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7 Lessons I Learned from My Job-hunting Experiences

7 Lessons I Learned from My Job-hunting Experiences

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    Among the many ironies of the so-called ‘real world’ is not getting the job when I knew I gave my best interview. For instance, there was this firm I really wanted to work for and I was thrilled to be invited to interview on two separate occasions, only to be rejected both times. I was devastated for the next 24 hours, but I got over it. As of today, I’ve been part of the labor force for six years and I’ve had four regular jobs and a variety of freelance projects on the side. It doesn’t make me an expert, but I sure have learned lessons from every job application that somehow proved to be valuable when applied in my subsequent interviews (Hint: I’m a few days away from celebrating my second year at my present job).

    Today, I’m sharing with you the lessons I’ve learned in my personal job-hunting experiences and how they can help you avert unnecessary stress when you’re attending that interview.

    1. Read the directions when taking exams.

    Following this single piece of advice can help you, not just in getting the job, but also in saving yourself from embarrassment. You wouldn’t want to look back to a job that you almost had but didn’t get because you encircled the letters of your answers only to find out that the directions specified to use boxes. There are companies who segregate candidates’ exams according to those who followed the instructions and those who didn’t, and consider the latter rejected. This helps hiring personnel judge how applicants respond to instructions and if they are detail oriented.

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    Then again, following exam instructions shouldn’t mean that you can’t be creative with your answers. Before I got hired for my first real job, I took a barrage of tests that looked like a college entrance exam. But the part that left an indelible mark in my mind was the test where I had to complement a subject with a predicate. I didn’t want to be remembered as a boring writer applicant so I gave answers that I thought were witty. I’m not sure whether my brand of humor appealed to the supervisor, but I got the job. So unless you’re dead sure you can inspire a revolution in how the company views defiance of exam rules, deliberate disobedience or mere recklessness can take a backseat in your job hunting.

    2. Don’t just rehearse answering the basic questions; anticipate the trivial ones.

    If you’ve been in the job-seeking arena for quite some time, you’ve probably mastered the skill of answering the omnipresent interview questions (read: ‘How you see yourself in five years?’ ‘Why should you be hired?’ and ‘What you can contribute to the company’s growth?’). More often than not, it is tradition that dictates the inclusion of these questions on the list of a company’s interview protocol. However, a lot of hiring managers have outgrown this custom and began injecting fresh ideas into their interview guidelines. I remember a former boss asking me in a final interview what my worst trait was, while some inquire as far as the book you’re currently reading (that is, if you read at all) just to get a better idea of your personality.

    While it’s all right to prepare for the orthodox questions, you also have to consider the possibility that you’ll encounter something unconventional, or at least something you haven’t heard of. You don’t have to know what exactly the hiring manager will ask you, but it could help if you brush up on unique interview questions online. The point is that you don’t flinch upon hearing a question you didn’t rehearse for. Plus, anticipating trivial inquiries can help you become more self-aware and confident.

    3. Sell yourself but do not lie.

    One of the challenges I faced in my neophyte stages of job-hunting was describing myself. If it were up to me, I’d rather have the interviewer ask something—anything—about me and I’d give an honest answer. The thing is, the hiring staff needed to prove the part of my résumé where I said I had excellent written and verbal communication skills, and they gave me a chance to demonstrate both. Over time, these same experiences, as well as the skills I gained in my previous jobs, made me realize that selling myself to an interviewer wasn’t as complicated as I saw it.

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    You might think that there will always be applicants who are better than you, and you’re probably right. But if you really want to get the job, you have to make your case stronger by talking about your skills and your accomplishments. There are times, however, when people go as far as exaggerating their stories or lie blatantly just to get the job. It may be tempting to sugarcoat your achievements but remember that when you get hired and your boss discovers your lie, your reputation and your job will be on the line.

    4. Dress up for the job but do not sacrifice comfort.

    The kind of outfit you should wear to interviews depends on the company you’re applying to. Firms that have long been established often stick to wearing formal ensembles, while startup companies tend to be more lenient with their dress code and allow for smart casual outfits. Most job postings these days include the details of the company’s attire policies, but in case it isn’t provided, you can ask the hiring staff when you confirm your interview schedule. However, just because the HR tells you to wear something ‘smart casual’ doesn’t mean you can get away with jeans and black-rimmed spectacles.

    Dress like it’s your first day on your new job. Gentlemen, get yourselves a decent pair of trousers, a crisp button down shirt, and dress shoes. Ladies, wear your best skirt or slacks, a nice blouse or a chic dress, and a pair of heels that you can actually walk on. If heels aren’t your thing, wear flats that scream business. Also, don’t be afraid to put on a dash of color using light makeup. Avoid anything that you still have to break into, such as new shoes, unless you fancy risking blisters on your feet on the day of your interview. Skip anything that doesn’t fit comfortably but don’t go overboard in dressing up. A wrong choice of outfit can affect your disposition and might even sabotage your chances of impressing potential employers.

