Unfair dismissal versus redundancy

Unfair dismissal versus redundancy by Michael Cheary Recently lost your job and not sure what to do next?Whether there seem to be valid reasons for your redundancy, or you think you may have been treated unfairly, it’s always important you know your rights.Here the Money Advice Service talks about what makes a fair redundancy process, and when you may be considered to be a victim of unfair dismissal:Unfair dismissal and redundancy definedIf your job disappears, generally it’s termed as redundancy. When you’re made redundant, you’ve done nothing wrong and no one is questioning your ability to do your job.Reasons for redundancy may include cutting costs, or a company having to close down or relocate â€" or because the work you do is simply not needed anymore.Employers are obligated to speak to you directly about why you have been selected for job loss, and be prepared to discuss any alternatives to redundancy.If this doesn’t happen, you may have been unfairly dismissed.There are some factors for which your employer would not be allowed to dismiss you on the basis of. These include gender; age; race; sexual orientation and disability, among others.The Money Advice Service has a guide which further explains the differences between redundancy and unfair dismissal.What is a fair redundancy process?If you’re faced with redundancy, your employer must treat you fairly and act in accordance with your employment contract and the law. That includes making sure you’re consulted, following the right selection process and giving you proper notice.There should be clear and objective reasons for putting a role up for redundancy.You are entitled to a minimum notice period by law. You should have at least one week’s notice if you have been employed between one month and two years; one week’s notice for each year if employed between two and 12 years; and 12 weeks’ notice if you’ve been employed by the company for 12 years or more.Make sure you check your contract of employment, as it m ay state that you are entitled to longer notice periods.What if Im not offered a notice period for my redundancy?Your employer could offer you pay in lieu of notice, which is essentially a lump sum, paid to you instead of working your notice period. This pay is taxed in the same way as your salary would be usually.You could also be asked to serve your notice period away from work, which is called gardening leave. This means that, although you’re not actually working, you’re still legally employed and will receive your normal salary and benefits. But, you have to stick to the rules of your contract, you may still be called back to work if you’re needed, and you won’t be able to start a job with a new employer in this time.Whats the  consultation period?You have the right to a consultation period before redundancy is decided. In short, your employer must tell you what’s going on and give you a chance to ask questions and raise objections. The consultation process is dependen t on how many people your employer is planning to make redundant.The Money Advice Service has a useful guide on your legal rights in redundancy, including your right to time off to look for a new job.What should you do if you are the victim of unfair dismissal?If you think you are the victim of unfair dismissal, don’t panic. There are some clear guidelines you can follow.The first thing you should do if you think your redundancy is unfair is to appeal against your employer’s decision. Check your contract or staff handbook for guidelines on how to do this, and make sure you watch out for any time limits. Be prepared to explain why you think it’s unfair you’ve been chosen for redundancy and what you want your employer to do to put the situation right.If you belong to a trade union or have an employee representative, it may be a good idea to get them involved at this point. They may be better at arguing the case on your behalf.If negotiations with your employer don’t work and you think you have a strong case, you can make a claim to an employment tribunal. Before you do this, you must notify Acas (the Advisory, Conciliation and Arbitration Service), or the Labour Relations Agency if you live in Northern Ireland.You must notify them as soon as possible, because in unfair dismissal claims you must make the claim to a tribunal within 3 months of being dismissed.What if you need an employment tribunal?                     If you can’t settle your claim through early conciliation and still think you have a strong case, you can take your employer to an employment tribunal.There is a minimum qualifying period before you qualify for the right to claim unfair dismissal at a tribunal. If you started your job on or after 6 April 2012, the qualifying period is normally two years.If you started your job before 6 April 2012, the qualifying period is normally one year.You may have to pay a fee to make a claim but this may be waived if you are on a low income.How sh ould you manage your money after redundancy?Finally, whether you are made redundant, or unfairly dismissed, you may be worried about the impact of a drop in income.The Money Advice Service has a useful guide on reviewing your budget in these circumstances, which will help minimise the impact due to your loss of income, and help you get back on your feet in no time.Redundancy CV templateOut of work checklistHow to: Deal with redundancy!Ready to find your next challenge? Find your perfect position now. Find a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Career Development How to start looking for work

What Makes a Good Mental Health Policy

