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7 Reasons Why Your Resume Won’t Get You The Dream Job

7 Reasons Why Your Resume Won’t Get You The Dream Job

So, you are tired of applying for open job positions that you find on various companies’ websites and most times, what bothers you more is that you do not even get an acknowledgement mail. You have appeared for hundreds of interviews just so that you could land your dream job, but every time something always holds you back. This keeps on happening time and again even though you have gone great lengths to prepare your resume or look your best on the day of the interview.

Well, if this is the case, then you are not alone. There are plenty of people searching for the answer to why they are not getting what they really want professionally.

Well, there is a solution to every problem and solution to your problem could be in your resume or even in the psychometric test you are invited for as a pre-screening step or even in the interviews. There are chances that your resume interests the recruiter as a highly skilled and suitable candidate but your psychometric assessment score lets him change his mind. Whatever the reason is, the most important thing to remember is – There is always room for improvement. So, check out these 7 reasons which might be holding you back in getting the job you have always dreamt of.

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1. You are not Compatible with the Workplace

Recruiters are not interested in your resume, instead they want to hire a candidate who is able to gel in with the working staff and the environment. They look for someone who has workplace compatibility and that is why many companies are using psychometric assessments to measure a candidate’s working habits and his attitude towards the other team members.

Therefore, to get the job you desire, you must be able to perform well in the psychometric assessment given to you during the recruitment process. Practice is the key to psychometric tests and the more you prepare, the better you perform in the psychometric tests. There are many online sites providing free practice tests starting from reasoning skills, verbal skills, to personality questionnaires.

Apart from judging your abilities from psychometric tests, recruiter is likely to form an opinion about you by your initial mannerism and how you present yourself. Hence, it is crucial for you to dress appropriately and show your abilities in the best presentable manner. This is going to be your only chance to put a thought in the mind of interviewer that you are the best fit for the workplace he/she is looking for.

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2. Know Everything You Possibly Can About the Company

This is one of the mistakes candidates do when they are about to head for an interview. Unless you have sufficient knowledge about what company does and what services do they provide, you will never be in the driver’s seat. When you describe what the company does and how you can help in uplifting the company to the interviewer, you will have an extra edge over other candidates.

3. Make the Pitch

Instead of selling themselves to the potential employer, many job seekers forget that they are salespersons who should solely focus on selling a product or service. A person with a sales background is very well aware of the two basic rules: Solving the problem and asking for the business. After you have taken your boss or the interviewer to your side with your skills and experience, it is the time when you make the pitch by asking for a job in the best possible way.

4. Be More Specific when Applying for a Job

For any job position, they are going to be thousands of applications and the employer or the recruiter will be looking for reasons to skin out your resume from the rest to make the process easy and hassle free. Many times, recruiters find a candidate’s CV irrelevant to the job or recruiter may find him or her over qualified for the job title, but for a candidate who is willing to earn some experience with a particular company, this can kill his or her chances of being selected for the further round. So, be very specific when you are filling the cover letter. By not giving your reasons for joining the company in detail, you may risk your opportunity.

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5. Show Your Skills to the Interviewer

If you hold the required skills and knowledge that company is looking for, but still fails to show them before the interviewer, you are counted among the candidates who have no skills. Always prepare for the interview and research the company before going for the interview. The interviewer may ask you to demonstrate your skills, this is the time when you play your cards right and wins your jackpot. Always come up with some strong examples in case you are asked to talk about certain situations. Always keep a positive mindset.

6. Work on Your Body Language

If you go to interviews with keeping in mind that interviewer is just going to see your resume and ask you about some skills to show, think again. Interviewer is observing candidate all day 6 days a week and has developed body language reading abilities subconsciously. If you answer to a question about transparency in the workplace with your arms and legs crossed, do keep in mind that he or she knows that you are lying. Read body language tips or books and work on your body language to create a vivid impression in the eyes of interviewer.

7. Filling-up False Information in the Resume

Never fill any false information on your resume, whether it is an extended experience or an added skill that you don’t own. A recruiter can easily point out if your resume is true and original or if it has been enhanced. Instead of increasing your chances for a particular job by filling out false information in the resume, you may risk your every opportunity with other employers too. Be very careful while you develop your resume.