    5. Make friends with other applicants.

    Making friends with your fellow applicants has its merits. For one thing, talking to someone while waiting can help you relax your nerves, and for another, it helps you expand your professional network. Your job application can only have two outcomes—either you get it or you don’t. Either way, good friends in the field can point you to other opportunities and vice versa.

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    However, engaging fellow candidates shouldn’t be invasive either. Keep the conversation to a professional level; your biographies can wait until you’ve added each other on Facebook. Also, bear in mind that some people might simply want to keep to themselves, so take a hint from their body language if they mind small talk.

    6. Bring a book that you enjoy reading.

    I mentioned earlier that some interviewers ask applicants about the books they’ve read, but why would they want to know? An applicant who likes to read communicates openness to new ideas and the will to learn new things. Case in point: if you want to up your chances of getting your dream job and make a good impression, become more interesting by reading different kinds of material.

    My love for reading is a habit that easily manifested as I entered the world of employment. It didn’t matter what book I was reading, I’d bring it to the interview and read while waiting for my turn. Apart from saving me from boredom, it also served as an easy icebreaker when other applicants jumped into conversation. Furthermore, describing myself in the interview became easier because I could talk about reading, among other things.

    7. Remember that at the end of the day, the person who will interview you is human.

    Job interviews can be nerve-racking the first few times you do it and even more so when (a) it’s a big ticket job you’re trying to get; (b) if the person who’s interviewing you is a company executive; or (c) both. And while there are some hiring managers who take pleasure in intimidating candidates, many of them are simply doing their job. To be fair, what they do isn’t as easy as it looks. Nevertheless, it’s convenient to blame hiring personnel when we don’t get the job, but it is the higher ups who ultimately decide your fate as far as their company is concerned.

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    Still, the recommendation of the hiring manager can affect your overall evaluation, and this is where making a good first impression comes in. Show up for the interview on time, make eye contact, shake people’s hands firmly, dress sharp, and do your homework. What the interviewer will say about you may not be within your control but you can definitely do something to earn brownie points.

    Relax, it’s just an interview. And while getting the job would be fantastic, a rejection shouldn’t define your entire career.

    Featured photo credit: job interview image via ixdaily.com

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    Last Updated on December 5, 2018

    How to Lead a Team More Effectively and Be a True Leader at Work

    How to Lead a Team More Effectively and Be a True Leader at Work

    Being an efficient manager and a charismatic boss at the same time can seem like an impossible task. Is there a way to deliver the desired results for your business while remaining liked and respected by your staff?

    We all know bad examples of team leaders who seem to fail at one aspect or the other, or even at both. But we’ve also heard of awesome managers who seem to juggle both things well enough.

    How do they do it?

    By sticking to few proven ways that let them maintain a positive karma score while remaining efficient. In this article, we’ll guide you through 11 smart management tips on how to lead a team and become something more than a boss – a leader.

    1. Find a Management Strategy and Stick to It

    There’s nothing worse than a boss that keeps changing his or her opinions and assignments depending on their mood or a book they read this week. Chaotic decisions increase the insecurity and frustration of your team, so you better find your strategy and stick to it.

    If you do find some new methods you want your staff to follow, make sure they don’t contradict the general direction you are taking. Otherwise, you risk making your team take one step forward and two steps back.

    2. Set Goals​ and Track Progress in Reaching Them

    Set individual and collective goals​ for your team and track the progress in reaching them. This might sound obvious at first, but too often we find ourselves stuck between daily customer requests and monthly reports, and the bigger goal or vision seems to fade away.

    According to Elon Musk (and many other successful CEOs around the Globe), it’s crucial to have a clear and motivating aim to where the company is heading. His aim for the space transportation company SpaceX is “to make humankind a multi-planetary species”.[1] That’s a huge goal but the company is slowly moving closer to it by reaching smaller steps and milestones, like launching self-landing rockets. This is also a very inspiring and meaningful goal that helps employees endure the company’s extremely high expectations and 60 to 70-hour work weeks.[2]

    Even if your goals are not as grand, setting and reaching milestones will give you a clear insight into the team’s overall efficiency and daily progress. With time, you will be able to see the weak spots and improve your results.​

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    3. Demand Learning from Your Team

    CEO of print on demand startup Printful, Davis Siksnans, believes that:[3]

    “The key for a company going through rapid growth is to empower your employees’ self-development.”

    His company with 500 employees spanning two continents demands a culture of learning and provides all the tools necessary to do it.

    Their idea is –  as the company scales, people have to grow in their positions too, which means that they have to be constantly learning. Siksnans says:

    “We try to hire people for what they might become, but they need to have that drive.“

    Alternatively, you can provide educational courses for your employees or invite informal lecturers to educate and inspire your team. You can also encourage peer-to-peer learning by asking employees to teach their particular experience or skill to co-workers.