What Makes a Good Mental Health Policy Now while theres no competition to see which company offers the best mental health policy, there are certain elements which would be useful to include.   Our experts this week share what they think should be included in a mental health policy that benefits employers as well as employees. Have a read as there may be things that you may want to include in your own policies if you havent got it already. Nick Patel There are many companies offering incredible mental health benefits to their employees. Since those companies have unique employees with unique needs, the benefits they offer may differ. At the very least, employers leading the way in mental health benefits should offer two core benefits: (i) Employee Assistance Program (EAP) and (ii) mental health coverage. The companies that are differentiating themselves in regard to EAPs are the ones that want employees to use the program. Many employers “check the box” by providing an EAP vendor that does not focus on driving engagement. Nick Patel, CEO of Wellable. Renae Shaw There is no one particular company which can offer ‘the best’ mental health policy because schemes and policies must be tailored to the company. For example, depending on the size of the company, or perhaps the stress implications of the job, it is important to adapt policy to what will be of most value to your employees. However, it is worth looking out for companies which are signed up to the Mindful Employer Charter as this shows they are taking active steps to improve their employees’ wellbeing. Renae Shaw, Head of HR at Search Laboratory. Lee Keyes The American Psychological Association (APA) has recognized psychologically healthy workplaces for many years. Nearly two dozen companies were recognized in 2018. . Dr. Lee Keyes, is a Psychologist and Emeritus Director at the University of Alabama. Emma Mamo A clear mental health policy should set out how the organisation will promote wellbeing for all staff, tackle the causes of work-related mental health problems and support staff experiencing them. Additionally, these are some guiding principles for effective policy development: Consult with staff in the development and implementation of your mental health policy Be clear on roles and responsibilities of those involved in delivering the policy including indicative timescales for addressing issues. We support many organisations to develop their organisational policies and practice through our Workplace Wellbeing Index in order to support employee mental health. Emma Mamo, Head of Workplace Wellbeing at Mind. Brendan Street Companies that recognise ‘one off’ interventions during mental health awareness week do not work. Offering a range of complementary interventions and support across the workforce consistently drives home the message a dialogue about mental health is  both expected and welcomed  by the employer. In addition, all initiatives should have the inherent message all of us have mental health needs, and as these vary over time, we will require different types of support. The range of initiatives offered should echo this message Brendan Street, Professional Head of Emotional Wellbeing at Nuffield Health. Shona Davies Its important for employees to feel safe and to know that if they reach out for help, they will get it. The employer should be able to offer free, confidential discussions with a trained mental health worker who can signpost the employee to resources and services that can help them. Mental ill health should be treated just like any other illness â€" the brain is an organ just like any other and can malfunction just like any other. Give them the space they need to heal, send them a get well card and remind them of their value to the business. Shona Davies, Founder of Shona Davies Consulting. Chieu Cao We’re a big fan with how transparent companies such as Monzo are about mental health by sharing what they do to support employees publicly and in turn, helping remove the stigma around mental health not only to their employees but to their followers. It provides other companies with a starting point on how to go about implementing mental health policies.                       Chieu Cao, Co-Founder of Perkbox. Lucy Faulks Well the first step is simply having a visible mental health policy as many companies still dont have one in place. A mental health policy for the workplace defines the vision for improving the mental health of the workforce and establishes a model for action. Lucy Faulks, Co-founder of Elevate. Paula Whelan A good mental health policy should be jargon free and use inclusive language. It should identify that we all have mental health and just like our physical health it can be impacted on. For some this can be short term but for others it can last longer. A policy alone is not sufficient; it should be supported by good practice guidance which helps managers and staff to manage mental health and well-being in a way thats positive and supportive.   Well-being initiatives and reasonable adjustments should be outlined so staff are aware of whats available. Finally, awareness training should be mandatory for all staff, it gets people talking about mental health, it raises awareness and helps to create a safer environment for colleagues to share and support each other. Paula Whelan, Head of Diversity Inclusion at Right Track Learning. Nicole Thurman I dont know if I can speak directly to what other companies are doing, but with what were doing at CHG, we have seen a lot of great stories where the mental health services we provide have changed lives. Our employees are able to continually thrive because of the help they have received, and to me, if other companies are able to have similar initiatives then they are on the right track. Nicole Thurman, Vice President, Talent Management at CHG Healthcare.

