How to negotiate a job offer during the interview

How to negotiate a job offer during the interviewHow to negotiate a job offer during the interviewI recently received a sweet email from a participant in our recent NYCBossed Up Bootcamp. In her note, Brianna highlighted a priceless negotiation lesson I think we all can learn from, too.Heres an excerpt from what she wroteI wanted to reach out to say thank you - I came to yourBootcampweekend in NYC back in April, and it was a really eye-opening and useful experience. It provided me with both an overall confidence boost and some very specific takeaways that have been helpful to me recently.When I came to Bootcamp, I was unhappy in my job and looking for other opportunities. About a month later, I got an interview with a great organization for a job that seemed like a great challenge for me. After a few interviews, I got the job Its a shift in the kind of work Ill be doing to something I really enjoy, the team seems great, and its a promotion Im really excited.During the initial phone screen, the HR person handling the process asked me my salary range. I hadnt prepared to answer that so early on in the process. Before I answered, I remembered the negotiation advice from Bootcamp, and instead of giving a number without doing research, I turned it around and asked him what their salary cap would be. The range he gave wasmuchhigher than I would have given myself - and, when the offer came through, the final number was significantly mora than I was previously makingI have your workshop to thank for that if I hadnt gone toBossed Up Bootcamp, I wouldnt have practiced those negotiation tips and I would have unknowingly continued to undervalue myself - and I could have missed out on a big salary bump.This message, of course, left me screaming YAS, BOSS at my laptop for quite a while. Talk about making boss moves, Brianna GET YO MONEY, GIRLBut shes talking about an all-too-common negotiation challenge how to handle the mid-interview salary question. Its such a sticky si tch Youre vibing with the interviewer, and theyre loving everything youve got to say, so they start moving things ahead albeit, prematurely.Maybe the interviewer asks So, what are your salary expectations? Or whats your salary history like? (Even though even asking that question is nowoutlawedin a handful of states since it has a tendency to perpetuate systemic wage gaps).So how do you handle it?1. Remember that negotiation starts with a solid offer.Youre not in any kind of a position to negotiate until an offer is on the table. And unless youre a contractor or consultant pitching the company (your prospectiveclient), then theyre the ones who should be making the first move on that front.2. Ask hiring manager the same as politely as possible.Youre going to want to stop, drop, and roll off this topic like your life depends on it (because, well, yourlivelihooddoes).Heres my fruchtwein popular Youtube video of all time in which I present a quick 3-step strategy to move on from this q uestion gracefully without giving your power away3. Be persistent about not disclosing pay.Slap a smile on your face and repeat these refusals as many times as you need toIm not comfortable discussing salary at this stage in the game.When the time comes, Im looking forward to hearing more about your offer.I dont disclose my pay, but am sure youll make a competitive offer if youd like to move forward.Dont let anyone bully you into answering a question that you dont want to answer even if you start to feel squeamish about it Consider this those 10 seconds of awkwardness might otherwise cost youTHOUSANDSof dollars in lost compensation each year. And that ish adds up BIG TIME when you consider how that compounds over the course of a lifetime.Stand your ground, and if the interviewer starts bullying you or reacts incredibly poorly at your polite, professional refusal, well thats all you needed to know about how they treat their people.Have you used this strategy when dodging the mid-int erview salary question?I want to hear about your experience in the comments section belowAnd of course, Id also love to invite you to check outBossed Up Bootcampwhenever youre ready to navigate career transition and level up in work and life like a bossBut dont take my word for it heres more straight from Briannas emailBootcampwas really illuminating, and gave me the space to consider my big dreams and different possibilities without judgement - while still being practical about all of it. Plus I started listening to yourpodcast(the episode abouthow to resign in a professional waycame in very natel recently, haha) and Ive been carrying these lessons forward in my own life and recommending Bossed Up to friends, tooThis article first appeared on BossedUp.

