Your Competition is NOT the Enemy!

Just because you're in competition with someone for a job doesn't make them your ENEMY.

In fact, they're a potentially HUGE asset in the long-term.

This one's a must watch for the ambitious go-getters out there!

3 awesome ways to TILT salary negotiations in your favor

Does the prospect of negotiating salary make you break out in a cold sweat?

I feel your pain!

Here's the good news: you can be freaking out on the inside, but as long as you execute the right ACTIONS, it doesn't matter!

My latest video will give you 3 ways to TILT negotiations in your favor.

You only get a few of these moments in your life, and they have a DRASTIC impact on your earning potential, so make them COUNT!

Stop Making Decisions Based on the Job Market!

Tailoring your job search efforts with the market may seem logical on the surface, but in reality it's a TERRIBLE way to approach your career! Anish explains why.  

No Time to Land a Better Job? This Simple Hack is the Answer.

PROBLEM: "I want a better job, but I just don't have the time!"

SOLUTION: Make a list of EVERY SINGLE ACTION you take during the course of a week. Professional and Personal.

-Now, circle all of the 10X tasks. These are actions you take which pay off across MULTIPLE FRONTS. Ex. running a group workshop generates new business, increases your industry standing, opens the door to totally new opportunities....in other words, this 1 action nets you 5-10 times the results. NOTE: 10x tasks can also be personal. Riding my bike gives me peace of mind, helps me assess the day, brings greater emotional stability...a true 10X task.

-Now, circle all of the 2X tasks. These are tasks you regularly do which satisfy an immediate need while giving you SOME KIND of added bonus.

-Finally, take a look at what you're left with. These are called 1X tasks. Jobs that you have to do all the time, that have ZERO added benefit. These need to be delegated. And in delegating them, you create the time for your job search/networking.

Examples of 1X tasks:

-Mowing the lawn

-Cleaning the house

-Fixing leaky pipes

-Booking meetings and calls

-Replying to cold emails

-Researching flights and prices online

-Here are some great websites and resources you can use to start delegating 1x tasks:

-TaskRabbit.com

-Upwork.com

-Fiverr.com (amazing range of services provided starting at just $5)

-Your weekly "Penny Saver". This is a neighborhood flyer that most neighborhoods receive that are chock-a-block with contacts for gardeners, paving, painting...all of the house stuff you don't need to be wasting time with.

ONE FINAL TIP: This strategy only works if you USE THE EXACT TIME that someone else is doing a 1X task with something job search or networking related. In other words, if the gardener will be working on your lawn between 3 and 4:30 pm on Saturday, BLOCK OFF that time to advance your goals.

5 Ways to Kill Your Chances with a Hiring Manager

I’m a big fan of the X-Men comic books, and have always loved the powers of Dr. Charles Xavier, who is telepathic. Who wouldn’t want the ability to instantly read a person’s mind and affect their behavior? This skill would come in extremely handy during interviews with hiring managers, many of whom seem to belong squarely to the school of “Say little and express even less.”

Here are 5 of the biggest hiring manager turn-offs to be on the lookout for:

1) Lack of Specificity in the Resume

A big mistake jobseekers make is submitting overly-general resumes. This makes sense in theory: after all, the more applications you can shoot off, the more interviews, right? But this can really turn off a hiring manager, who wants to know EXACTLY how your background will enable you to tackle the problems they need solved. Clichés just won’t cut it at this stage.

-Create a shortlist of 5-10 positions you’re an ideal fit for.

-Study the job postings for positions like this, as well as LinkedIn Profiles for people who currently have these jobs.

-Tailor your resume to quickly communicate fit for these roles.

-Here’s what separates the best from the rest: once you have a solid framework in place, include METRICS-BASED ACCOMPLISHMENTS for every major position you’ve held that PROVES your ability to execute. Here’s an example:

• Saved global Telecom company $500M over 2 years through development and deployment of end-to-end Complexity Reduction methodology resulting in purchasing and inventory efficiencies.