Land on the Right Side

Land on the Right Side Most job search advice books are serious, well-meaning and bland. I read so many that when I find one that’s funny and profane, in equal parts, I can’t help but share the advice with you. Michael Laskoff is the author of a “survival guide for the recently unemployed” called Landing on the Right Side of Your A**. (Title redacted; this is a family friendly blog, after all.) His often hilarious advice is based on his own checkered career. He’s a graduate of Harvard Business School and has held several high profile jobs for companies like McKinsey Company. He also writes an employment column for Business Week Online. His account of the early days of his career is laugh-out-loud funny, but his advice is serious. He cuts right to the chase in the first few chapters: you got dumped, it hurts, and you may have maybe â€" contributed just a bit to your eventual dumping through your own actions. He should know â€" he’s been fired several times, particularly early in his career, and he gives hard-hitting advice about how to deal with it. He advises, for example, to go through a “binge and purge” stage of anger â€" yell, stomp and cry, if you must, to get the anger out of your system. Yes, he recommends it for guys too. Once you’ve gone through that stage, though, his advice turns to how to manage the next phase of your unemployment without alienating all your friends and family. He tells the story of a friend and co-worker he calls Slide Rule (all his subjects have similar pseudonyms) who took a great job at a startup, only to have the (inept) management fire him when the business did not take off the way they thought it should. Because Laskoff agreed that Slide Rule had gotten a bad deal, he kept in touch with him after he’d been let go. For as long as Laskoff could tolerate it, that is. He writes, “For the first weeks…I called him at least a couple of times a week. And of course, he relentlessly attacked the organization that was keeping me in bread, circus, and employment. Conceptually, he was urinating into the waters in which I was still swimming. Does that sound pleasant?” Laskoff did what he calls “going cold;” he started avoiding Slide Rule. Slide Rule was taking hours and hours of Laskoff’s time and nearly all of his psychic energy. “The amount of time that it took to attempt, and fail, to cheer him up started to feel like an immense weight on my shoulders…I had run through my whole list of condolences and “look at the bright side” speeches. There just wasn’t anything left to say.” The story has a happy ending; Slide Rule eventually recovers and begins to look for employment. The whole point of Laskoff’s book is that you’ll eventually find a better job than the one you left, if you can through the phases of pain and anger. Irreverent style aside, Laskoff has a serious point to make. Many jobseekers have a tough time getting over their sense of injustice and anger, and it makes it hard for anyone to help them. Friends and advisors can feel the anger radiating off a wronged worker, and eventually, they will have to “go cold” to preserve their own wellbeing. Laskoff asks jobseekers to ask themselves some tough questions: Are you wearing out your welcome with friends and family? Are you stuck in a loop of telling the same stories over and over (the ones that prove you were wronged and your boss was a jerk?) Is it time to move on? He’s not unsympathetic â€" he’s been there himself â€" but he knows that you have to get over it to get your next job. He spends the next few chapters giving advice on how to feel better and get started on the path to a better job. If you’ve been fired or laid off, this book is like a refreshing dash of cold water to the face. Surprising, shocking, and ultimately, a wakeup call. If you’re in the mood for career advice of a different color, his book will make you laugh.