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These are the top 7 reasons that are probably stopping you from landing the dream job that you desire. Observe your interviewing pattern and if you find any of the reasons mentioned above relevant to your problem, then work on it and get it rectified.

Featured photo credit: Microsoft via blogs.technet.microsoft.com

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Adnan Manzoor

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Last Updated on July 15, 2019

10 Signs of a Bad Boss and How to Deal with Them

10 Signs of a Bad Boss and How to Deal with Them

This is an article I didn’t want to write. Even if it appears that way on the surface, few things are black and white. Between the two colors is a world of gray. Notwithstanding the bosses who behave criminally, some of the people who carry the “bad boss” label have possibly been, or have the capacity to become, a “good boss.”

This is an article I didn’t want to write because I understand that depending on whom you ask, many of us could be labeled either a good or bad boss.

Perhaps another reason I didn’t want to write this article is because context matters. Context for the organization and context for the individual. What is happening in the organization? What is the culture? Is the “boss” in a position for which the individual is equipped to do the job? Is the person in a terrible place in life? The office culture, the relationship a team member has with a boss or board and the leader’s personal life can all influence how the person shows up and leads and how others perceive the individual.

But since I am writing this article, I will share a few signs that bosses are bad and in need of a timeout.

1. Bad Bosses Don’t Know and Haven’t Healed Their Inner Child

If you plan to lead people – well, if you plan to effectively lead yourself – you must get reacquainted with your inner child. Just because you are in young adulthood, middle age or the golden years doesn’t mean your inner child matches your chronological age. If you experienced trauma as a child, your inner child may be stuck at the point or age of that trauma. While you walk around in a woman’s size 10 shoe, your behavior may showcase an inner child who is much younger.

In a June 7, 2008, Psychology Today article, Stephen A. Diamond, Ph.D., observed,[1]

“The fact is that the majority of so-called adults are not truly adults at all. We all get older … But, psychologically speaking, this is not adulthood. True adulthood hinges on acknowledging, accepting, and taking responsibility for loving and parenting one’s own inner child. For most adults, this never happens. Instead, their inner child has been denied, neglected, disparaged, abandoned or rejected. We are told by society to ‘grow up,’ putting childish things aside. To become adults, we’ve been taught that our inner child—representing our child-like capacity for innocence, wonder, awe, joy, sensitivity and playfulness—must be stifled, quarantined or even killed. The inner child comprises and potentiates these positive qualities. But it also holds our accumulated childhood hurts, traumas, fears and angers.”

Sometimes the key that your inner child needs tending to is conflict with someone else’s inner child.

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Good bosses are aware of the ups and downs of their childhood, have worked or are working to heal their inner child and are aware of their triggers. Good managers use this awareness to manage themselves, and their interactions with others. Bad bosses are oblivious to how their inner child impacts not only their life but the lives of others.

2. Bad Bosses Are Unable to Accept Feedback

Bad bosses are not intentional about creating an environment where their peers and colleagues can share feedback about their leadership. They don’t solicit feedback. Given the power dynamic that managers, CEOs and others in leadership yield, they must go out of their way to solicit feedback, and they must do so repeatedly.

Before being completely honest, most team members will test the waters and share low-stakes information to get a sense for how their boss will respond. If the boss is angry or retaliatory, team members are less likely to risk being candid in the future.

So being unable to accept feedback takes on two forms: failing to proactively and repeatedly ask for feedback and reacting poorly when feedback is shared.

3. Bad Bosses Are Unwilling to Give Timely Feedback

The flip side of accepting feedback is giving feedback. Both require courage. It takes courage to open yourself up and accept feedback on ways that you need to grow. Similarly, it takes courage to share honest feedback about a team member’s or colleague’s performance or behavior.

Since not everyone is open to accepting feedback, whether they’re a manager or not, having an honest conversation about areas a team member or colleague has missed the mark, is not always easy. Still, good bosses will find a way to share feedback, and they’ll do so in a timely fashion.

Withholding feedback and sharing it months after a situation has unfolded or in a snowball fashion is unhelpful to the employees. One of the ways we grow as leaders is through feedback. When people have the courage to tell us the truth, that information allows us to progress.