How to Handle a Radical Career Shake-Up

How to Handle a Radical Career Shake-Up How to Handle a Radical Career Shake-Up Have you ever faceda challenging work-related situation? I think we all have. Maybe you got laid off, or maybe you made a mistake that cost you your job. Whatever the situation, when we facesuch challenges, our first reaction is typically negative. Wecan quickly become overwhelmed byfear, shame, or worry.But those initial emotions arent alwayswarranted.As the brilliant leader and CEO Tom Darden once said to me, No matter what happens, our initial emotions are almost always wrong.Its so true When something bad happens or even something good we jump to conclusions. When something bad happens at work, we jump to the conclusion that our life is over or well never work again. How toHandle a Career Shake-UpOver the course of your career, things may happen that shake you to your core. You may lose a job, lose a key kollektiv member, miss out on a raise or a promotion, or not get accepted into an educational program or school.Situations like ansicht are life-changing and initially might seem bad. So, how do you shift your perspective and learn that, sometimes, a bad thing is actually a good thing?Here are a few steps to take when youre facing a core-shaking career situation and feeling lost, scared, or overwhelmed1. Catch Your BreathWhen one of these core-changing career scenarios happens, it is easy to become overwhelmed with emotion. Your head mightspin in every direction as you mentally play out a string of worst-case scenarios. That is why its important to pause, take a deep breath, and gain some perspective.If youre dealing with a work-related crisis, take an emotional timeout. Go for a walk or practice deep breathing. Once youve calmed down, ask yourself, What can I learn from this? Is it possible that this situation, which seems bad right now, is actually a good thing?For example, losing a key person on your team would be hard, but it would also give you a chance to evaluate your business, figure out why that person left, and set yourself up for success with a new person.Or say you got passed over for a big promotion or raise. That hurts, but it can also open up the door to conversations with your leadership team about where you can improve. Similarly, if you didnt get into that prestigious program, it could send you on a totally different education track thats ultimately a better fit for your goals.The point is, theres a silver lining in every situation. You just need to have the faith to find it. 2. Seek Outside CounselWhen youre dealing with an overwhelming work situation, it can be easy to get caught up in your own head. Thats why it is so important to reach out and get other peoples perspectives.Because the situation is so personal to you, youre at risk of blowing it out of proportion. By talking to other people and hearing their views, you can gain some perspective and realize that whatever is going on at your job isnt as bad as it seems. 3. Get Your Attitude in CheckSuccess in life largely depends on your attitude. Successful people have what is called an internal locus of control. This means they realize they are in the drivers seat of their lives and have the ability to control their thoughts, emotions, and outlooks. This, in turn, affects their circumstances and how they interact with the world.People who typically struggle have an external locus of control. They adopt a victim mentality. Instead of feeling in charge of their own lives, they feel that things just happen to them and they have little to no control.How you approach life from a place of power or a place of victimhood is one of the most important contributors to your success. If you can approach whatever is happening in your career from a place of control,you can find the silver lining and use it as a catalyst for positive growth and change.Its never easy when seemingly negative things happen at work, but the thing that seems like a setback today might be the b est thing that ever happened to your career. Dont waste these opportunities. You are in your powerful and creative sweet spot. You have clarity and the motivation to take action, whereas otherwise you might have been too comfortable to notice and too complacent to act.This is your time your chance so seize the momentRobert Dickie is the author of Love Your Work 4 Practical Ways You Can Pivot to Your Best Career. As president of Crown, he is dedicated to helping people create long-term plans for financial, career, and business success.

