How Much Company Research is Too Much Research

How Much Company Research is Too Much Research 4 Over on Secrets of the Job Hunt, Chris Russell refers to an interesting anecdote told by Harry Joiner on his blog the Marketing Headhunter recounting the tremendous efforts of a job seeker to understand the company he would be interviewing for. Chris calls it an “amazing story of true dedication to the job search process”. It's a quick but fascinating read. The candidate was aiming for a VP Marketing position, so let's look at this from a marketing point of view. On the one hand, the candidate shows impressive resourcefulness in researching his target market (the hiring company). On the other hand, you could say that the candidate began an expensive marketing campaign for a market of one (again â€" the company) and all this before his first interview. Although there would be no regret if he'd gotten the job, how certain of that was he feeling before he began? Where do you draw the line when researching a company prior to interviews? Made you think?

Blogs Are The Vital Tools Every Business Overlooks

Blogs Are The Vital Tools Every Business Overlooks If you are operating an online business, you should be using all the tools at your fingertips. This includes a campaign on social media, an increase in SEO and the setup of a blog. A blog is a particularly important tool in making your business a success because it has numerous strengths and advantages. Let’s look at a few of the different ways that using a blog could benefit your business. Keeping Your Site Clean And Clear One of the best ways to increase search ranking online is to add high-quality content. As a business owner, you need a high search rank to ensure customers find your company. But if you add a lot of content onto your site, it will become a jumbled mess of information. It won’t be clear and this will make it far more difficult for consumers to navigate around. This could cause them to move on to your competition. By having a blog you can add content to the web but keep it in a separate place from your business site. Although, it will still be connected. Expanding Ideas And Concepts In business, you need to use social media to your greatest advantage. On networks like Twitter and Facebook, you can update users with new information about your company. However, typically, this is only going to be small snippets of news. If they want an expansion of the news item, there should be a link to your blog. There they will find more information about the news update. You can also include a link to your website on the blog if the update is about a new product or service. Don’t forget that you can add as much content as you like to your blog. Blogs store information chronologically on a stream and are therefore easy to navigate. As A Marketing Tool Most business owners forget what a blog is. Essentially a blog is a free marketing platform. You can put as much or as little information on your blog as you like. You can make sure users know it is related to your website, or you can keep it completely separate. But you can still use the blog to market your new product or services. In this way, a blog can be a highly effective marketing tool that is cheap and easy to manage. When you make a blog, you need to think about these factors and decide the best way to make sure it benefits your business. Other Blogs Finally, don’t forget that you can use other blogs as well as yours to market your business online. It’s entirely possible to connect with blog owners and guest blog on their site. Or, just make sure they review or write about a product you sell under sponsored content. The advantage of doing this is that you will be able to feed off their already established readers to gain new customers. Choosing a few well established blogs could have a massive effect on the interest in your business. Image Source; Image Source

