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Everybody happy Tuesday career accelerator day on -- and -- Thanks for joining us we're gonna kick things off summer we've never men -- never been Saint Petersburg Russia.
We're talking to you -- Berlin the CEO of -- resume not.
Is that right you dinner.
So you know you're the expert when it comes to making your resume really shine and -- -- -- text based.
Microsoft Word resonate is there anything -- it's past time.
Yeah actually believes.
Why why is that less -- -- you heavy use your website and then how do you help job seekers out there.
Time to come out -- -- believe that.
To see you we have lots of technology in breaks who -- drops everything brass there is an embarrassment he's remains.
The same length isn't even in nineteen -- it's.
Same under the greens weren't we just asking just released our two makes for a user.
-- candidates in the video cards do you.
Just cream and who reads wherever insurance for sure she has -- confidence to remember me what should -- he's.
Which should I don't -- optimism.
Yes we came up with a solution that terrorism as a documents as they were -- want me to be presented tonight really beautiful week -- week -- -- It's really easy Forex reserves to scream really scream into the school.
And -- users Susan BSS Cole -- -- to create he's just an ugly.
So let's turn to your website now funds.
When you go on you log onto the website correct vernacular and try to bring this everybody else can see.
So you go one -- in -- -- and right.
And then -- set up your account and many here expected it to state your career goals right.
Yes what they're really find out I don't know.
That's or I'm younger people who are just doesn't make a real -- -- great piece -- Chrysler's.
Just thinking about where to go in the future -- Christmas so it's not like the main document I mean you should not have.
Sound excuse -- -- uneasiness or some.
It's basically it's useful or you basically useless.
You to not use leniency and our job -- will be.
Trying to field.
Is something about future my future series -- Younger people play around with it how can they accomplish.
Whenever golf possible for them.
It doesn't really believe that professional success based on formula -- you know who you know.
And -- not basically aims to provide this information to any users who want your friends might be -- truth.
Achieve any of your career goals what's this you need to step up to achieve this -- all.
And that -- an excellent plan -- never kill hope and I I remember around the first time that speaker my brother he experienced how his trip rescinded some 22 years old.
OK so then after they say -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- Pregnant show all the previous employment and then specifics on each job how -- -- label the specifics.
And you don't usually released on loans student allotment.
Are you sure that's currently positioned for any condition you need to have sound -- Jaycee was asked to resist job.
Are you and would you -- the -- From your past to -- your insurer based on what's -- you have right now.
And -- gives you need to achieve to get to new -- -- who your desire at all and you can't ask for help and advice.
People inside -- number.
Let's say you're right I Franzen tasteful I mean the only night.
-- or seventeen might be useful to you to accomplish his goal you can ask for -- how -- did you just call him what -- too -- To achieve it.
You know we can.
Mitterrand who offered to users.
Some relax some real steps we've seen him take.
Suicides -- first cure someone else and -- -- -- -- -- -- in the US universities he can apply to do.
Get this message rescuers from which -- definitely.
Leave you to your desired career or at least -- Hariri chances together.
-- as for taking a look at what the final resume would look like you say -- Thumb is this service sprint.
Yeah very -- Some on looking out what are you and yeah it's it's easy it's easy to read is it pretty -- site.
-- it is free.
Can yes yes is yes that's.
And you also are using a personality test is this correct.
Yes we -- Heard of this war -- users we have our current unitas is going to chronicled we -- we show doing really great and analyzing my tax sheriff's cruised to try to -- for quite user.
I mean it's.
Really necessary for recruit -- stands for users.
To move disappoints you -- all this information because it's really not so yeah it's not a -- person.
-- I was not prepared and visual.
But it's really aren't so it's usually -- just future will we can't bring out people.
As far as saying that -- your -- so I'll probably putting it matters you've got a team like the applied mathematics or an allegiance or to -- -- -- whenever I knew I.
-- a huge huge CEO -- stealing our future.
He's sweet -- region.
Do based on the real yeah.
-- -- -- -- a sudden it disappears and Yzerman.
And how many years you have ran out anything.
We're still on president.
Hopefully we'll lounge -- the -- Three -- three and a half weeks off until everybody and probably not everybody can create -- -- are right now.