2) Too Aggressive about Career Advancement

Look, it’s great to be ambitious. And of course the job you’re after today is probably not the one you want to retire on. But you need to place your focus squarely on becoming the ideal candidate for THIS job before even talking about the next step. Neglect to do this, and a hiring manager will naturally start thinking that you might jump ship within a year, and they’ll be back to square one.

-Create a short “Value Presentation” for the interview which talks about how your 3-4 strongest skills can be applied immediately towards helping the company. Get creative here! For example, if you’re going after a product development position, why not run some quick usability tests on a company’s products, document it, and develop some design suggestions?

3) Too Open About Weaknesses

A hiring manager is not a career counselor. With the latter, it’s perfectly fine to be honest about vulnerabilities in your personality or “pet peeves” that drive you crazy in the work environment. But if you take the same approach with a hiring manager and confide things like you have trouble balancing family responsibilities with workplace demands, you’ll most likely get passed over. They’re not only looking to find the best candidate, but MANAGE RISK.

-Learn how to “spin” negatives into something that ultimately leads to success. For example, if you’re asked what your greatest weakness is, you can tell a story about how you once had chronic shyness and needed 30 minutes to “amp yourself” up for a simple phone call, and now, through courage and repeated exposure, can handle dozens of calls with high-level clients per day. Negative to a positive.

4) Not Following-Up

Following up matters! It shows that you’re truly invested in landing the position, and aren’t just treating it as one of many potential opportunities. I recommend sending a simple, printed note within 48 hours of an interview thanking them for the opportunity, followed by an email sent a few days later that essentially continues the conversation- adding greater detail to questions raised, sharing an industry article of interest, etc. You’re making it clear that the interview was the beginning of an ongoing relationship.

5) Lack of Enthusiasm

If a hiring manager has to choose between the most qualified candidate on paper, and a less qualified candidate who brings genuine passion to the table, they’ll go for the latter every time. You can teach someone almost anything EXCEPT enthusiasm. So if you have a personal connection with the company you’re interviewing for, and believe that this is a meaningful step in your life’s ambitions, or simply love the unique culture they’ve developed, take time in the interview to let them know! It also doesn’t hurt to explicitly state, “I’m very interested in this position, and would love to see a positive outcome” or similar. Excitement fuels job offers!

Super-Tricky Salary Negotiations: What You Need To Know

You're not the "best value" candidate, you're the BEST candidate, period!

How to negotiate great offers regardless of whether you're UNDERPAID, OVERPAID, or in talks with MULTIPLE companies.

3 Things You Need to Know About the Job Search

#1

The BEST way to answer the question, "Why are you job hunting?" is with a variation of the following strategy:

Great Experience at my Current Employer

BUT

I've Hit a Wall in Terms of Growth and Development

AND NOW

I want to take my Development and Career to the Next Level (and you guys are the best way to achieve this)

#2

A great way to set up interviews when you're in a FT job is to simply be OPEN AND UPFRONT with recruiters and hiring managers instead of pretending you're completely available and then scrambling frantically when one is set up for you!

Tell them that you'll need a little flexibility to work around your current work schedule, and (if they're reputable) they'll be happy to adjust. People often interview after 5 pm.

#3

Many companies push new hires to sign a Non-Compete Agreement (NCA). It's a major hassle in terms of your not being able to work in your field and earn income within your targeted industry in the event that things don't work out.

So if signing a NCA costs you money and provides a major benefit to the company, it's only fair that it cost the company something too, right? Negotiate for a GUARANTEED SEVERANCE PACKAGE for the term of the NCA to tide you over during a transition. Make them seriously consider the merits of having you sign one.

3 Secrets Hiring Managers DON'T Want You To Know

Anish shares 3 secrets hiring managers would prefer you didn't know as a jobseeker.

3 Things You Must Know About Landing A Better Job

TIP #1

A great job should NEVER be about just a big paycheck. True career fulfillment also needs:

1) REAL challenges. You can't spend 40-50 hours a week doing mind-numbing tasks and think you're setting yourself up for something better. You're not.

2) MENTORSHIP. 90% of the executives I coach list "loss of a mentor" as the primary reason for seeking a new role. You need DIRECTION and GUIDANCE to get to that next level!