Seattle Career Coach and Counselor Directory - VocationVillage

Seattle Career Coach and Counselor Directory - VocationVillage This Seattle Career Coach and Counselor Directory is offered for informational purposes only. Inclusion does not imply endorsement of any particular company or individual. Please use this directory at your own risk.If you would like to be considered for a listing here or you would like to suggest changes or updates, please contact me.Via webcam, phone, and email, I help Seattle clients to choose, change, or advance their careers. Please contact me if youd like to explore whether we are a good fit to work together.SeattleBlue Heron Wisdom / Laura Longley Coaching and intuitive counseling.Career Counseling With A Twist / Laila Atallah Holistic career counseling, job search strategy, life coaching, and personal counseling services.Centerpoint Institute for Life and Career Renewal Full range of career counseling services including individual face-to-face coaching, telephone coaching, workshops and seminars, and retreats. Centerpoint is a not-for-profit organization with the mission of inspiring people to discover creativity, passion, and renewed commitment in life and at work. Scholarships are available based on financial need if you are unable to pay the full fees. Please read my interview with Centerpoints Executive Director Leah Krieger about her career change.Curt Rosengren Specializing in career passion coaching, stress reduction coaching, and coaching to find meaning/purpose.DKP Counseling / Daniel Kelley-Petersen, M.A.Ed., NCC, LMHCA Mental health and career counseling.Exideo Consulting / Dr. Dora Summers-Ewing Executive coaching, leadership and career development, talent assessment, organizational consulting.Goodenough Company / David Goodenough, MS, LMHC, BCPC Management consulting, career counseling, and candidate assessment.Legal Career Management / Karen Summerville Career counseling for attorneys.Seattle Career Matters / Kate Nelson, MS Assessment, research instruction, career management, self-marketing, and action planning.Seattle Pacific University Center for Career and Calling Full-service career development for students and alumni of Seattle Pacific University.Seattle University Career Services Full-service career development for students and alumni of Seattle University.Sound Interview Professionals Interview and resume coaching services.University of Washington, The Career Center Full-service career development for students and alumni of the University of Washington.BellevueBridgeway Career Development / Carolyn Kessler and Maria Escobar-Bordyn Career and leadership consulting. I founded this company but I am no longer affiliated with it.Career Horizons / Matt Youngquist Career coaching, job hunting, and professional employment counseling; offers both corporate outplacement and private career coaching; also workshops and webinars such as Lassoing LinkedIn ® and Job Search Ph.D. ®.Career Management Resources / Tom Washington and Gary Kanter Resume consulting, outplacement, career and job finding counseling, and interview coaching.Center for Career Connections at Bellevue College Career counseling to help not just Bellevue College students and alumni, but also community members; services include assessment, job search coaching, classes, and workshops on a variety of career development topics.IGotTheJob.us / Jill Walser Interview coaching, job search coaching and full resume services, as well as talks on all three topics for corporations and community organizations. Jill is a former corporate recruiter, so she brings an insiders perspective to her work.Radiance Coaching and Consulting / Maureen Daniek, MSW Career and small business coaching.OlympiaExpecting Change, LLC / Andrea Ballard, SPHR Career and life coaching.Career Management Institute / Ruthann Reim McCaffree Life coaching, personal counseling, business management consulting. .Back To Seattle Careers

How to Spot Lies in a CV

How to Spot Lies in a CV With new research from Robert Half’s Office Team  suggesting that nearly half of candidate’s lie within their CV (a 25% increase from their 2011 survey) as a recruiter you need to enhance your ability to spot those white lies. Using probing questions, fine-tuning your sifting skills and going beyond simply looking at CVs will help you eliminate some of the stretched-truths. Ensuring that you look beyond the CV to properly qualify candidates will increase your ability to place candidates who truly add long-term value, Below are the methods you need to put in place to ensure that no candidate lies can get passed your screening process. Run common sense checks Review candidate’s CVs in line with the level of experience they have included, considering what is reasonable for a candidate in a specific job sector or position to have achieved in their career. For example, if you’re filtering through candidate CVs for a sales administration role and you notice a candidate who has come from an admin background, reflect how likely it is that they would have achieved the top sales stats in a company. If this was the case wouldn’t the candidate be in a sales consultant role or have been promoted as part of this unexpected achievement? Do the accomplishments they have embedded in their CV seem too good to be true? If so, this may be a sign that they are making exaggerations. Look to find any explanations they have provided or facts and figures to verify these experiences in line with their skill set and career level. Up your phone screening game When reviewing a candidate CV, make detailed notes on any information which needs further clarification before calling them. This will enable you to tailor your questioning during an initial phone screening, pinpointing any areas that are unclear or any gaps in experience. Probe further into any details that seem a little dubious and listen for signs of uncertainty in their answers. Many candidates find it easier to bend the truth or exaggerate within their CV, but they aren’t as confident repeating them when questioned over the phone. If you’re still not convinced by a response, look to add additional questions that focus in on the same subject area and look for any signs of details that don’t add up. Double check against LinkedIn LinkedIn acts as an online CV for many candidates where they’re able to exhibit their skills and experience. As this is a public profile, information about a candidate’s current job title, duties or accomplishments tend to be more accurate. Candidates are less likely to lie about this information when their contacts which can include current colleagues or even their manager can review these details. LinkedIn also allows you an insight into any endorsements or testimonials a candidate has online which could validate areas of their CV. Research the type of content they share or like to confirm their interests or the role they have within an organization. Reach out to contacts If the lies got passed your initial CV review and your interview probes weren’t enough to expose what was fact or fiction within a candidate’s experience, then background checks can be a final stage. Referencing their previous employers or qualifying their qualifications with their educational institutes are simple ways to establish their actual achievements. Candidates occasionally leave contacts details for their references at the bottom of their CV, so get permission and reach out to these contacts for validation. LinkedIn now makes this process much easier for when candidates don’t provide this information freely. Review their testimonials and search through their endorsements to verify their CV. Make sure to question any details within their CV, questioning shouldn’t be limited to the candidate directly but also their network. If a candidate was referred by another employee or colleague, then look to get further information from that individual. Finding the truth is an essential skill when considering whether a candidate is right for a position and is especially required if you’re doubting any of the information provided within their application. Make notes on the areas of their experience that don’t quite seem right and home in on these within an initial screening process, using their responses and reactions to identify what is truth and what is a lie. Double checking information before presenting candidates for 1st interviews or furthering them along the application process. Promote an environment for the candidate to be honest and open about their skills and experience allowing you to then decide how lying about any aspects in their CV affects their honesty and integrity moving forward in the process. Reveal lies as early as possible in the recruitment process, means you don’t have unexpected surprises at the referencing stage or during the offer process.