We are now some -- -- thousands of users somewhere right now I'm just really important we.
Apple -- -- ten million files in this season which realized he was saying.
-- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- Eugene -- thank you so much we'll show you website right yeah.
Resume Osce in my sang -- great resume not -- yeah yes -- -- -- T dot com.
Great idea how everyone have to get there their -- is looking a lot better as we in his new essentially done the job recruiting and Tutsi yeah.
Thank you so much for joining us -- a little break right now.
-- back with some.
-- -- story about you honey get a promotion and because there are massive job cuts that your company but you don't really want and you're certainly not ready for that.
Should not enough to be so bad for you may have been tips coming up.
Welcome back everybody I'm Lawrence in the net area let's head straight to Washington DC we have -- Bora is act joining us.
And not there of a book with a great title managing for people who heat managing be a success by being yourself.
I -- so did -- first of all welcome.
Thank you for having me people -- really getting promotions and they either don't want them are not ready for another -- happening.
Happens all the time way more often and you might think in fact 20% of people who -- promoted to managers don't actually want to be managers.
And in large part that's because.
People promoted because they're good at whatever their industry -- there technical expertise.
Not because they're goal in life is to be a manager and -- in fact less than one out of ten people who are managers.
Admit that they have the skills to do so.
-- they used to do right -- got to deal at some president TV business of improving vacations and everything else right exactly why people generally pursuits are.
Ten people generally pursue a career because they'd -- what they do they're good at it excites them.
And then when they become a manager that you less -- -- they love and more of something than ever wanted to do that well why isn't happening -- such a fast clip.
Well it's partly because of what you said earlier that people are being promoted and also we're expected to do.
More with less than him and in order to keep their jobs people are afraid to say no to promotions because they -- position themselves to succeed.
However external success isn't always makes sense for people when there internally frustrated or not to -- they love.
All right so congratulations you got the promotion -- sorry I know you can't want it what are some tips that you would give people to make sure they're better at being a manager.
Well first of all a lot of people are set about -- managers because they think that they have to be someone or not they're suffering from misconception which.
Unfortunately is reinforced by many books and speakers and consultants that.
You want to follow someone else's rules to be successful and that never works.
In fact the only way to succeed is a manager is that understanding your natural leadership style.
And working with it rather and fighting against it there's no one -- -- to leave it.
Instead the key is understand yourself.
And take what you might think dire leadership liabilities and turn them into your -- what if you -- your real job.
What would he do then.
Well there's a couple things want is to get as much training as possible.
As a manager many people are afraid to ask for that because they think it shows a weakness.
In fact it shows -- strength so.
Find a mentor find out what's expected -- be clear -- expectations and -- stay involved in what your original expertise -- -- start right.
Also you get to know the people on your team because everyone has different personality style and even though you wanna hold -- -- accountable.
The way you motivate people well very great deal from person to person you know that I -- yeah it was flat are very good point you know how people -- you kind of know had a -- the grand puppeteer and and get them to do exactly.
Doing anything to do you.
Thumb but it alone at the top when -- most people say that.
It is only the top and it's particularly challenging if -- -- with and which happens a great deal.
For your reasons one is because when -- -- -- -- from within.
These people your managing used to -- your peers.
And the second reason is there's a very good chance that if you were promoted from within somebody in your team at least one other person also -- -- that position and they.
Think they deserve it more than -- -- to deal that not as well.
Good point and in that case -- he did he say something to the other person and no more hiding handle that I think addressing the team in general on talking about putting out on the table with the elephant in the room is that you're now their -- their supervisor.
Talk about it openly admit what you're -- that talk about what you want from them and then just do the best job you can.
And eventually people start to -- as a leader and other challenges that -- used to be good buddies that one.
You really can't be -- Powell and a manager at the same time.
So that's a challenge and that also leads to being -- the top that when your leader.
You really are one of the gang anymore.
You have but that -- -- -- a lot of problems also -- think then people start talking about -- here she's been so -- is one of us and -- -- promotion.
You can still be cool however and if you have a couple people they're good friends with on your team that is really in the latest stage for people -- -- favoritism and and it can hurt both of you so.
If you have friends that happening really close personal friends keep it very clear out of the work place.