3) WORK-LIFE BALANCE. Not optional, required.

4) A LEADERSHIP TEAM THAT SHARES YOUR VALUES. Are you being heard?

TIP #2

Did you know: Studies show that a candidate who is REFERRED by a current employee is 40% MORE LIKELY TO BE HIRED!

This is why TAPPING YOUR NETWORK, EXPANDING YOUR NETWORK, and SETTING UP AT LEAST 3 INFORMATIONAL INTERVIEWS PER WEEK with key industry players will get you further, faster, than answering job postings.

TIP #3

NEVER accept a job offer before asking this question:

"What criteria will be used to judge my performance in this role? What does success look like during the first 30, 60, and 90 days?"

You need to understand PRECISELY what an employer's expecting you to deliver!

Help, The Job Search Has Me Feeling Stressed!

Job search got you down? Use these tips to beat the blues and get back on track!

10 Toxic Interview Questions to Avoid at All Costs!

We all have pet peeves, little things that get under our skin and make it harder to move forward. For hiring managers, these 10 questions are considered major turn-offs. With a little prep on your part beforehand, you can avoid these "interview killers" and stay on-track to landing that new job:

1) Don't ask for information you could have easily found with a quick online (Google, Linkedin, Company Website) search. The stronger your knowledge, the clearer the signal it sends that you want a position with THIS company.

2) Don't ask if you can change the job details, the schedule, or the salary. You need to prove 100% fit with the role first, negotiate salary only once an offer's on the table, and work out scheduling specifics once you actually have the job! Don't get the order confused.

3) Don't ask too many questions about the interviewer’s background. Some initial questions about the work they do and their experience at the company is fine, then move on.

4) Don't ask about pay, time off, benefits, etc. during the initial interview. This can make you come across as a "WIIFM" ("What's in it for me?") candidate.

5) Don't ask “What does your company do?” YOU SHOULD ALREADY KNOW THIS!

6) Don't ask “If I’m hired, when can I start applying for other positions in the company?”

7) Don't ask how quickly you can be promoted. Again, this is putting the cart before the horse. Succeed at the job first before entertaining thoughts of promotion.

8) Don't ask “Do you do background checks?” Assume they will.

9) Don't ask about gossip you’ve heard or come across online.

10) Don't ask if the company monitors e-mail or Internet usage.

1 Easy LinkedIn Profile Tweak for WAY More Recruiter Results!

racing

If you're in ACTIVE JOB SEARCH MODE, then you MUST activate LinkedIn's "Share Career Interests with Recruiters" feature.

Simply put, it will IMMEDIATELY put you on the radar of major industry recruiters, offer a glimpse of what types of roles you're pursuing (and what skills you're bringing to the table), and do it all without blasting out notifications to your existing network. Oh, and did I mention it's FREE?

Here's how:

Step 1: Sign into LinkedIn and click on the “Jobs” tab

step-1-screenshot

Step 2: Now Click on the “Preferences” tab

step-2-screenshot

Step 3: Scroll down to the bottom of the page and you’ll see a “Share career interests with recruiters?” option

step-3-screenshot

Step 4: Fill out the questions, then click on the “Share your job preferences” option at the bottom.

step-4-screenshot

Boom! You’ve just sent out a powerful “blast” to recruiters about your job interests, and increased your visibility with them for the next 90 days.

Pros and Cons of Working with an EXTERNAL RECRUITER

In last week's post, I gave you a rundown of the pros and cons of working with an internal recruiter. This week we'll be talking about EXTERNAL RECRUITERS, and what they can offer you.

First, here's how an external recruiter operates:

- External recruiters are usually paid a percentage of the employees’ annual salary as a “finder’s fee” for bringing a hired candidate to an employer. Employers will often engage more than 1 recruiting firm to source qualified candidates from, so competition can be fierce.

-External recruiters will almost always handle the initial phone or face-to-face interview, and then it's usually turned over to internal staff at the company. On rare occasions, they'll manage the entire hiring process from start-to-finish.

Now let's go over Pros and Cons:

PROS

-They have an outsider’s perspective, and can usually provide a "clear-eyed" view of what's really going on at the company.

