. Not sure if your resume experience matches where you want to go? Contact Us, and we will be happy to help you advance your career in new ways.
Congratulations! You have accepted a job offer at another company and are ready to make the transition. You’ve turned in your two weeks and started packing up your desk. All of a sudden, your current boss calls you into his office and out of his files pulls out a counter offer for you to stay. What do you do? Do you take it or do you politely decline and finish your packing? This is the decision the majority of employees face when choosing to leave to another company. Counter offers are all too common, and over 60% of employees will receive a company offer before switching companies. Even though the counter may seem persuasive, it’s still probably not the best option for you or your career for a number of reasons.
1)The company may not be keeping you for the right reasons
It may be flattering that the company wants to keep you, but the question you should be asking is “why they want to keep you.” The hard truth is that the reason they want to keep you so bad is because training someone new takes a lot of time and money. Although they may have given you a nice raise, or even a promotion, the amount they would have spent training someone else would have cost a lot more. It may still be true that they want to keep you for your irreplaceable work ethic, but hiring costs were also a factor.
2)Your salary increase has to be coming from somewhere
For most companies, budgets are approved at the beginning of the fiscal quarter or year. What that means for you is that pay raises and bonuses do not come out of thin air. The monetary increase included in your counter offer had to come from another pot, and in most cases that pot was yours. The bonus or raise you may have gotten later that year is gone the second you accept the counter offer. Therefore, you actually are not getting anything extra that you wouldn’t have already gotten before.
3)There was a reason you wanted to leave
Think back to when you were still weighing the pros and cons of the new company and your current company. There was a reason you chose to leave your current company to pursue the new opportunity. These may have involved company culture, people, career growth, benefits, or pay. If you go with the counter offer, nothing will change. The company culture will remain the same, you will be working with the same people, and even if you did get a raise, more benefits, or a promotion these will just postpone the next time you move up in your career. The new company is offering to reboot your career, their recruiters find value in you and the move may even surprise you.
4)Trust between you and your employer is not what it was before.
Once you turned in your letter of resignation to your boss, you told them your intentions to leave for greener pastures. They know that there are certain benefits that another company is offering you that persuaded you to want to leave, and if you could be persuaded once what keeps you from getting persuaded again? Even if you accept the counter offer, your relationship with the company won’t return back to normal for months or even years. This distrust may harm your career the next time it’s time for a promotion, or even keep you from accessing certain parts of the business.
5)You burnt the bridge with the other company
The other company is putting their trust in you. You have already accepted the offer, and you have given them your word that you would work with them. By going against your word you are tarnishing your brand and your image with the company. If you don’t like it, then there is a much higher chance that your current company will hire you back than the other company taking a chance on you again. Your chances of being given another offer with the same company later in your career have dramatically decreased.
We understand that counter offers can be tempting and sometimes even over-whelming. However, by making the switch you will advance your career and gain a new set of skills in a new environment that will help you grow. If you are thinking about leaving your current company but don’t know where to start, contact us and we will get the ball rolling toward new opportunities.
Think back to when you were a recent graduate from college. You were probably twenty-two, nervous about adulting for the first time in the real world, and were fighting for what you thought was your dream job, or any job for that matter. Seventy-five percent of professionals today still do similar work to what they were doing right out of college. However, fret not. If you do not like what you are doing, you can be part of the one in four Americans who do successfully switch industries, but only if you take the right steps. Before you even consider switching industries, you need to educate yourself about the steps you need to take and implications it may have on your career.
1) Understand Your Transferable Skills
Think that a marketer at Under Armour and USAA have nothing in common? Think again. You would be surprised how many transferable skills you can pull from one industry to another. Employees today develop a diverse set of skills that can be applied in any number of roles. Think about the Under Armour employee. She spends all day creating programs to sort through data and numbers, but so do the USAA marketers when identifying consumer segments and targeting. How about a cultural anthropologist? He spends his day analyzing human daily life to write detailed ethnographies of human culture. So does an Under Armour researcher when they look at consumer behavior and qualitative data. Take a look into your skill set, and you would be surprised how much it may match up with your dream job.