Good point does a really good tips actually it happens all the time like that without being bossy to you acts like Abbas surges.
Just govern like a -- in addition your personality -- -- Well I'd say in the book and management is a high -- act of giving support and getting out of the way.
They wanna let people layer there for them you also might be really careful -- not micromanage them -- that another of -- a lot of people fall into another -- -- is that we really wanna do things right it would be doing it right is our way and that's not necessarily the case at all.
So you gotta say to people here's what your Campbell -- and -- let them go where they need to go while letting them know that you're there for them.
Please finding your right management style is -- to borrow what what types of managers are there if you had to categorize them where -- we usually fall.
Well there are a lot of different ways to break -- person not a thousand leadership styles in my -- I talk about one area that is not discuss that much however it's really significant in terms of how we manage our style and how we make decisions and that thinkers vs Steelers.
That leaders that -- -- their heads -- tend to be more logical pragmatic objective.
Are what we call thinkers in the people who tend to focus mark harmony empathy kindness are more feelers.
And so the first step is understanding where you lie and that it it's a continuum that once some have a little -- -- vote.
And then to figure out where what else is on your team and I collect flexing your style.
-- you can find a management style that's authentic and also flexible to motivate people where -- act.
And there's a misconception.
-- women are all -- and general thinkers and actually is not the case.
There's that's a gender bias becomes a lot workplace some things we discriminate a little bit against men who are primarily -- and women -- are primarily thinkers.
Because if not what we expect right and I would imagine that more women are now getting his top positions especially in recent -- -- Absolutely which is which is great very diverse -- and it's important to know that as those women rise the top.
-- -- may or may not be primarily thinkers they may be more to -- -- empathy or they may be focused on facts and logic.
It's not -- gender it's a little there's a little bit of the -- -- more women do tend to be feelers and more men tend to be thinkers clever actually not a hundred.
Percent -- -- that thank you so much for coming not we're gonna show your book right now I believe is also available online -- that cracked.
Yes men and -- any bookstores for people who hate managing.
It's interesting I know people who got motion and then I don't think they want and want I don't even think they cared about the increase in pay they said it was modest a -- -- it's -- -- its -- -- has on information really interesting stuff.
A right we're gonna go -- and we're gonna come back says talk about.
Get -- the job search from the behind the scenes perspective so what are recruiters tell you about what you should do.
To get a job and I have a friend who was a recruiter and any single innovation -- lands the job so thankful -- back.
Welcome back everybody I'm Lawrence in in -- and I can tell you what I think you should do to get a job but what do I know we really want to ask Caroline seeing easily dean who is not only -- Career coach for your former recruiter and you're the co-founder of sixteen -- start.
Even have a book out called six steps to job -- success so what I these steps had -- How to people best navigate the job search process I don't know where you want to start with that that's a really big question my last -- away broke it down to sixty.
-- -- people do you think it's a big process and I don't know where to start.
So step one is to identify your target so identify what it is that you're looking for the okay -- to create a compelling marketing campaign which means the resonate but also the cover letter and -- online profile your networking -- OK let's stop here.
The -- -- what should it look like how long should it be how graphic should it be to do Melancon DE -- to -- upload it.
OK so the I mentioned before a state doesn't marketing goes for things than not does that resonate as began hitting people fret that resonates so much think I feel like.
Is it what energy they did exactly what you said and I put all of their energy into that he -- you line up ten employers and ask about it.
What will make -- -- standout you get ten different answers.
It's so the reality is is that you don't know and so you want to clean concise resonate to what he is always better than multiple -- That at the end of the -- you want other things to be.
Done as well secure online profile your cover letting your networking that's what -- cover letter look like it if you can see if there's a sample out there that people should follow is there one and if there is much of tourists and -- never -- samples -- buck.
But what I can say it's got to cover letter to sell you ought to win at a resonate -- -- -- very structured documents formatted in a certain way.
A cover letter can highlight certain things it's written like a letter -- -- the story.
McSorley guide you into why -- the best person to be hired.
What are some things that might not talk about it you know -- committee should -- -- I think that's of people forget a lot of people -- right -- resonate in their cover letter and it's like now maybe you're looking for something quirky or interesting.