Scaramucci demonstrates the wrong way to handle conflict with co-workers

Scaramucci demonstrates the wrong way to handle conflict with co-workersScaramucci demonstrates the wrong way to handle conflict with co-workersWhite House communications director Anthony Scaramucci has only had the job for less than a week, but hes already making public enemies.After his government financial disclosure form appeared on Politico on Wednesday, Scaramucci didnt think the information was public knowledge, as Politico had reported. He immediately believed that the information must have been leaked and he vowed to find the leaker that night.Scaramucci already had an idea of who it might be- though no apparent proof- and he went public with his speculation.In a since-deleted tweet,Scaramucci said that he would be contacting federal authorities - specifically the Federal Bureau of Investigation and the Department of Justice- to find the leaker and included the Twitter handle of White House chief of staff Reince Priebus. New Yorker writer Ryan Lizza confirmed that Scaramucc i meant to imply that Priebus was involved.Scaramucci has previously said that he and Priebus have been personal friends for six years who are a little bit like brothers, where we rough each other up a little, which is totally normal for brothers. But this latest public dispute appears to be more than a brotherly spat. Scaramucci later clarified that his tweet wasnt a direct attack at Priebus, but a public notice to leakers that all Sr Adm senior administration officials are helping to end illegal leaks.But he also ended that clarifying tweet by once more including the Twitter handle of Priebus.Theres lots to unpack here about Scaramuccis tweet and subsequent press tour. Whether youre a public servant to the U.S. government or an geschftszimmer worker, here are a few takeaways on how not to handle interpersonal conflict at work.1. Dont the FBIThis should go without saying, but please explore ways to solve your conflict without involving federal law enforcement. Start lower, like wi th maybe your manager or human resources.2. Dont take it publicPeople loathe being publicly humiliated, and its a good way to make a permanent enemy. Tweeting at your superior in a negative post is like CCing your boss in an email insulting them. Not only is it extremely unprofessional to air your dirty laundry in public, it also sows conflict, confusion and chaos among your staff.According to some journalists, however, that may be exactly Scaramuccis goal.3. Dont make accusations without proofWhatever your chosen method of distribution for your grievances - whether it is social media (bad idea) or a private conversation - be responsible about your words. Dont air your heated suspicions about your colleague unless you can back them up with more than a hunch. When you get the proof and can show the result, then you go to higher powers.So far, its unclear if the release of Scaramuccis disclosure forms was actually illegal. Politico said it obtained the documents because it was publi cly available upon request. Under federal law, its okay to request to read such a report 30 days after its been filed. That forced Scaramucci to delete his explosive tweet, which made him look confused and unreliable.The big takeaway? Dont make accusations you cant back up. It hurts your reputation and opens you up to contempt, much like the fierce public mockery Scaramucci has faced since waging his war against Priebus.4. Dont make it personalScaramuccis subtle and not-so-subtle jabs at Priebus go beyond attacks on his colleagues ability to do his job. They are direct attacks on Priebus character. The day after he implied Priebus was a felon, Scaramucci let the accusation hang without clearing it up.When I put out a tweet and I put Reinces name in a tweet, theyre all making the assumption that its him because journalists know who the leakers are, Scaramucci said in a CNN bewerberinterview Thursday. So if Reince wants to explain hes not a leaker, let him do that. But let me tell you about myself. Im a straight shooter and Ill go right to the heart of the matter.Implying that Reince is not a straight shooter is not a ringing endorsement of Priebuss character, and it makes an already messy situation messier and uglier. Appealing to the court of public opinion should be a last resort. Internal mediation between you and the co-worker causing you conflict should always come first.Whats the penalty if you dont follow these steps? Reputational harm. Scaramucci, after only one week in the job - and still without official clearance - has made his public image about infighting and treachery towards a colleague, rather than representing the Presidents position. Members of the media openly called his comments among the craziest they had ever seen in politics. Projecting insecurity and instability generally wont help you get your point across or get bigger assignments. Learning how to handle conflict calmly and effectively will go much further.