2) Everything Is About to Change
You’re currently the marketing director in the banking industry. You like your job, but you want to get into product marketing and branding at a CPG company. Do not expect that all the benefits you get in the banking industry are going to carry over to the CPG industry. The first thing that professionals notice when switching industries is the difference in salaries. When you are switching industries you have to brace yourself for a number of changes from salary and daily tasks to brand positioning and a number of details. In your new role you are going to be tested to see if you can adjust. Do not let the shock of change keep you from excelling.
3) Do You Want to Change Industries or Change Jobs?
When making your pro and con list make sure the reasons you want to change industries are not job specific. Many people think that because they do not like what they are doing at their current jobs means they won’t like what they would be doing at any job in the industry. Although jobs in the same industry will be similar, they will not be identical. A lot of what makes a job great or terrible is management and who you are working for. Try researching similar positions in the same industry to see how they differ among companies.
4) Tailor Your Resume to Your New Industry
The tools that got you into your current industry won’t get you into a new industry. When you enter a new industry, find the skills and experience that are valued by companies in the industry and tailor your application materials to those in the industry. Your cover letter and resume should reflect why you want to change industries, and what makes you qualified to do so. Ask people in your LinkedIn network to help you craft you new materials. However, if you need more guidance contact us and we will help you successfully make the switch.
The year is 2018, and like it or not social media is here to stay. Nowadays most people use Snapchat, Instagram, Facebook, Pinterest, Twitter, YouTube, and it seems like a hundred other websites and apps. However, the most important of all of these for your career is LinkedIn. A lot of people think that simply having a LinkedIn account is enough because recruiters do not actually look at them, but that could not be further from the truth. LinkedIn is often the first impression recruiters have of a candidate. That’s why it is to your benefit to spend time to ensure you have an up-to-date and engaging profile. There are common mistakes people make that give recruiters a negative impression that you want to avoid.
The Headless Business Man
As a recruiter we want to get to know you. By adding professional picture you instantly make a connection with employers and recruiters. Many people will use company logos, event dates, or brands to promote projects they are currently working on. However, this removes the human connection that social media is supposed to bring. When choosing a picture, choose a professional picture that depicts your most authentic self. The smile and the eyes are a reflection into the heart. Always select a headshot without background clutter.
You Are Accomplished… So What
Under your company and position you have your roles and responsibilities. It is great that you recognize and celebrate your achievements, but do other people? Recommendations from past employers, and senior management are not only impressive, but they build trust. As recruiters we take recommendations at face value. If other people have recognized your accomplishments and skills, we know that you are not tooting your own horn.
Not Understanding the Value of The Secret Search Sections
You might not be aware that there are several highly searchable areas within your linked account that you should take advantage of by including your keywords and titles. It’s even OK to repeat them. The more times you repeat these keywords, the higher your profile will come out in the results page. These highly searchable sections are: Headline (120 characters under your name), Summary Field (a lot of space to work with here), Current Title (100 characters. Use all characters by including your title, but also keywords associated with the job such as: Account Director, advertising, digital, brand, multicultural…). Other searchable areas are: Company Name and Location. The more you include the keywords a recruiter would use when conducting a search, the higher you will appear in the search results.
Not Growing Your Network
You might have been led to believe that size does not matter. In the case of your LinkedIn profile, size does matter. The amount of network connections you have demonstrates your influence in the industry you are associated with. We will have a better impression of candidates who have 500 connections or more but we also understand that this might not be possible if you are just starting out in your career so we take that into consideration as long as you have a solid and complete profile that provides a clear picture of your experience and skills. It’s still important to have a few endorsements within your profile.
You don’t care
What is worse than not having a LinkedIn Profile? Having a LinkedIn Profile with nothing on it. We use LinkedIn to understand your work experience, and skill set. When candidates just put their work history and past positions on LinkedIn with nothing else, it is hard to tell if they have the skills employers are looking for. The more you have on your profile the more you show that you care about your career progression and the more we have to work off of. A complete professional profile is a reflection of you and your passion for your job and skills. It’s a reflection of how much you care about yourself and how others see you. If we come across a profile that has been given no attention and has few network connections, we won’t bother to reach out to you. That’s how important it is to work on your profile and keep it updated and maintained. It’s the difference between being wooed and being ignored by recruiters.