-- -- Like you who used to look through resonance holiday something that would entertain you -- make that person -- is -- -- -- -- -- a couple of interesting is that the third step is researched and it's like getting to know the company and I'm happy and this is on the -- put her -- letter because you can really spell out this is why I would be good for Fox News as opposed to some media company.
Good point to show that you know about that company and you've done your research I love it okay what else would you recommend series three's recent stock for its networking and interviewing we put back in the same but yet because people think that -- shot interview his.
A standalone thing people think that networking as a standalone thing but the reality is.
Is that when -- networking with someone can -- easily.
-- a referral for an interview.
And when your -- for -- specific -- -- -- top guns away and higher internally the budget disappears from the lot it happens a lot but you can develop that connection and if you develop a report within touching -- percent.
-- don't think -- you first when something doesn't but what.
Happenings when you win and I interviewed the -- -- -- back.
Maybe Boston -- -- is still laced it.
You're the top job candidate but then no one's hiring you start to hear well hiring is on a freeze or were waiting -- for the budget for the fiscal year -- to be up.
What would you -- as you're waiting and months go by and wait weeks and months go by and and you know he's got the -- you really getting yet.
Absolutely need to be waiting for a very good reason maybe they're waiting for the budget to be released because they're seeing other candidates just in case.
You want to stay front of my say you want to network.
And -- -- need to you talk to them personally intervene you talk to the other people accompanied -- are interesting there's a fine line between being person sent.
And being annoying and I just -- on interest absolutely I need someone annoying is playing their entire focus is on -- -- So I'm contacting you every week and saying.
Quarantining of an Fox News something -- an -- how to Fox News rate that's going to be annoying as I contact you.
On on a regular basis talking about other things a story idea perhaps something that would be of interest to you.
And I can -- that -- you -- just asking what's going on it keeps -- friend of mine but I'm not constantly asking you help me help me with my search.
OK I got it then that's the biggest question I think.
People I know happen like I think we did well we just don't know how to make this go forward and what -- -- the final steps that you would recommends seven well it's and that's that's fine this troubleshooting your search you want to make sure that your sixteen -- -- the way and then finally wanna negotiate includes the offer.
And the reason let me state drive to the offering up the job.
He's he's you wanna drive towards multiple offers so when you -- talking to different companies you -- offers from all of that you can only take one shot.
I think so many people they get to the end they're thinking like really want to work here to what really like the people and you should be thinking those types of thoughts in the privacy of your home and not during the interview -- the networking process you want -- 100%.
For them to give you an offer you want the offer he wanted to be certain number and then you wanna use those numbers.
To get more offers.
Offers -- I know that's the way to do it I want to go to the chat now because you are giving.
Excellent points and these are some -- questions coming in Chris service one had a lesson oxide is a lifetime of experience on one page with -- that before had -- -- Well part of his thinking about for the jobs that you're going for what are the most relevant things of the person went for red -- is still more work on your rent right yeah.
He would have multiple resonates but for it.
They don't do very very different certainly want to highlight different things on an extreme example if you're an actor by day and then your six source service manager that you have two very different resonates funds and they sent.
I'm -- sending more release the ball.
You can have the same -- today that it can't meet the objective of the summary on the top it's going any different certainly didn't network is going to be different okay.
I got it and -- it I -- this segment when I do I have a very good friend who was a recruiter and Sheen gets every.
Job she goes on an interview for it's it's it's amazing.
And she says she's like I just know what they -- here.
Well I these are clean herself and employers.
Yeah he's -- he's the you're thinking what's in it for them and it was harder the job search there's all this anxiety you need that taught me that.
He checked that the employer needs something to you they need right -- -- business problem and you have to focus on.
Let's pull up your website.
Six figures start dot com was called six figures saying everybody six figure salaries.
And for what -- -- people who are management track operators to track who want to get there.
And Caroline -- easily being thank you so much for coming on believe this is a first time you run.
The program -- -- some excited tips I hope.
They were -- you and you feel invigorated right now.
In your job search and we can get -- your -- to get more information to go through those six cents a little bit more.
So good luck job searching job seeking job hunting in everything else thanks for joining us today.
Not for the next couple in Asia will have a Robert Gray in the chair and I will see you guys on Monday have a great day.
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