Personal Brands Are You An Is, And, Also Ok! - Personal Branding Blog - Stand Out In Your Career

Personal Brands Are You An “Is, And, Also” Ok! - Personal Branding Blog - Stand Out In Your Career “All the best people are!” That’s what we would have said had we met at an upper crust luncheon still roiling at 4 PM, when too much to drink caused us to wave white wine glasses as we made dramatic, inclusive gestures and generously greeted one another’s secrets. It’s under those country club settings that people of means and leisure have always let the truth slip, only to be told there was nothing shameful about whatever was admitted. Such is how I would like you to feel about the fractions of work you do that add up to about the time or wages of one full-time job. Or, how you might choose to acknowledge you work full time, and yet “moonlight” at one or two other compelling endeavors, ventures or whatnot. In service of your personal branding and business or career goals: you might be doing more than one thing to actualize yourself, gain experience and make enough money to live, or live out your dreams. There’s an arcane expression that may have discouraged you from speaking up with these details about your professional life, and it has an even more ridiculous acronym: KISS. Keep it simple, stupid. Actually, if you ARE talking to stupid people, I’m sorry that’s part of your day or night. And yes, you really should keep it simple for simpletons. Stupid people dot the landscape for sure; however, don’t let them diminish how you tell your story to the rest of us. We are capable of understanding you and what you do. Speak to us intelligently, albeit crisply and confidently. We will respond accordingly. Sunday morning, as almost always, I was enjoying the New York Times Style section, because it provides a window back in time. There was a pretty fancy life I used to lead, and I led it in Manhattan. Now I’m out in enviable weather of Southern California, at least most of the time, so I don’t make the fashion changes or pages as I once did. Still, I love peeking at the carriage trade and I love reading the wedding announcements.   I think they are the last untapped new business lead source, since they give the couples’ names, occupations and city. But today, I was struck by the number of these fancy people who do more than one thing. Here is an example. “Mr. deBary (left), 30, is the bar manager for the Momofuku restaurant group in New York and a bartender at Please Don’t Tell, a New York bar. He is also an assistant editor of a cocktail book published by Food Wine magazine.” Get the point? He earns his living doing three different things! He is a bar manager at a restaurant group. And, he is a bartender at a club. Also, he’s an assistant editor.” He is an “Is. And. Also.” Have you been embarrassed to be doing one thing, supplementing your income by doing another thing, and doing a third thing on the side that’s the most relevant to the career or business you really want? It’s OK!   All the best people are! Author: Nance Rosen  is the author of Speak Up! Succeed. She speaks to business audiences around the world and is a resource for press, including print, broadcast and online journalists and bloggers covering social media and careers. Read more at NanceRosenBlog. Twitter name: nancerosen

Career Sherpa, Hannah Morgan, Teaches Online Networking [Podcast] - Career Pivot

Career Sherpa, Hannah Morgan, Teaches Online Networking [Podcast] - Career Pivot Episode #135 â€" Marc Miller interviews Hannah Morgan on using online networking in your career. Description: Hannah Morgan, the Career Sherpa walks through the steps to build your online relationships and influence in a way that puts you in front of the people you want to meet to move forward in your career. Hannah covers the main platforms she uses and recommends, and how they differ in purpose, as well as their similarities. Listen in to learn the secrets of online networking, finding your tribe, and getting closer to the right opportunity for you. Key Takeaways: [1:22] Marc welcomes you to Episode 135 of the Repurpose Your Career podcast. Career Pivot is the sponsor of this podcast; CareerPivot.com is one of the very few websites dedicated to those of us in the second half of life and our careers. Check out the blog and the other resources delivered to you, free of charge. [1:51] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors, and colleagues. The more people Marc reaches, the more people he can help. [2:11] Marc has released four chapters of the next edition of Repurpose Your Career to the Repurpose Your Career review team. A fifth chapter will be released this week. Sign up to be part of the review team at CareerPivot.com/RYCTeam. [2:27] You will receive new chapters as they become available. Marc is looking for honest feedback and would love to get an honest review on Amazon.com after the book is released. [2:39] Marc’s plan is to release the book in late-September and do both a virtual and a real book tour. He will be in Austin, the NYC Area, and D.C. during the months of September and October. Marc would love to meet his readers and listeners. [2:54] Reach out to Marc at Podcasts@CareerPivot.com if you’d be willing to give him some advice on venues or groups who would be interested in hosting an event. [3:05] Next week, Marc will interview Diane Mulcahey, author of The Gig