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Robin Schlinger on how to create the perfect resume, Joe Shaheen on pros and cons of peer review and Joseph Grenny on taking charge of your career
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Hi everybody I'm Lawrence -- in any thank you for joining us career accelerated Tuesday.
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-- -- there if you worry too stiff and now we're gonna kick off this career accelerator edition with Robin -- Salinger the owner of -- Robbins resonates joining us from Atlanta hi -- Hello how are you today very good thank you for coming -- See you are an expert in the -- -- and a couple of things.
Our striking me as being.
Maybe a little bit different than the last time -- did it resonates all automated now -- need to have those key words ready to go through the system.
And also this spelling mistakes that we are making -- is unacceptable.
So that's where gonna discussed today and perhaps you can give us some tips first of -- how to make your resonate really stand out.
The things that I like people to concentrate on our writing a resume.
That matches the job that that you are trying to apply to.
So this means several things first of all that you address the issues.
-- the things that the person who wrote the job announcements -- say that are absolutely required -- make sure that you need all the job requirements.
And show that on the -- Second if all it.
You need to show accomplishments.
In your resume that show how you have contributed to company's bottom lines.
How you have improved process season things like that.
So when you get hired they're going to want you to be able to improve their operations.
-- -- to make sure that you have a clean format.
That has the key words in there.
That show how you -- the job requirements and those can be found in the announcement.
How important Robin are those keywords is there -- database are tracking system that is scans threatening -- up those buzzwords that we should be using.
Those are extremely important the way applicant tracking systems work.
Is at two different ways someone can type -- and several different ways one of the ways is someone can type in those key -- names.
What is common now.
Is it -- a person automatically doing that.
The person puts in the announcement.
And the applicant tracking system itself.
Goes ahead and -- that job announcement as picks up key words and phrases from the announcement.
And has sort of Smart way.
That we can't always figure out ourselves but if we use those phrases.
Is Smart ways that are -- in our -- -- then it's more likely to be picked up out that you are -- prosecutor.
Try to outsmart the computer right now you've.
You also have to be careful that you put -- key words in a place that this system will read it.
So if you have a really fancy resume format that -- as you on paper that may not be very good for applied for a job online.
Our job even in person where they're gonna take that resonate.
-- simply -- through that applicant tracking system before they can.
Really hire you for the job.
Right OK and then -- another thing that we we should go over because this was shocking to me.
She never have a typo.
I'm here resonated so many people miss spell some really common basic words what are some of the most common.
Grammatical and spelling mistakes on resonate that you fine.
Well there's there's several words I think.
I can think of a few words as I'm sitting here right now.
When asked them that I always get a -- that that I see that -- -- -- -- resume this week that said that.
Which is Manger.
MA and GE.
Microsoft Word spell check it may not catch it because it's a real hurt.
I now and then another -- we had showing it was personnel and -- personal that's a -- one.
And and I that's you know this is my pet people people -- -- emails to me not -- -- went he's there.
THE IR and there as in the contraction they are and there like there is something THE -- you -- get -- right the same without affecting you fact correct.
Corrects.
And.
One thing that I Austin city -- -- sure.
Insured.
At a serve so it sure is when you get insurance.
Write -- -- is when he -- sure somebody that things are okay.
And sure it is you make sure that something really happens.
Yes you know Robin I'm glad you brought all of this to our attention and there you know the computer can't do it all forties so we're outsmarting the computer and -- getting our.
Our -- means in tip top shape maybe going back -- Grammar and high school in order to do packet that computer can spot -- mistakes making so much for giving us some tips on the vetting process in getting your recipe to the top of that.
The virtual piles are right we are going to -- break we'll be right right back after us.
Welcome back big -- I'm going -- your chats right now on our -- say he did say.
Have you seen nice spelling flooring yeah -- -- your spelling sometimes your chats are hard to read on the fly because your spelling is wrong.
And you also say that's the problem today the first person to see your resonates a computer.
But it was just interesting to to find out that you have to get those buzzwords -- that.
The rescuers in -- is -- computer system and it -- tracking system is going through it thinks reading -- as always speak any try to get your spine of the better next time.