4. Bad Bosses Are Unable to Acknowledge Their Mistakes

Owning their mistakes is like a disease to bad bosses; they do not want it. Instead of being risk averse, they are accountability averse. The problem is that they can only gloss over their weaknesses or failures for so long; the people around are able to see their flaws and weaknesses, and bad bosses pretending they don’t exist is not helpful. It is infuriating.

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However, bad bosses are masterful at reassigning blame. They are unable or unwilling to accept responsibility for mistakes — small or large. But career expert Amanda Augustine told CNBC “Make It” in May 2017, that “good managers also admit their mistakes.”[2] They don’t pass the blame or pretend they didn’t make a mistake. They own it.

5. Bad Bosses Are Unwilling or Incapable of Being Vulnerable

Vulnerability is an underrated leadership skill. But well-placed and well-thought out vulnerability enables employees to see their leaders’ humanity, and it creates a way for leaders to bond with their teams.

Bad bosses may talk about vulnerability, but they don’t practice it in their own lives, particularly in the workplace.

6. Privately, Bad Bosses Do Not Live Up to the Organization’s Stated Values

Bad bosses may publicly spout the values of the organization they work for, but privately they either don’t believe or don’t embody those values.

If they work for an environmental group, they may not practice sustainability in their private lives. Their words and actions are incongruent.

7. Bad Bosses Are Unable to Inspire Others

When bad bosses are unable or unwilling to take the time to inspire others, they lead through fear or command. Neither are helpful.

A culture dominated by fear will stifle creativity and risk taking that can lead to innovation. An autocratic management style will have a similar effect in that team, members will not feel they have the space to step outside of the box they have been placed in.

A good boss is someone who takes time to share the big picture and time to inspire their teams to want to be a part of it.

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8. Bad Bosses Are Disinterested in How Their Behavior Impacts Others

They are narcissistic and focused on self-preservation. In “19 Traits of a Bad Boss,” Kevin Sheridan said,[3]

“Terrible bosses are endlessly self-centered. Everything is about them and not the people they manage or what is going on in their employees’ personal lives. It is never about the team, but rather all about how good they look. Conversely, great bosses lead with integrity, honesty, care, and authenticity.”

Rather than seeing their team’s talents and seeing people’s full humanity, bad bosses believe their team exists to serve them. Families, personal life and priorities be damned. Bona fide bad bosses believe that their comfort should be prioritized over their team’s needs and desires.

9. Bad Bosses Have Likely Received Negative Feedback

Bad bosses have likely been told that they are poor supervisors. They have likely been told time and time again that their behavior is harmful to the people around them.

Perhaps they do not know how to change or are unwilling to change. But bad bosses certainly have received clues, insights and direct feedback that their management style and behavior are harmful to others.

Even when someone hasn’t explicitly said, “Your behavior is harmful to me and others,” the absence of feedback indicates a problem. It can mean that the leader’s team doesn’t feel safe enough to share feedback, that people do not believe the leader will act on what is shared, or that people have determine the best strategy is to avoid the boss as much as possible.

10. Bad Bosses Are Perfectionists

Bad bosses are driven by an internal urge to be perfect. Perfectionists don’t just want to be perfect; they want everyone around them to be perfect as well. This is a standard that neither they nor their team can live up to.

Since perfection is illusive, they spend their time chasing their shadow and being frustrated that they cannot catch it. They are unable to enjoy the journey and often block others from doing so as well. They let “perfect” be the enemy of “good.” Rather than embracing a growth mindset that desires to learn and improved, they are compulsive and toxic.

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If you are like me and you see yourself in parts of this list, do not despair. A bad boss can change. The key is seeking honest feedback and being willing to work through that feedback and your triggers with a therapist or coach.

The Bottom Line

Regardless of your age and the mistakes you have made, you can change and become a healthier leader whom others respect and appreciate.

Conversely, if you are employed by a bad boss, do everything in your power to take care of yourself. Understand that your boss’s behavior, even if directed at you, is not about you. Your boss’s reactions, if and when you make a mistake, is a reflection on that individual, not you.

To survive the work environment, think about the lesson you are meant to learn. You can do this with a trusted therapist or capable coach. However, if you deem the work environment to be toxic and harmful to your health, seek employment elsewhere.

In the end, this is an article I did not want to write, but I’m happy I did.

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Featured photo credit: Amy Hirschi via unsplash.com

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