-They can offer crucial guidance on navigating personalities and company hiring issues to give you an edge over the competition.

-Your success means more money for them- that's a POWERFUL motivator! Internal recruiters just don't have the same level of incentive to get you hired.

CONS

-The same outsider mentality which can be a plus with a great external recruiter can also be a NEGATIVE with someone who's not on top of the ball. Lack of knowledge about the company and key decision-makers can make it very difficult for you to get traction during the hiring process. This is why it's crucial to listen and observe carefully during initial contact with an external recruiter- are they interested in YOU specifically, or is this one of dozens of calls they have on the books?

-To maximize their odds of placing a candidate, external recruiters will usually put forth multiple people for a job. As such, they may not promote you as aggressively.

-Some external recruiters may submit your resume for other open positions without your knowledge (or permission). This can cause unexpected problems. For example, if you've previously applied for a position independently, and then an external recruiter ALSO submits your candidacy for the same position, an employer may choose to skip you over entirely rather than deal with the headache of figuring out whether a commission is due to the recruiter on hiring. This is why SETTING CLEAR EXPECTATIONS are a must when working with an external recruiter.

KEY TAKEAWAYS:

-Ultimately, an external recruiter has the exact same goal as you: getting you placed quickly, and for MAXIMUM compensation.

-Be honest with them about potential vulnerabilities- they can play a big role in mitigating the fallout and strengthening the overall impact of your presentation.

ONE MORE THING:

A relationship with an external recruiter can pay off for years to come. If they succeed in landing you a job, be sure to send a handwritten thank you note. Connect with them on LinkedIn. Periodically touch base during holidays and during milestone moments in your career. And the best value-add of all? Refer colleagues to them!

"What's Your Greatest Strength?"

Here's a great way to answer a tricky interview question!

Pros and Cons of Working with an INTERNAL RECRUITER

In my work with jobseekers, I often encounter a lack of basic understanding about recruiters. This can really hurt you when pursuing new career opportunities.

Here's some information to quickly get you up-to-speed:

* Internal recruiters, also known as “corporate” recruiters, work within an organization. They usually get paid by the employer who has the available job.

* External recruiters, also known as “independent” recruiters, do not receive a paycheck from the employer who has the open job. They work for someone else, either a recruiting firm or agency, or simply for themselves.

Let's go over the advantages (and possible disadvantages) of working with an INTERNAL RECRUITER:

PROS

-Insider perspective. They know how a company REALLY works and usually have deep relationships within the organization (including hiring managers).

-Getting introduced to the hiring manager by an internal recruiter is usually a signal that they're SERIOUSLY INTERESTED In you for the job.

-They can get you on the "inside track" if convinced you're the best person for the position.

-Sometimes they will even coach you in navigating the various personality types and hiring procedures within the company.

CONS

-Their allegiance is ultimately to the employer, and that can cause problems if you get caught in a clash between 2 key decision-makers, etc.

-You always need to watch yourself with an internal recruiter (because they're always watching you). You can't confide vulnerabilities and offer "straight talk" on concerns as you might do with an external recruiter.

-They will not hesitate to block you as a candidate if you try to go around them to the hiring manager.

KEY TAKEAWAY: You must ALWAYS present your strongest, most polished self when dealing with internal recruiters. They're not "on your side" during the hiring process. Don't ask for special favors, and don't assume they have control over interview scheduling, salaries, etc.

I'll give you the low-down on EXTERNAL RECRUITERS next week!

Ready to take your career to the next level?

How to Create a Job Search CHEAT SHEET!

Anish shares a step-by-step strategy for creating a Job Search CHEAT SHEET that will generate more interviews and shave months off of your search!

Ask Yourself These 3 Questions Before Accepting an Offer

What's the difference between a candidate who has a clear and powerful career "journey," one marked by upward steps at each turn, and one whose background looks like it's all over the map?

One difference is that candidate #1 is probably earning WAY more than candidate #2!

Another difference is that candidate #1, when presented with an offer, acts in accordance with LONG-TERM, not short-term goals.