LinkedIn is the first impression that recruiters and employers have of you. For candidates looking for a new job, LinkedIn should be a top priority for you to perfect. Not sure if you LinkedIn Profile shows your experience as well as you would like? Contact us DCAProsearch and we will work with you to make sure it meets and exceeds industry standards.
Hiring managers you know the feeling. You have gone and interviewed dozens of people for the position and now you have narrowed it down to the final three. Any of them would excel in the position, but how do you know which one of them fits perfectly with your company culture? Here are some questions you can ask to find which candidate best fits your company culture.
1.Does the candidate bring something that you do not already have?
Diversity is more than incorporating multi-culturalism to your teams. A strong team consists of different types of people, but also different ways of thinking. Diversity of thought is one of the most essential assets to your company, and we screen our candidates to give you someone unique to your needs plus more. When interviewing, look for the quality or skill that you do not already have. Not only will this allow your team to do more, but it will reveal paths that you never even knew existed before.
2.Is the candidate wearing their interview mask or true face?
Don’t want cookie cutter candidates? Then don’t ask cookie cutter questions. Any serious candidate will be prepared for the average behavioral questions. In addition to the usual interview questions, ask questions to understand how your candidates think.
“It’s Saturday and you’re in your favorite place. What are you doing?”
“You find a pot of gold, how are you using your new found wealth?”
Questions like these allow you to get to know the candidate for more than a tailored STAR method answer. The answer will tell you so much about a person: how they think when faced with such a big question, how they express themselves, and what they care about (or what they think you’ll care about, potentially).
3.How does the candidate apply their skills in everyday setting?
Furthermore, if your position requires certain skills, use the interview to make sure the candidates actively apply the skills you need. If you need someone with strong people skills, ask them to give you the name of the secretary who greeted them at the front desk. If you need a new art director, ask them to readjust the lamps in the room to give you the best lighting for a perfect selfie. The interview is yours, make it fun and tailor it to what you need to know.
4.Will you and the candidate be happy together?
Sure, we may have clicked really well with the candidate, but will you? You want to be certain your company offers the kind of environment and culture your candidate needs to succeed. Ask them straight out about the type of culture and management style that works better for them to be happy and productive in their job. Evaluate if this aligns with what you have in place. You could find a candidate with exceptional qualifications and experience, but if you’re uncomfortable with their personality, communication style or values, they may not be the right fit despite their superior skillset. The cultural fit extends to life and work values, as well. People tend to be happiest working with others who share their basic values and goals.
Every company is unique, and each approach to assessing a candidate’s fit should be tailored to the position you are hiring for. Interviewing is never a one size fits all. Learn more about our recruitment process , or contact us for more information on how we can help you find that match.
Great news, the Director of Marketing moved onto a new company and now there is an open position for you to move up. However, it’s not just you who wants to move up, every senior manager in the company is now eyeing that position. You know you deserve a promotion. We know you deserve a promotion. However, does your boss know you deserve a promotion? If you want to prove that you are the one for the position, there are a few things you should do early in your career to prove you are Director Material.
1) Celebrate Your Successes
Pay attention to what is important to your boss and do all you can to work on those specific areas in ways that will help your boss succeed. The whole point of making yourself visible is to make your boss’s job easier not harder. Although you should not boast, you should let your successes be known. Send your boss updates of what you are working on, and ask for feedback to know how you could be doing more to help him and the team reach the goals. It is up to you to make yourself visible by allowing your boss to repeatedly have a direct window into the value you bring to the company.
2) Let Your Goals Be Known
As simple as it may seem, the best way to get the upper level position you’ve been striving for is to let your boss know your goals early on in your career and work toward them. If you let your goals be known, the whole world will conspire to make it happen. You have already expressed the passion to excel and grow with the company, you have gone above and beyond in your work and have kept your boss updated on achievements, you’ve shown a great attitude and won everyone’s respect, so it makes their decision a no-brainer who to promote when a new position that matches your skills appears.
3) Be Open to Change
Not all jobs offer such rapid career development than others. If you are in a position where you have to wait for someone to retire to get promoted, you may want to look for opportunities in other office locations. Although your Marketing Director is young and in good health, the Marketing Director of the Latin America division just retired. You’re qualified for the position. The company has expressed interest in you. The only problem is the position is in Mexico City. You have two choices, remain stagnant in your position, or challenge yourself and advance your career. Allow yourself the opportunity to expand both professionally and personally.