Economy: The Complete Guide to Getting Better Work, Taking More Time Off, and Financing the Life You Want. [3:19] This week, Marc discusses online networking with his good friend and colleague, Hannah Morgan, a.k.a. Career Sherpa. You will find Hannah at CareerSherpa.net. Now on to the podcast… Download Link | iTunes|Stitcher Radio|Google Podcast| Podbean | TuneIn | Overcast [3:34] Marc welcomes Hannah to the Repurpose Your Career Podcast. [4:25] Hannah and Marc met online. They have never met in person. [5:00] Online networking is networking through social media, blogs, or other online channels. Don’t network when you need something. Network to build mutually beneficial relationships and have some fun with it. [5:58] Chris Brogan first described online networking in relation to finding your tribe, which is people that have something in common with you, a way of thinking, or a passion about a subject. Hannah says the fun is really in finding your tribe. [6:46] When Hannah started writing about ‘job search,’ she looked for other people writing about ‘job search.’ She found a couple of people writing blogs on it, before the days of social media. She commented on their blogs and began dialogs with them. She found other people they were affiliated with and made more connections. [7:21] From these new connections, Hannah learned about new technology and tools. She started a Twitter account. The most important message Hannah has about online networking is to find your tribe, talking about your interests. [7:41] Marc’s definition of a tribe is those people who would probably say yes if you asked for a favor. Dunbar’s Number says you can maintain about 150 real relationships. Marc has 7,000 LinkedIn connections. That is not his tribe. [8:18] Marc was doing some unemployment rate research for his book and he asked five people he knew would assist him. They are in is his tribe. He has a relationship with them. [8:54] Some of Marc’s tribe he has met in person, like Teresa Ferguson of AustinUp and some he only knows online. Marc connects online with even the ones he has met. [9:52] Networking is like a job search. The first step is to identify your targets. Sarah connects with each member of her tribe on as many social media platforms as possible, such as Twitter, Facebook, Instagram, and LinkedIn. Those are the platforms where Sarah is active and she uses them for different purposes. [10:49] Sarah creates Twitter lists to keep people organized and to make her experience easier. All her marketing ‘peeps’ are on a marketing list. Her job search ‘peeps’ are on a job search list. Different platforms allow different strategies to keep your tribe top-of-mind. Take the effort to wish them a happy birthday or congratulate them. [12:44] Make a concerted effort to stay in touch with the people that are in your core tribe. Also, take a relationship to the next level with a phone call, or Skype or Zoom just to catch up. [13:45] Marc uses Facebook to stay connected with his Austin tribe; he also uses it to stay in touch with his local group, Gringos Ajijic Lakeside. It works better for Marc than Google because people share their recommendations. Marc uses LinkedIn for personal stuff and Twitter for jobs lists. He posted about Twitter lists and targeted jobs. [16:08] If you are looking for a job in a targeted city, Hannah suggests starting with a tribe there by joining a local Facebook group. LinkedIn also has some groups by city. Join a group and look for the kind of news that’s being shared relative to your targeted company or field. [17:28] Hannah is an introvert and seeks information before taking action. She spends time researching and becoming acclimated before she jumps in to do things. Look to see who is most active in your area of interest. Look for great networkers. They want to help you build your network. [18:35] Marc says MeetUp is a neglected platform. Marc looks at what meetings are going on in Austin and who is attending them. It will give names, which Marc uses to find email addresses on other platforms. [19:10] Tagging is a great way to stay top-of-mind. Each platform has a different method for tagging. Hannah gives an example of when to use tags in your posts on all three platforms. [20:57] Marc suggests looking for articles you think specific people would be interested in, and about once a week sharing an article with two or three people tagged in it for their feedback. [21:09] If you’re looking in a remote location, subscribe to the local business journal. When something happens in that location you want to share, be very surgical about posting it and tagging one or two people you would like to impress at a target company. Don’t tag 100 people. Tag three that could have the biggest impact on your career. [22:23] Marc walks into networking events with the goal of finding whom he can help, not how many people he can meet. He creates “good karma” by helping people. Similarly, you can find really good content and share it online, with a few to whom it would be really useful. Or use it to start a conversation. [23:04] Marc responds to LinkedIn connection requests by accepting them and then responding, “Hey, I accepted your connection request. How did you find me?” This starts a conversation. Asking good open-ended questions is a way to get a conversation going, either in person or online. [23:55] Commenting on posts among your