Getting if you want it checked in with us please go to our FaceBook page we'll show two on the screen.
As well as our Twitter page at Fox News lives is our handle or of course you can contact -- month -- All right our next guest is joining us from Washington DC -- Shaheen with human alliance.
And yeah it's -- consulting firm.
And we're talking about the concept of -- peer review.
I have to say gel that appear -- -- can get a little bit catty and competitive rates.
Yeah that's absolutely correct -- agreed to be Lauren and I want to say good to great job on that guessing that the ravens are gonna win the suitable.
Yeah people -- And it's and yes let you know if my -- Yeah well as it turns out it was true so I you -- have a knack for -- the idea that the thing about peer review -- that you know -- they are.
Some thing you know there are there are pros and cons to peer review systems and and you know and businesses to be used by businesses and companies.
And the most important thing of course is four you know.
Whoever wants to implement those systems to.
Understand whether they actually make sense for the companies are not okay what they did you know what what could happen is you can have a lot of going back and forth.
On now who did -- and how things should work and who's performing well.
And then it could also create kind of culture of you know you scratch my back and I scratch yours.
Got you -- so what are some tips for companies when deciding if they should do appear you.
-- first you know doesn't make sense for you culture I mean if if people receive feedback from their peers in your company.
Do you think that there will take that as a positive as a way to improve.
Or do you think that it will take that as you know as as someone criticizing them on fairly.
You know it doesn't make sense -- incorporated peer -- -- When most of the work that your company needs to do is based on individual contributions and not groups.
-- peer review is a great way.
Measuring perceptions.
Is not a lot of -- at least from being -- side that it's a great way to measure performance.
So you have to take that into consideration.
When you know when you deciding whether to to implement one.
-- something else.
You know it also all know will it be accepted.
No one complaint we get from employees.
Is well you're evaluating the in this way.
And I don't really understand what it has to do with my job I don't understand why you're evaluating me this particular way.
And so by the end when it comes to performance valuations is actually a very important thing.
You've got to convince every employee that the way that you going to evaluate him or her is going to be fair and that they are set up for success.
And would you say -- that often times the wrong.
People are room whether it even if it's not a peer review of its -- you sometimes wrong department does that reviews so.
The employee who is distribute -- -- saying but you don't really know what I do.
And that's how this work.
It's exactly and it goes back to you know -- does it make sense.
You know.
For example there are some companies that we've seen where actually -- or does the review not a lot of companies but some.
And death and you know he doesn't make sense wise HR doing the reviews they're not seeing the person or up on a regular basis.
They don't see their work and for the most part probably don't have an understanding.
Of what it takes to get their job done at least you know -- -- what it takes physically to get the job done.
So we see that sometimes and it yet again it doesn't make sense.
I have to say that I'm I'm you know I'm not totally in favor of peer reviews I actually prefer standard review process is I think the relationship between a manager.
And her and his and we -- is a sacred relationship.
And that should determine who is performing well and who isn't.
Just delete any sense of what sort of companies like -- used peer reviews to.
I was just wondering if there's any way we can kind of predict.
Or if there's a plant commonality between the types of companies that.
Like to use peer reviews.
Where is -- more random.
I think.
I'll give -- -- statistic nine about five years ago it was estimated that 90% of fortune 500 used.
Some system of peer review four evaluation purposes.
And more specifically I think what -- uses something called a 360.
And a 360 gets your input from from everyone your peers your bosses even your own employees.
-- -- So 90% of that my impression is that.
A lot of companies want to use you know.
360.
Because they believe well we want to build collaboration it's important for us as a company to have a lot of collaboration.
So if you get -- -- -- to -- each other to review each other's work.
There will be more incentive for collaboration.
Ice ice -- -- Is considered a peer review when.
Let's say a reporter reviews a producer.
Or you know is so use different.
-- -- different levels but but are they peers what what is -- exactly mean.
It's someone falls on how the company decides to define it but in most cases I would say yes a producer and a reporter or an anchor.
Are two individuals that worked together.
-- -- is more like a co worker.
Exactly I think more -- none as far as the same level that is the same level.