Writing a Resume For a Pharmacy Tech Job

Writing a Resume For a Pharmacy Tech JobWriting a resume for a pharmacy tech job is very similar to writing a resume for any other job. Just as you would for a marketing job, you should begin by determining the specific requirements and steps you need to take to obtain those. Once you have that information, it is time to begin writing your resume. You can either purchase a pre-written resume for most jobs or you can write your own.The first thing you should do when writing a resume for a pharmacy tech job is to make sure you are experienced in the job field you want. Even if you are not experienced in the field you are seeking, you should still do some research into the companies you are considering. You should then get in touch with the supervisors at different jobs and ask if you would be considered for that position. If they say no, keep looking. You may find someone that needs someone to fill a position.Take the time to investigate the company. This will help you determine whethe r the job you are seeking requires the type of education and experience you require. If the position does require that you have an associate's degree, you should inquire about a certificate program. You may also be able to work on an entry-level position for less money than a full-time associate's degree program will cost.A pharmacy tech typically has many responsibilities during the course of their employment. They will work directly with the patient. They will be the person responsible for taking vials and loading them into the computer and into the patient's medicine cabinet. They may also be responsible for testing and preparing medication.In addition to these responsibilities, the pharmacy tech will also have access to a variety of lab equipment to make sure the patients are being treated properly. They are also required to provide instruction and training to the technicians in the lab and in the office. The pharmacy tech may also be required to perform laboratory studies, whic h involve analyzing samples and calculating lab values.A person who is proficient in the field will be able to complete many tasks required in the office or laboratory without assistance from another person, such as a technician, and without having to open the patient's medicine cabinet. They will be able to operate a variety of equipment safely and accurately. A pharmacy tech can also focus on the needs of the patient to ensure they receive their medications in the proper amounts.If you have never held a job where you had to write a resume, you should really spend some time learning how to write one. It is important to create a unique resume, which will stand out from the rest of the resumes you will find in the mail or on the internet. Use your personal experience in order to make the resume unique.Your main objective when writing a resume for a pharmacy tech job is to get the job you want. Writing a resume for a pharmacy tech job takes plenty of time and practice. When you get yo ur first job and you know what it takes to succeed, you will be well on your way to creating a resume that will help you secure the job you want.

Unfair Dismissal How to Know Your Rights - Margaret Buj - Interview Coach

Unfair Dismissal How to Know Your Rights Being sacked from your job can come as a huge shock. Not only will you have financial concerns, but you may worry about the impact on your career and the damage to your professional reputation. Dismissal often feels unfair, but in some cases, it can be legally classed as such. In these cases, you might be entitled to compensation. If you feel you were dismissed unfairly, you’ll be anxious to know your rights. You may decide to contact Citizen’s Advice or see a no win no fee employment lawyer. These companies are often recommended to dismissal complainants because there’s no obligation to proceed after seeking advice, and you won’t have to pay your legal fees unless you win the case. A meeting with the  best employment lawyer NYC will help you know your rights and plan your next steps in the face of dismissal. What is unfair dismissal? Dismissal is the legal term for being sacked or “let go” from your job, with or without notice. Your employer has the right to dismiss you, but only if they have a fair reason to do so. According to gov.uk, an employer can only legally dismiss you from your position if there is a valid reason they can justify (e.g., a breach of contract, serious complaints made against you or an ongoing inability to perform your job) and only if they have taken reasonable steps to investigate or resolve the matter. Employers must also show consistency when it comes to dismissal. In other words, they shouldn’t let you go because of something they letother employees do, even if it breaches your contract. Unfair dismissal is when your employer can’t present a valid reason for dismissing you or they fail to follow the correct dismissal procedures. You can also be unfairly dismissed if your employer has discriminated against you. This only counts if you were dismissed because of your gender, disability, pregnancy, religious beliefs, age or sexuality. Should you challenge your dismissal? If you feel you were sacked unfairly, you are legally entitled to challenge your dismissal, but only if you meet the following criteria: You were dismissed from your job, with or without notice You were dismissed while on maternity leave, or your employer refused to take you back once your maternity leave was over You have worked for your employer for a minimum of two years You may also be able to claim unfair dismissal if you felt pressured to leave your job. You can’t claim unfair dismissal if the following is true: You are self-employed You resigned by choice You’ve behaved badly at work (i.e. gross misconduct) You’re an agency worker or classed as a ‘worker’ You’re a police officer or in the armed forces What to do if you are dismissed unfairly There are several steps to take if you feel you were dismissed unfairly. The first is to check you’ve actually been dismissed and that you weren’t just suspended. You will need a letter of termination (or emails, text messages or other written communication) from your employer as proof. By law, you have the right to receive a written statement of dismissal if you have worked for your employer for two years or more. Your employer must provide this statement within 14 days of your request. You should then present this letter to your lawyer, trade union representative or the Citizen’s Advice Bureau and seek legal advice on what to do next.