5 Ways a Mentor Can Boost Your Career Potential

5 Ways a Mentor Can Boost Your Career Potential5 Ways a Mentor Can Boost Your Career Potential5 Ways a Mentor Can Boost Your Career PotentialWho needs a ratgeber? You do.At the beginning of your professional career, everything can seem overwhelming. Perhaps youve started a job in an industry unrelated to your degree. Maybe youve changed career paths. No matter the situation, a berater can help.In the middle of your professional career, everything can seem boring or mediocre. The newness has worn off, you are confident in your skills, and the climb up the ladder is often tedious. Its easy to get into a career rut and feel like youre just going through the motions. In the middle of your career, too, a ratgeber can guide you.And at the end of your career, when youve accomplished all you set out to, even as things wind down, career coaching can help make that transition smoother.In short, finding a mentor is a vital part of any thriving career, at al stages. Dont miss out on the guidance a mentor brings and the boost youll see in your career.Here are some of the ways career coaching can help you.1. Acknowledge your shortcomings.If youre trying to move upward in your career, you need to know exactly whats weighing you down, making that vertical climb more difficult. Chances are, you know many of your shortcomings and are working to eliminate them. But sometimes the biggest flaws are the ones we cant see. A mentor can come in with an outside perspective to point out issues you may not be able to see.Your relationship with your mentor will allow you to talk about your shortcomings freely and much more easily than you could with a boss or supervisor. Even if the shortcomings your mentor points out are ones you already know, working with him/her to find ways to make you better without the fear of it impacting your career is invaluable.2. Develop your strengths.Just like knowing your shortcomings, knowing your strengths is also a key part of your career. You know best wh at youre good at and what comes easily to you. And again, a mentor may be able to point out some assets you may not fully realize. But strengths are only strengths as long as they continue to grow and develop. And often developing those strengths isnt something you can do on your own.The outside perspective career coaching brings can also acknowledge some areas that arent currently strengthsbut could be. Maybe youre mediocre at one thing, but based on other strengths and weaknesses, you could develop that ordinary skill into a strong one. Mentors can help identify areas that you can work on, making you stronger.3. Learn something new.No matter how smart you are or how much you know, the more you know the more you realize how much you have to learn. Finding a mentor outside your company or department provides you with access to knowledge you may not have known you were missing. It may be beneficial, also, to specifically look for a mentor with knowledge in an area you need to learn m ore about. Learning something new wont just make you a better person, but it will also show your employer you are disciplined and take initiativealways good traits.4. Discuss difficult decisions.As an outside source, a mentor has a unique outlook, able to give you advice without having a stake in the situation. When difficult work (or even personal) issues arise, often you will be unable to discuss it with others at your company. Career coaching provides the wisdom and knowledge necessary for quality opinions and can help you discuss your options. Youre essentially in the presence of a safe zone, able to opine and debate the situation without offending anyone or speaking out of turn.In addition to giving great advice, finding a mentor can also give you a sounding board. Sometimes you wont necessarily need advice on a situation as much you need to just talk it out. Often you know what the best course of action is, and saying it out loud, again to an impartial party, can be exactly wh at you need to gain a better perspective on the situation.5. Connect with new people.After being in the same industry for several years, you start to find that everyone knows the same people. And they all know the same people in the industry, too. Your mentor, as an outsider, has access to a whole new network of individuals you may not. You can glean from their wisdom as well as your mentors. Networking with new people boosts your opportunities exponentially. As the saying goes, Its all about who you know.Connecting with a mentor can change your career in ways you may have never seen possible. Whether youre at the beginning, middle, or end of your career path, a mentor can come in and provide guidance and support that will make you a better employee and a better human.Ready to write the next chapter of your career? Hire a TopResume writer today

The Good, the Bad and Social Media Marketing Resume

The Good, the Bad and Social Media absatzwirtschaft Resume You should have the ability to perform the a variety of tasks concerning the skills you mention. Therefore, highlight all of the skill you possess. Succeeding in the digital advertising and marketing arena requires a wide range of skills and knowledge across multiple regions of expertise. Expressing your vast array of marketing skills ought to be down throughout your resume. Getting the Best Social Media Marketing Resume The marketing program will incorporate the next components and must be reviewed no less than every 90 days. If youre a tech-savvy professional with an interest in communicating with clients through internet channels, wed love to meet you. What social accounts matter once it comes to your resume. With each industry measuring you on various scales, job seekers will need to be aware of exactly where to be, at the correct time. The Tried and True Method for Social Media Marketing Resume in Step by Ste p Detail The finest social media managers always understand when content has to be published, what things to plan ahead for, and the way to keep track of all of the various social networking conversations going on. The net and societal media is rapidly altering the way businesses communicate with customers. With they becoming a top priority for companies and organizations around the world, the need for social media marketers is on the rise. Though paid social keeps growing, organic social networking management remains important also Successful marketers understand how to use various bit of software to make content, manage social media, and analyze customer data so as to create top quality, targeted campaigns at profil clients. Social networking marketers ought to be in a position to make publishing schedules, track contacts, and maintain social networking profiles which all will require some degree of organization. Most Noticeable Social Media Marketing Resume In the end, you ou ght to be able to raise web traffic and client engagement metrics aligned with broader marketing strategies. Your advertising manager resume summary is the surface of your sales funnel. When you are searching for jobs as a on-line marketer and societal media, the search will be a lot better whenever you have the appropriate attitude and employ the proper job-seeking skills. As an email promoting manager, you will have to possess excellent writing, editing and proofreading skills to have the ability to check the truth of information supplied in emails and leadership to oversee the procedure for email advertising campaigns. Moreover, copywriting ought to be exciting Email marketing isnt new, but its still one of the utmost effective approaches to market products and solutions. What You Need to Know About Social Media Marketing Resume Include Educational Details While its always fantastic to include your education experience, whenever youre just beginning in the social networking marketing business, you must include it. When social media started there werent any tools to measure the effect of your campaigns and advertising initiatives on social networking. For instance, if youre asking for a social networking marketing position, it could. After youve crafted your resume objective and are prepared to locate a telecommute social networking marketing position, take a look at our Telecommute Job Board where you will see the most exciting social networking jobs on the net The Social Media Manager is the voice of your business and ought to be included in all matters that are customer-facing. Digital Marketing is among the latest industries to be in now. Social Media is just 1 part of Digital Marketing. Customer Service Social media isnt only a way to receive your glaubenszeugnis out, its also a means to listen. Our resume builder provides you with tips and examples on how best to compose your resume summary. Youre expected to perform graphic design, SEM, and content writing as a portion of your work. You might find it helpful to use a template also, to help format your letter, and make certain that you include all of the info required. Resume examples will be able to help you boost the attribute of your resume outline. Everyone can manage social media, businesses are seeking to employ a person who can bring value from it. With most every business needing to develop their on-line presence so as to participate in the present hyper-connected consumer buying procedure, its in your best interests to seek the services of the very best and track their progress. The most suitable example, nevertheless, is just perfect. It can be beneficial to review a good example of a cover letter for a social networking job, to enable you to formulate your own letter.