Here are 3 important questions to ask yourself before accepting a new role:

1. How will my job title look to an outsider?

Can you easily explain that there are no Director titles even though you had Director-level responsibilities?

2. How will my department name look to an outsider?

If you want to get into Public Relations, but this job places you in the Internal Communications department, you might be creating a future issue.

3. What's the job I want in 5 years?

In a small business, you get to wear many hats. But if your dream is to make a big impact at a large firm, how will you position yourself for more specialized roles? Or vice versa; you start in a large company, but are passionate about faster career growth in a start-up. How would you build skills and transferability for the future position?

3 Summer Job Search Tips

#1

HR and Hiring Managers are usually WAY more open to cold reach-outs and informational interviews during this period.

Create a list of 10-15 dream companies, start putting in calls, and get your face out there!

#2

2 quick ideas for summer networking (because those who build their network during the Summer months reap rewards come fall):

-Large cities host informal, outdoor "happy hours." Attend one to quickly meet new people across many different industries.

-What's your university alumni group up to? Meet up to trade notes and scope out potential opportunities.

#3

Longer wait times to hear back during Summer isn't a sign that you're doing anything wrong.

Think in terms of "hurry up and wait": periods of rapid activity followed by gaps as staff go on/come back from vacation, etc.

How Can I Communicate More Effectively During Interviews?

In this episode, Anish shares some quick tips on improving communication effectiveness during interviews. Small changes can make a BIG difference!

How to Negotiate A Flexible Work Arrangement At Your Next Job

Did you know that, according to a recent survey by WorldatWork and FlexJobs, the vast majority of companies (80%) offer flexible work arrangements to employees?

However, only 37% of these companies report having a formal, written philosophy to support employee flexibility options.

What does that mean for you?

2 things.

The first is that a work-from-home/telecommute situation can certainly be negotiated at your next position.

The second is that, in all likelihood, you're going to have to do your homework beforehand to broach it in the right way, and secure an arrangement that makes you (and your employer) happy. 

Here are some tips:

1) Figure out How Important this is to You

Are you willing to walk away from a position if they can't provide you with some leeway on how (and where) the work gets done? 

Is a flexible work arrangement simply something you'd like to have, or is it crucial based on your particular circumstance (for example, you have a growing family and need to be more involved in their lives, can't afford to be spending 10-12 hours a day, every day in the office, etc.)?

How you answer this question will play a big role in successfully advocating for yourself. There is no wrong answer here, but be honest.

2) Do Your Homework!

Put your detective hat on!

Start by researching real employee accounts of life at the company. If you know someone at the company you want to work for, take him or her out for a coffee to discuss. Sites like Glassdoor.com give staff a safe place to post honest, anonymous observations on how they work, company culture, and everything in between. Get a feel for what other experiences at a company have been like to inform your efforts. A company that isn't willing to provide even an occasional telecommuting day is unlikely to be receptive to a more extensive work-from-home arrangement.

3) Prepare a Proposal

Let's be clear: you're not going to be able to "wing it" when it comes to negotiating an arrangement like this.

Once you have a clear picture of what's possible at the company you're considering, develop a proposal for what a fair flexible work arrangement looks like to you.

Do you want to keep a full-time schedule but work from home several days each week? Are you looking for a three-day workweek to help with childcare?

Whatever option you're seeking, keep it SPECIFIC and leave a little extra padding for NEGOTIATIONS (this is a starting point, not a take-it-or-leave-it situation).

Expert tip: if you've worked out a similar arrangement in a prior job, highlight KEY WINS you've accomplished while sticking to it. This offers clear evidence of your ability to get the job done (and will reassure a company that you're not just looking to slack off).

4) Present at the Right Time

Don't pitch a flex working arrangement during a first phone interview.

In fact, hold off on broaching the topic until an actual job offer's been made (until that point, your main focus should be on demonstrated outstanding FIT and EXPERTISE for the position).

Once a deal's on the table, be specific, be passionate about why this is important to you, and be ready to compromise in other areas to make it a reality (reduced benefits or comp, etc.).

A great flexible work arrangement can have a MAJOR impact on how happy you feel at work. Fight for it in the right way and you'll be set for success.