tribe on LinkedIn is helpful, too. Leave a well-thought-out comment and ask an open-ended question. LinkedIn is all about building relationships by engaging with each other and share information. [25:42] Boomers sometimes have difficulty asking for help. Marc just turned 63. He wants to work into his 70s and he needs to build relationships to help him prepare for the next thing. Things are changing quickly. Hannah adds, this is one of the things we may not like to do, but that our career health requires. [26:55] Hannah recommends using hashtags to search for content, cities, occupations, and so forth, on LinkedIn. When you share content, use the appropriate hashtag that will let people interested in your content to find it easily. [28:18] A member of Marc’s online community started searching for her target job title by hashtag and a lot of content popped up for her. Use hashtags both to search and to curate content. LinkedIn can suggest hashtags for your content. [29:21] The same hashtag that works on LinkedIn will also work on Twitter, Instagram, and Facebook. Marc is not on Instagram! A lot of the Ajijic expats are older than Marc and they resist Facebook but Marc endorses it highly as a valuable resource. [30:16] Marc refers back to the Susan Joyce episode on personal SEO and privacy. Susan Joyce cautions to be careful what you talk about on Facebook because it will be searched by your target employers when you apply. Don’t mix rants and professional content in the same account. [30:58] Hannah says it’s okay to lurk on these platforms and check out what other people are saying. You don’t have to share anything. Hannah says a lot of older people are using Instagram to share pictures and keep track of family members. [31:41] Marc now uses Facebook primarily to share his experiences and what he learns in Ajijic and to share photos. Marc wants to help others with it, and others can keep track of what Marc is doing. [33:10] Marc will use Facebook to share about his book tour coming up in September and October. [33:22] Hannah notes that according to Pew Research, the majority of people only log into LinkedIn once or twice a month, so it is unlikely they will see your share. Don’t put all your eggs in the LinkedIn basket? Use a mix of platforms. [34:16] Marc recommends using the telephone. Gary O’Neal of Austin HR (Now Asure Software) told Marc that if you want to get to a recruiter call them. They get too much email and too much activity on LinkedIn.[35:08] Like any new routine or habit, it takes time to see the results you’re looking for. Don’t give up. Commit to 30 days to establish more online connections. You will get hooked. [35:55] You’re digging a bunch of holes and planting seeds. And you don’t know which ones are going to germinate. But you’ve got to give it time. Marc has a client who uses Sales Navigator to surgically identify people and companies who could hire him. He gets a good response rate from his personalized outreach messages. [37:29] When you have the intent of “good karma” â€" you’re putting out helpful information and you want to help, and then go back and ask for a favor, you can’t go wrong. [37:46] Marc thanks Hannah for being on the Repurpose Your Career podcast. [38:00] Marc hopes you enjoyed this episode. Hannah is a great resource for the whole job-seeking universe. Go to CareerSherpa.net to check out everything she offers. [38:11] The Career Pivot Membership Community continues to help the approximately 50 members who are participating in the Beta phase of this project to grow and thrive. The community has moved on to the next phase where community members who have experienced success share their successes and teach others. [38:29] Gene presents to the community how he obtained his first consulting client through LinkedIn Sales Navigator and using the methods described in the book Getting Naked: A Business Fable about Shedding the Three Fears that Sabotage Client Loyalty, by Patrick Lencioni. This is a great book on consultative selling, even for introverts.[39:03] This is a community where everyone is there to help everyone else out. Marc is recruiting members for the next cohort.[39:09] If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [39:24] Those who are in these initial cohorts set the direction. This is a paid membership community with group coaching and special content. More importantly, it’s a community where you can seek help. Please go to CareerPivot.com/Community to learn more. They are starting a group for bloggers, writers, authors, and publishers.[39:57] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you listen to this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [40:15] Please come back next week, when Marc will interview Diane Mulcahey, author of The Gig Economy. [40:21] Marc thanks you for listening to the Repurpose Your Career podcast. [40:26] You will find the show notes for this episode at CareerPivot.com/episode-135. [40:34] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Maximizing Interview Chemistry Connection Part 4 Answering Questions - Hire Imaging