4) Diversify Your Skill Set
What stands out about any person the most is their ability to take on new challenges. You get noticed when you are focused on solutions, rather than problems. Being focused in this way helps you see, recognize and seize opportunities others may not. You may eyeing the Director of Marketing position, but that does not mean all you should be doing is marketing based. When your boss comes to you asking for you to do market research for a new market the company is expanding into, accept the task as a challenge. Not only will you grow your skills, but you will prove yourself qualified to move to other areas of the company. You may find that you loved conducting market research, and your boss will be so impressed he may consider you for the new Director of Diversity and Multicultural position.
5) Know Your Career Progression
Thursday comes after Wednesday. Five comes after four, but what comes after Senior Manager? It’s not your boss’ job to make sure your career is progressing as it should. One of the main reasons people do not get promoted is because they do not know where they should be in their career. Always know what your next two steps will be and work toward them. Not sure what your next step is? Contact us to learn where you should be heading in your career. At DCAProSearch, we strive to equip you for success.
The most common interview question interviewers ask is, “Tell us about yourself?” If you aren’t ready to answer this question then you’re already in a lot of trouble. Your response to this question should be a 2-3 minute introduction highlighting your career, skills and passions. The best way to prepare for this question is to simply ask yourself, “What is my brand?” You have to convey your brand to the interviewers and leave them with something to remember you by. Your reputation is your personal brand, and your brand is what sets you apart from the others.
How do you make your brand stick with recruiters and hiring managers? Here are FIVE tips to ensuring that your brand lingers in their minds weeks after your interview.
1) Your brand doesn’t have to be only “professional”.
You are human and your brand should be too.
Don’t let your corporate skillset distract you from who you are. Companies want to get to know you as much as they want to know if you are capable for the job. Let them know you do more in your free time than developing marketing campaigns. Figure out what your passions are and convey that in your interview when appropriate. This is the area to fill in the blank to “the girl or guy who…” The more unique to you it is, the better.
2. Be more than who your resume says you are.
Leave them with something to remember you by.
Unless you left them with something to remember you by, most interviewers will not remember your name when making their decision on who to hire. However, they will remember what you told them. It’s not enough to be John Smith from Dallas anymore. When you leave the interview room, be John Smith the award winning photographer. John Smith the cliff climber. John Smith the weekend karate teacher. You want them to remember you for something more than just John Smith the Creative Director.
3. Anyone can learn a skill, but strengths are unique to you.
Identify your strengths versus your skills.
Skills are defined as something that you do well, whereas strengths are a good quality or attribute about you. The difference between the two is skills can be learned, while strengths are slower to develop over time. Jennifer down the hall may be just as good at SPSS as you are, but is she as meticulously patient when discovering trends in the data? Both you and Jennifer are skilled in SPSS but your difference is that your strengths lie in your work ethic and attention to detail.
4. Getting the job is as much about how relatable you are than it is about your skillset.
Find commonalities with your interviewers.
If your bosses are going to spend eight hours a day working with you, they want to know if they can relate to you first. Find commonalities with them, and nurture those until you form a connection. This is all part of instilling your brand with the interviewer so they remember you after the interview.
5. Invest in Professional Career Coaching
Utilize a career coach to help shape your brand.
Sometimes it can be hard to look at ourselves objectively. Asking friends and family what your strengths and weaknesses are can be hard because they are biased toward you. At DCAProSearch we offer some of the highest caliber career coaches in the industry. We work with you to develop your brand, and help you build the brand that will land you that dream job. Visit our website, or give us a call to learn how to use a career coach to build your brand.
Want to learn more about how to build your brand? Contact us and let us get to know your personal brand.
In today's competitive job market, it's important that you show employers the benefits of hiring you over someone else. Your resume is the first step in presenting yourself to the organization of your choice.
Here are the top 7 things to keep in mind when writing your resume:
Interested in learning more resume tips? Check them out in our Career Center under Resume Writing Tips.
Want to connect with us? Contact us. We'd love to hear from you.