You got to imagine -- they would be a lot of competition why would they give my nearest competitor praise when I I wanted the job promotion.
Exactly and and the evidence says the evidence is overwhelming I'll give you an example IBM right are known for their great management styles and yes IBM used -- a few years ago and then they noticed that things got so political when it came to the 360s so they got rid of it and the we instituted a standard performance evaluation system.
So -- there are a lot of case scenarios and and case studies where.
Companies have gone to 360 route and then it got so negative and so competitive team that they decided you know what.
We're not do -- witnessed this is actually reducing productivity not improving it.
Was -- time consuming right and what must wonder.
Whether they're reviewing -- -- as a way to substantiate.
That pay increase.
Or not even you know a -- -- would maybe get a pay increase or is it more just for personal reasons for that employee.
So some of them are tied to.
Things like -- -- bonuses and and pay raises and things like that what are -- -- there was some.
-- what are you know peer review has become more effective.
Is when they're tied into personal development goals.
I mean that's one thing that's great about -- reviews is that I can get feedback from some of my peers and maybe.
You know -- communicate or -- working style that I otherwise would not be aware of if you -- that into saying you know -- -- -- since -- sits down with me and and says you know look Joseph.
You know you're doing well here but you could improve there based on your 360 I might take that as a positive.
-- a positive feedback.
I don't -- a lot and improve it -- might take the training classes that I need to improve myself.
The challenge comes and when you tie someone else's opinion my competitor -- here.
To my bonus then it becomes a lot more -- negative and a lot more competitive.
And then all kinds of you know backroom you know deals start.
If you happen.
Gisenyi thank you so much for coming on I want to apologize to -- coughed Doran -- segment on fighting something here.
And well I've got that tickle in my -- thank you so much we're gonna show your -- -- on our screen right now human alliance dot com.
Thanks and that it was great.
Thank you for having me all right NB -- -- chat with me right now fun and they chat or check us out on FaceBook.
Or on and we'll be back right after this break.
Welcome back alliance in the many and today is career accelerate our next guest shares of granny joins us from -- bias sky day here with -- Smart tied to note thank you I'm coming -- And it could be I wanna show your -- you're also the author of change and think.
And we are going to be talking about what's keeping you not only from that promotion but more importantly from loving your job.
And that how to take charge of your career of it quickly go through the -- -- the items we're gonna be discussing are creating a personal motivation statement.
Investing in professional development hanging with hard workers and they -- -- -- -- workers.
Finding a mental -- Putting skin in the game you can go through that it does they think I know that means though and controlling your workspace so let's pick it up with that motivations to eight inches of what.
What should it look like.
-- a little larger context for all six of these things we're going to discuss is that.
The year your organization is not responsible for changing you we -- heard and eating habits are studies show that 97% is unidentified something we need -- -- differently it greatly improve our career -- -- make more money here whatever.
But we we candidates -- think it is the company's job to do that.
Our research shows that that never works only about one -- -- ten employees get better performance reviews actually change as a result back -- don't -- on -- Bob -- examine yourself into fighting career -- how do you -- and -- develop -- way -- changing -- -- He's six -- -- how people do that.
Right -- and you also say hang with hard a hard.
Working friends basically.
-- -- -- sources -- -- the shapes our choice is is our social environment the people you since I Wear it sentinel is where you know when you realize it or not.
You know they tend not to pull themselves the guidelines are big and we're gonna slow -- or eight and a half -- -- view their job rather than seeking a larger enterprise interest you tend to adopt better.
What you need to do is find the people that have -- -- trying to acquire and instead.
And yet you know would say to people who media likes to keep their personal life where their friends it's a little looser.
So maybe they don't like -- now with that type papers not because it stresses them out.
Would -- say that that -- But it did he is serious and not -- it -- -- choice I don't think I have any around we'll be your candidate people are going to be year round.
Or -- happening around slackers because -- Obama.
Well there's some people you actually enjoy -- similar expressions that are -- the same direction you are again.
And just engaging with -- influences you know there's -- old Mexican saying it says show me -- your wit and I'll tell you are.
IRR.
And that is showing her wit and we'll tell you you will be.