The Number One Question You Must Ask for Example Resume

The Number One Question You Must Ask for Example Resume What You Dont Know About Example Resume You also need to tailor your resume to demonstrate the way your work experience specifically meets the requirements of the job that youre applying for. Each time you apply to get a job, you have to submit a resume. If youre searching for a new job, youre going to require a strong resume. It is crucial to have an extremely good, attractive, and effective resume because you ought to remember there are others that are also attempting to find exactly the same job. The New Angle On Example Resume Just Released Understanding what things to search for in good examples of resumes can be a step in the proper direction. Your experience should deal with every essential qualification in the job announcement. The majority of the candidates who apply to get a job get overlooked or are rejected even though they have the necessary skills, experience and qualities that are needed for the lage bec ause of the deficiency of a professional resume format. The Fight Against Example Resume By researching through different samples, you are going to be in a position to formulate your own cover letter particularly with the content. Its possible for you to grab an illustration of resume cover letter off the internet. You can find a number of examples of cover letters in the internet. All the cover letter examples are written in a particular format. Then you need to thank the employer. When listing skills you should check at the job youre applying for and figure out two to three traits they want to get in an employee, for instance, customer assistance, problem solving, and leadership. Be sure you list your relevant abilities and any certifications you might have, including your example resume template Handlers card. New Questions About Example Resume You should have the ability to list all of your necessary and important qualifications and not incorporate any useless details. Ensure you highlight technical wisdom and certifications. Youre able to even find examples for a number of distinct occupations and industries online. You dont need to include your house address, even though there may be some situations when doing so would be recommended. Its also important to think about the type of work you really wish to be hired to do. Even in case you have some experience writing resumes, looking at examples is a good way to acquire fresh tips for your resume. Once youve reviewed resumes in your field, peruse resumes across fields to know how to vary using action verbs and receive a feel for what makes a highly effective accomplishment statement. Ruthless Example Resume Strategies Exploited Resumes may be used for a number of reasons, but most often theyre utilized to secure new employment. They may be organized in different ways.