3 tips for effective collaboration (without putting employers at risk)

3 tips for effective collaboration (without putting employers at risk) 3 tips for effective collaboration (without putting employers at risk) “Two heads are better than one.” That old idiom certainly holds true in the modern workplace, where employees are encouraged to harness the power of collaboration to produce the best possible results. By working together, employees can help develop better products and services, connect strategy with execution, make more effective business decisions and increase revenue. But in the extended enterprise in which we now work, collaboration involves team members, contractors, partners, suppliers and vendors distributed around the world. Content must be able to flow easily, but securely, between all parties. What’s more, millennials â€" who are now one-third of the workforce â€" opt for quick, casual and efficient interactions, preferring digital collaboration. And while there are numerous technologies available to help facilitate this, most collaboration tools that companies are providing aren’t meeting employees’ needs. According to a recent survey from Alfresco Software, an enterprise content management and business process management solution provider, 94 percent of knowledge workers recognize the importance of collaboration. While 83 percent use technology to collaborate, 59 percent are not satisfied with the tools that they have. This is particularly true among millennials, 71 percent of whom expressed challenges with workplace collaboration tools. This disconnect is causing workers to knowingly turn to unapproved consumer-grade tools with little concern about the security issues involved. So what can employees do to effectively collaborate without putting their employers at risk? 1. Don’t use personal email for work Whether it is due to fewer file size restrictions, preference for using their own devices, or no access to corporate networks at home, employees often prefer using their personal email. In fact, according to Alfresco’s survey, 51 percent of workers admitted to using personal email accounts for work email. Enterprise security can be put at risk when employees use personal email for work purposes. Stick to your work email, especially when exchanging information and documents with people outside your immediate organization, or when dealing with sensitive information. 2. Use company-approved collaboration tools As consumer file-sharing apps become even more intuitive and readily available at no or low cost, employees regularly turn to these convenient platforms when their enterprise collaboration tools don’t measure up. The Alfresco survey found that 51 percent of workers use public document-sharing tools, including Dropbox, Google Drive, iCloud and Instagram. That number is even higher for millennials and Gen X. Enterprise IT organizations are starting to catch up by adopting the tools that employees want to use or supporting the tools employees are already using. Check with your IT department to see what’s available and let them know what tools you want to use. There may be more tools available than you think. Or you could influence the new solutions that get purchased down the road. 3. Think about security According to the Alfresco survey, only 38 percent of workers said that they always think about data security or privacy when sharing work content with clients, vendors, and other external stakeholders. The percentage is even less for Gen X and millennials. If you are going to use unapproved tools, at least understand the security risks involved and try to minimize them. The first rule: Do not use unsecure tools for sharing sensitive information. Each app has specific and varying degrees of security vulnerabilities that you should know about. And when using them, be sure to follow advice on password creation and storage. Employers are beginning to recognize that today’s workplace collaboration solutions do not fit the ebb and flow of today’s extended enterprise and the digital preferences of our increasingly tech-savvy workforce. Businesses are starting to adopt solutions that can work effortlessly on the most popular computing systems and devices, provide user-friendly capabilities for wide adoption and, most importantly, safeguard critical content. In the meantime, however, employees must understand and appreciate their role in safeguarding their enterprise. Workers would be wise to stick to their work email and company-provided tools for work-related tasks.