You really need to design a social environment that supports junior.
Rules and other but he says having a mentor is key.
You agree obviously.
Yeah we do it and he's the intentional Sawyer -- yes talking about your reviews you shouldn't you waiting on the back.
You ought to be going out and finding people who will give you feed it back who will give you coaching.
And many times we don't have friends we had our troubles it's the world we got his people around us and just tell us the good stuff and Delis that we're doing a wonderful job -- don't -- let -- know.
Ways that we can improve ourselves.
Find people you trust you feel seeing where that will give you feedback about how to reach your goals.
-- -- -- major progress towards them that's part of setting up this intentional change plan that we write about him changing.
And it should be challenging right it's issued -- just accept the status cloak that doesn't get anywhere especially when you're looking to find of that promotion that happiness in your job.
Yeah we need do is is look at your default feature and one of the ways to motivate yourself to change.
Is this -- and honestly tell yourself like continue to have -- got a beard and trajectory a bar where -- -- -- five years from now and I'm happy with that.
Have your best friend -- scared of change -- -- -- is really honestly.
I ice into my -- usually comes from a -- it's you know it's it's not relax -- agents that we -- competence.
One of the -- sources of influence we actively engage you know is building our own ability.
It's finding ways -- -- environs of practice the new skills and lead you know confidence in -- and and it didn't get a big -- change.
I love this next tip that you have -- skin in the game and it reminds me that your friend of mine.
Who every time she gets a promotion she buys herself and new expensive pocketbook that's -- A big case in any.
I actually don't know that is a good question -- will find out -- and it -- elaborate on this one I think it's as justification for her to spend a lot of money can't let it.
And where -- your -- -- -- -- let -- got to use it well one bit bizarre things about human beings is that we can't actually manipulate or else.
So so I had if you're having a typical -- stay motivated you to acquire new habits one of the ways you can manipulate yourself is a reward yourself is this small holes her -- -- short term loans.
And as you see what those goals give yourself a little reported doesn't -- something usually does -- -- and very -- -- our -- But it -- -- pointed to see an -- tonight in I'm gonna read a book in my theater chair.
It could be that I'm gonna go watch a movie that I enjoy watching and -- -- free or whatever it is all reward it is.
People who create small holes in an in built.
It rewards for themselves actually increase their motivation to -- with the results.
So what are you seeing any team essentially just means that you're going to commit some resource is are rewarding yourself or potentially even depriving yourself -- something that -- -- -- he -- are what if you fall short.
But it bizarrely it's possible to punish yourself -- -- -- go crazy with this you don't want to be psychologically -- -- -- There -- people actually -- for example when trying to stick with the diet.
Will put CNN news team by saying every time I draw size -- -- don't we all know clothes to charity.
And what that does is puts in a game it will cost you money you -- if you put the weight back arm.
So you can use it condition and it's called lots -- -- where you put yourself at risk of losing something you're giving -- something you -- -- -- conditions reward yourself.
Yeah everything yeah surprisingly.
On a diet -- by my diet because that -- from spending a couple hundred dollars on May -- of human beings do it for two days.
I've seen principle that creates that that worry about -- can lose something I don't get him yeah.
It motivates us.
And finally here we have control your workspace wing physical workspace and ask.
Yeah yeah any any time you intranet environment is sheets -- -- -- you want to change your behavior you need to change your environment -- cracks hitting a lot for example.
Odds are you have an office environment -- -- design for -- -- -- -- If you're connected to the Internet you have checks coming in an era do you have email notification center and through these days we -- -- -- under different ways in erupting ourselves that are structured and or physical environment in and we blame ourselves for not being able to focus our work.
If you redesigning your environment to shut out some of those distractions just for a little island and started during the day for an -- or perhaps you can actually -- yourself focus more.
So don't think you're starting your environment make sure your physical environment supports the BT you're trying to -- -- yourself.
Just a -- that was awesome thank you so much -- you -- your website on the screen the co-founder of vital smarts and you are also up there of that change anything which reminds me in the same thing.
Are right they cannot have a great day there you go -- thank you everybody for joining us we will see it tomorrow for small business say have a good one.