Creating a Snapchat Strategy for Your Company or Brand

Creating a Snapchat Strategy for Your Company or BrandCreating a Snapchat Strategy for Your Company or BrandThinking about including Snapchat in your absatzwirtschaft efforts? Before you start snapping selfies with the popular app, you need to find out if Snapchat fits in your companys social media strategy.Snapchat has gained a huge following within a few short years. When it launched in September 2011, the simple messaging app allowed users to send each other disappearing photos. There werent many or any companies on Snapchat, either. But it wasnt long before Snapchat started adding new features that made it the popular social media channel it is today. Now you can send photos with geofilters, facial filters and text messages. You can post images and videos that stay visible for 24 hours, get your daily dose of news and current events, and much more.So its no wonder that many companies want to create a Snapchat account to add to their social media repertoire, especially since vid eo content is becoming increasingly important in marketing. But now that Instagram and Facebook offer similar features, you may be wondering if its worth the time and effort to join and grow a new audience if your company is already active on the aforementioned platforms. Depending what social channels your target customers use, establishing a Snapchat presence could be a good investment. And now that the company has more resources since going public earlier this year, it will be interesting to see if the app rolls out new functionalities to differentiate itself from the competition.Regardless, Snapchat has changed the way we consume content and interact on social media, which makes it worth exploring and considering. I started using the app in its less-sophisticated days (i.e. before they added Stories and the infamous facial filters) and helped develop a Snapchat presence for Robert Half (TCGs parent company). It can be an effective tool for showcasing your companys fun side, but here are a few things to consider when you create a Snapchat account for your organization.Do some homeworkThe first thing Id recommend? Create a Snapchat account for yourself to get the hang of it (its free). While the app may not be intuitive at first, take some time to explore the many different features and youll figure it out fairly quickly. (You may also want to use an online guide to teach you the ins and outs.)Search for other companies on Snapchat and see what theyre posting. What catches your eye - and what do you pass right over? Theres a lot of highly creative content on Snapchat, so keep tabs on accounts that you like and take inspiration from the way they present their brand.SEARCH OUR SOCIAL MEDIA JOBSConsider your approachWhat will your message be on Snapchat? Consider how your voice will differ from your other social media channels and other companies on Snapchat. Remember that Snapchat is currently popular with younger generations. Of its 100 million daily active users, 71 percent are under 34 years old, and 45 percent are between the ages of 18 and 24. And they are creating a huge amount of content. Each day, one million snaps are created and 10 tausend milliarden snaps are viewed. Is your target audience using the app? If so, how will your snaps stand out among the competition?Regardless of your industry or business, one primary goal of using Snapchat is building a relationship with your followers. Are you trying to show the world how fun it is to work at your company? Or are you offering a behind-the-scenes look at a really cool event? Maybe youre attempting to give a sneak peek of a new product or establish your voice as a thought leader on a particular topic. Whatever direction you take, if you post fun and engaging content, youll have viewers coming back for more.Make a plan to capitalize on your creativityWhile content from users and companies on Snapchat may seem casual and unstructured, it takes more planning and time than you might think to get the right shot, even if the content is meant to be candid. Snapchat isnt like Twitter or Facebook where you can draft content and post it using a scheduling tool. You have to do everything in real-time and cant edit posts once published.Therefore, make sure you map out the content and message of each story (a collection of photos and videos that is visible for 24 hours), leaving room for spontaneity. Think brief and entertaining. Many Snapchat enthusiasts have short attention spans, and very few will watch a story that includes 20 photos and videos, especially if they dont connect with it. Dont be afraid to use emojis, stickers and fun facial filters. Save your more professional and refined posts for other social media channels Snapchat is where you can show off your companys approachable and silly side.Think about awareness and analyticsMost companies on Snapchat use the app primarily as an awareness tool because there are few analytics you can measure. Among the thin gs you cant currently track within the app the amount of followers you have, leads back to your website (since you cant include links in posts), and impressions. Its also difficult to know how your followers respond to content because they cant publicly comment or like posts.That said, you can glean some helpful data from the app to help inform your Snapchat and overall marketing strategy. Snapchat tells you how many people view each post on your story and if they send you a private comment, photo or video in response. So, if 500 people watched your story from start to finish, thats 500 people who actively clicked through and engaged with your content. To calculate a storys retention rate, divide the number of views at the end of the story by the number of views at the beginning. To automate this process, you can invest in tools like Snaplytics and Delmondo, which also help you estimate how many followers you have, how many views your posts receive, open rates and more.Now that you know a little more about the social media app, hopefully youll have some added insight when deciding whether to create a Snapchat strategy for your company. And if you choose to engage with your audience by sharing candid videos and silly selfies, remember to stay on top of new features to incorporate into your Snapchat efforts.Ana Pecoraro is a public relations and communications professional at Robert Half, where she researches and writes about employment trends.