Maximizing Interview Chemistry Connection â€" Part 4 Answering Questions - Hire Imaging Marco Bellucci Maximizing Interview Chemistry is about connecting with the Interviewer.   This is the fourth in a series of posts around the important role chemistry plays in interviewing. Maximizing Interview Chemistry: Answering If you think about it, the interviewer is rooting for you. Let’s say that interviewer is John. John wants somebody who can do the job, and he wants to find that person in a minimum amount of time. How you answer questions has more to do with building chemistry than what you say. Let’s take the common question, “Tell me about yourself.” Self-Qualify. Of course, you want to answer. But simply talking about the kind of person you are may not be what John wants to know. A secure method for answering is to self-qualify your answer: “Sure, John, I’d be happy to tell you about myself. I’m sure you’re interested in my career experience. I’ll focus on the past few years and how they relate to your position. I can start with my most recent experience if you like.” When you self-qualify, you give the interviewer a chance to respond, and to direct the conversation to another area. That way, you can avoid talking about the wrong things. When faced with the “tell me about yourself” question, you should have your elevator pitch ready. Tell Great Stories. When answering questions, make sure the conversation will be memorable with SMART stories.   Rotate. My client, Nancy, called me last month. She had been on an interview where the interviewer, Mr. B, would be this new hire’s boss. Mr. B. said, “Nancy, your resume is quite impressive. If you are as good as this indicates, you should be able to solve ALL our problems!” The implication was that Mr. B did not quite believe all he read. Then he said, “Nancy, tell me why we should hire you.” Nancy’s first impulse was to go on directly answering the question. But she really did not know WHAT HE was looking for at this point. So she rotated, turning the question around to subtly and sincerely compliment Mr. B. She said, “There is much I could contribute. I’ve certainly read the job description and researched your firm. But, Mr. B, it would be presumptuous of me to tell you what you need before I’ve listened to what you believe the priorities for the position to be. If you will share a bit more about that, I will give you a direct answer.” Maximizing Interview Chemistry: Probing and Closing Then, Nancy listened, asked more questions to probe and dig deeper on what Mr. B’s specific vision was for this new hire. They covered his expectations, what successes he felt had occurred thus far, and what he perceived the biggest challenges to be down the road. Now, Nancy had learned much about the hidden requirements of the job. She was then able to give Mr. B an ROI-Why Buy answer to “Why should we hire you?” Nancy was offered the job and accepted. After she came on board, Mr. B told her that her questions to generate his feedback, followed by her relevant answers, sealed the deal. She had been in competition with five other qualified finalists. She created chemistry and connection. It made all the difference!

What to Know Before Writing Your Resume

What to Know Before Writing Your ResumeWhen you start writing your resume, you need to know what to write about. You should include information on why you are so good and why you want a job. By including this kind of information, the employer will have a better idea of why you are qualified for the position. This is also one of the reasons that you have to be careful when you write your resume.Before putting any information on your resume, you have to be sure that it has been written. You may think that you can just take out all of the information and make it look like you wrote it yourself. However, if it is true, then your resume would not be as convincing as it could be. That is why you have to make sure that what you put on your resume is correct. If there is anything that you know that you have forgotten, then you have to mention it on your resume.In addition to this, many employers need to see examples of work that you have done. They do not want to hire someone just because yo u have worked in their company. So, you have to have examples of your past work so that they will be more likely to hire you if you fill out an application.Other than this, you also have to make sure that the information that you include in your resume relates to the job for which you are applying. In other words, it has to show how much knowledge you have about the field. For example, if you are trying to get a job in an accounting job, it does not make sense to include information that does not relate to accounting.It is also important that the things that you put on your resume are the things that you want to be included. So, if you are applying for a position that requires you to deliver a report, make sure that you give some tips about being able to do this.The most important things that you should put on your resume are the details that relate to the things that you know about the field. You should also keep these things to a minimum. If you know about what is required in the job description, you should not go over this. You have to remember that you are applying for a position that you are qualified for, so you should just let them know that you have relevant skills and experience that can help them hire you.Writing your resume should not be difficult. As long as you know what to include, then you should not have any problems with it. This will allow you to put more of your best qualities on your resume and make sure that it is very convincing to the employers.