The Project Management Life Cycle Explained

The Project Management Life Cycle ExplainedThe Project Management Life Cycle ExplainedWhether you are building a house, implementing an international software rollout or organizing your sons birthday party, any project will go through common stages- no matter how long or short the timescale to complete the task. These common stages are seen in all projects and are the components which make up the project life cycle. There are four stages, which are Starting the projectPlanning the projectDoing the workClosing down the project While all projects go through these stages in their life cycle, the length of time each takes will vary depending on the individual needs of the project. Lets look at each of those stages in a bit more detail. The Four Stages of a Project Life Cycle Starting the projectThis should be a relatively short stage where the strategic goals are outlined and the resources available for the project are defined. You set the vision in this stage. PlanningThis is the st age where the work is planned. The order work needs to take place in is outlined and resources (such as staff members and equipment) are allocated to tasks. Doing the workThe tasks required to complete the project are carried out in this stage. This can take place in one phase or in a number of phases, depending on the needs and complexity of the project. This stage ends when the planned deliverables have all been achieved. Closing downThe completion of the project happens in this stage which can include a review of the project and the handover of the product or service. 3 Types of Project Life Cycles Adaptive These projects are designed from the start to be open to change. This is to ensure all stakeholders remain on board throughout the projects life. Changes at all stages are anticipated and budget planning should include contingency funds to allow changes to happen without risking going over budget. Best for Projects where you dont know exactly how you want the end result to look yet. Predictive All aspects of how the project should happen are defined in the first and second stages. This is a relatively rigid structure which does not allow for the project to move beyond the original scope. Change can happen but it is likely to involve unplanned cost. Many projects follow a predictive life cycle as a well-planned project which does not expect to accommodate far-reaching changes from stakeholders should be able to follow its plan with little deviation. Best for Projects that are structured, with clear objectives and are being led by an experienced team. Projects with a defined plan or that have been done before and are likely to follow the same route with no deviation. Incremental Phases of the project are planned to be repeated allowing the project team to improve the wertmiger zuwachs of the product or service over time. The activity of the next incremental stage may not be planned until feedback from the current stage has been gathered. Best for Proje cts that are going to run for some time, where there is the appetite for continual improvement.

Hiring For Skills Instead of Credentials

Hiring For Skills Instead of Credentials Hiring For Skills Instead of Credentials Its upsetting because thats the most perfect headline for any speciesicle about HireArt, and Im jealous that TechCrunch beat me to the punch. That headline is perfect because it succinctly captures HireArts unique essence - solutions-based thinking driven by a healthy irreverence for flawed traditions.The flawed tradition that sparked HireArt? Contemporary recruiting practices, which privilege irrelevant credentials over demonstrable skills, according to Julia Averbuck, HireArts head of operations.What does it mean that someone has a 3.9 GPA at Harvard? Averbuck asks. Yes, it means that theyre hardworking, but that doesnt necessarily mean that they can do this job.The solution? An souped-up take on the job board, one that elend only syndicates an organizations job posts, but that also screens candidates for you.HireArt wants to be a ordnungsprinzip that could test someones ability to do the job, and it wants to improve the efficiency of recruiting, when it came to actual skills and not just credentials, Averbuck says.Origin StoryHireArt co-founders Elli Sharef and Nick Sedlet both worked for companies with well-respected recruiting processes. Sharef was with McKinsey Company, whose one-time managing director Marvin Bower was among the first to recruit talent straight out of business schools Sedlet was with Goldman Sachs, yet another powerful recruiter of fresh MBAs.But when Sharef moved to her next job, she learned that not every company is as adept at recruiting as McKinsey or Goldman Sachs. A lot of organizations rely on the wildly inefficient post-and-pray method, or other similarly unfocused methods of sourcing.Sharef saw how different it was, and how frustrating recruiting could be, Averbuck says. So what she wanted to do was she wanted to create a process that could replicate the McKinsey process, in that it could pick out the raw talent. It could really figure out who t he best candidates are for the job.And as Sharef thought about the idea more, she realized that even the McKinsey process could be improved upon. Powerhouse companies like McKinsey and Goldman Sachs often focus their recruiting strategies on graduates from top-50 schools, artificially limiting their reaches. So, even though they have this great einstellungsgesprch process, theyre actually not addressing every potential talent out there, Averbuck says. Sharef and Sedlet wanted to create a process that helps anyone - with any kind of background - shine beyond their resum.HireArts Take on RecruitingFor employers, HireArt is sort of a combination job board/ATS, but with much better inspektion capabilities. You head to HireArt, post a job, and it syndicates your posting. HireArt assigns you an account manager, whose job is to figure out what, exactly, you want from your new employee. We spend a lot of time upfront understanding what companies want, says Averbuck. Were not just going of f of the job requirements were not going to go off of some great idea we have. We do a call with the hiring manager to say, Tell us what youre looking for.Once HireArt has this information, it can start curating a candidate list - that is, a list of the top few candidates whom the platform determines are the best matches for you, out of all other applicants. In this way, HireArt is sort of like an ATS, separating the wheat from the chaff.Of course, the problem with ATSs is that so many of them filter candidates according to keywords on their resums. Hence the myriad articles on beating the system. And, at that point, a resum is pretty much worthless. It no longer shows off who a candidate is, but what a candidate knows a company wants to hear. Good luck trying to hire the best of the best in those conditions.HireArt, however, takes a different, more hands-on approach to candidate curation, using video interviews and work samples (more on those in a bit) to test relevant skills.Ther es actually two parts to the screening process, explains Averbuck. The candidate first sends in their resum, and then theyre invited back for a video interview. Whether they complete the video interview or not, in my personal opinion, is already an assessment of them.As Averbuck points out, applying to a job online is an absolute breeze, for the most part just send in your resume and see what happens. By asking applicants to complete a brief four-question assessment - two video questions, two written questions - HireArt hopes to test whether candidates really want the job or are just blindly sending off resums.The idea is that, if someone doesnt come back and do this extra 10-15 minute assessment, then theyre probably not that interested in the role, says Averbuck. Thats something that employers waste a lot of time on these days.Imagine, for example, posting an advertisement to Craigslist. How many applicants are you going to receive in total? (Conducting an experiment, writer Eri c Auld received 653 responses to a job ad in 24 hours. Afterwards, he took the ad down. How many more would he have received had he kept it up?) And how many of those are going to be quality candidates? (According to ERE, on average, more than 50 percent of applicants fail to meet the basic qualifications).An employers going to get 100-1000 resums on Craigslist, Averbuck says. You go through all of those resums, you pick out the best ones, and the first ten people you call just arent interested. They just kind of sent the resum because, Why not?Averbuck describes the video interview invite as the first line of assessment because, rather than assessing skills, it assess candidate interest. If a candidate cant be bothered to complete the assessment, they most likely cant be bothered to care much about the stelle if they land it.After this first layer of screening, we come to the actual assessment. The questions that HireArt asks candidates are specific to the level and the category of the role which needs filling. For example, for a customer service role, we have them answer a customer service email, or we have them do a sample customer service call, says Averbuck. These are the work samples mentioned above little activities which provide snapshots of an applicants relevant skills.While HireArt generally deals with entry-level and non-technical jobs - the necessary skills for which are easier to assess online - the platform does have a process for evaluating higher-level candidates. For a more senior marketing job, for example, its a little harder to do work samples, but we ask for examples of prior work, or we ask them to talk about certain aspects of digital marketing that are going to be important for their jobs, says Averbuck.Its About FairnessFrom a candidate perspective - it feels weird to say this - but when Sharef and Sedlet started HireArt, they started it with a goal of fairness, of giving everyone a shot, says Averbuck.One can see why Averbuck fee ls weird saying that when youre used to screening candidates via the far-from-perfect systems of ATSs, screening candidates doesnt seem like an especially fair process. And the process is especially broken if youre screening for credentials instead of capabilities.But the hiring process should be fair, shouldnt it? Every applicant should have the chance to show an organization who they are. If who they are isnt right for that role, fair enough - but cutting candidates out before they get a chance to prove their worth seems not only cruel to candidates, but also counterintuitive to the companys mission. If youre looking to hire top talent, should you really be trusting resums and keyword filters? Can you afford to limit yourself to certain schools?Sharef and Sedlet started HireArt in part because they saw companies using the wrong criteria to hire people - e.g., looking for degrees instead of skills. They felt like a lot of companies were just screening for top-50 schools, Averbuck says. Honestly, if youre a startup looking to hire a customer service person, for example, you probably dont even need to hire someone from a top-50 school.We started the company with the goal of showing that people were picking for the wrong categories, Averbuck explains.While HireArt acts as a third-party curator of candidates, Averbuck believes that this does not result in any sort of frustrating separation between applicants and companies. If anything, Averbuck sees HireArt as a way to bring prospective hires closer to employers If they do make it through to the top candidates, then theyre usually one of 5 or one of 10, Averbuck says. They get a lot of employer attention. They really do get the visibility.Going ForwardWeve figured out what we do well, Averbuck says of HireArt. Were at a point where we want to scale that.While HireArt is currently in the middle of raising capital to scale-up its operations, the company is also looking to improve some aspects of the platform. For example, Averbuck says HireArt is looking to collect more data on how applicants are performing, so that it might leverage that information for the benefit of job applicants. Right now, we grade applications extensively, and we collect all of this data, but were working on how we can come around and figure out how to give this back to candidates, Averbuck says.HireArt also collects data on every candidate that gets hired, to see how well theyre doing and how long they stay.On a more general note, HireArt seems to see the value in constant improvement. As Averbuck notes before our conversation ends, We recognize that were definitely not there, in terms of Do we perfectly assess the abilities to do the job? But we assess it better than just a resum, so we want to keep improving how we assess it.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. 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