    4. Invest in a Pleasant Work Environment

    Studies show that a well-designed office environment can increase your team’s overall performance by as much as 20%. You’ll be surprised to see that even very small interior tweaks that don’t require major investments can improve your workers’ performance.

    Some ideas for a more productive and pleasing work environment:

    • Invest in modern furniture – offer ergonomic chairs, standing desks, and individually arranged workplaces​.
    • Start an in-house library – reading for pleasure just 30 minutes a day is proven to be enough to become more effective at work,[4] improve focus, and deal with problems like depression and anxiety.​
    • Play jazzy office music – rhythmic background music will help workers feel more energetic and enthusiastic while doing everyday tasks.​
    • Set up entertainment or break rooms – being able to relax and have fun at work creates a strong commitment, helps employees relax and clear their minds, and boosts productivity.​
    • Bring in uplifting office decor – it’s been found that art in the workplace can boost productivity,[5] lower stress, and even encourage employees to innovate.​
    • Decorate the office with live plants for freshness and a welcoming feel. Furthermore, plants are found to ensure better air quality and increase workers’ productivity by 15%.[6]

    5. Be Kind and Sincere to Your Team

    Did you know that 50% of employees quit because they dislike working with their manager?[7] In fact, most times when people leave their jobs they actually leave their managers. Being friendly and sincere may not be enough to be a successful manager, but it’s a big part of it.

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    Some ways to show you appreciate and care for your staff:

    • Celebrate the progress and achievements of your employees. And don’t be shy to simply say thanks.​
    • Talk to your employees regularly and really listen to what they have to say. Address their concerns, help them reach their goals and do your best to improve their work and daily life.
    • If you’re having a bad day, don’t pour out your stress and anger on the staff. Instead, try to recharge yourself by appreciating the achievements of your team and setting the next goals.
    • Try not to overload your team with work. Every company has rush periods when it’s okay to have more work than usual. But remember that people cannot work under prolonged pressure and stress.
    • Don’t be selfish – it can be very demotivating to see that the manager only focuses on what you can do for him and doesn’t care about your goals and well-being.​ As the CEO of Xerox Anne M. Mulcahy put it,[8]

      “Employees who believe that management is concerned about them as a whole person — not just an employee — are more productive, more satisfied, more fulfilled.”

    Whenever you are having doubts about your kind attitude, remember – satisfied employees are productive employees which lead to satisfied customers and eventually – success for your company.

    6. Offer Flexible Work Hours

    The traditional Monday to Friday, 9 to 5 job is beginning to slip away. Increasingly more people are working remotely or having flexible work hours, and we can expect this trend to continue. To adapt to these changing habits and remain competitive in the labor market, more employers are offering the chance to choose your own work hours, work from home or even from another city or country.

    Offering flexible hours is a powerful way to inspire your existing staff and give them intrinsic motivation. Why not let your employees choose their preferred working hours while keeping the 8-hour day? For example, night owls are unhappy and unproductive if they have to come to work before 10 AM, while others might prefer to start at 7 and finish earlier.

    You can go even farther and hire remote workers – this way you’ll be able to recruit from a global talent pool and even save money on office expenses like desks, stationery, electricity, etc.[9]

    7. Track Your Team’s Productive Time

    Not monitoring your employees’ progress and efficiency can result in poor performance and slacking. Instead of letting things go with the flow, you should consider installing time-tracking software on your employees’ computers and see who’s doing great and who might need a productivity boost.

    But don’t get it wrong – there’s no need to become big brother and watch every step your employees take. If you use the time-tracker as a spying tool, you will only see increasing suspicion and insecurity around you, and your employees’ happiness levels will drop.

    On the contrary, choose software that allows employees to mark private time that won’t be tracked. In addition, consider these time-management tactics:

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    • Allow flexible work hours. (see Tip No 6)
    • Encourage breaks – studies show that employees who take regular breaks are more productive than those who don’t.[10]
    • Enable remote work to show your employees that you trust them and that they can work from home or even from another country (if they can maintain sufficient productivity).
    • Consider offering bonuses to your most productive employees (those who show productivity levels above 90 or 95%).

    8. Use Only Constructive Criticism

    Constructive criticism means offering valid and rational opinions about the work of others, involving both positive comments and remarks about what should be improved. Constructive criticism is usually expressed in a friendly manner rather than an oppositional one.

    When you evaluate your team’s work, give them feedback that’s helpful, specific, and sincere. Don’t be shy to praise, but also be direct and even strict when necessary.

    9. Don’t Give Special Treatment to Yourself

    The boss’s actions are – directly or indirectly – observed by your team. This means that your employees look up to you and often mimic your attitude towards your work and the company – especially if your actions don’t show commitment. Nobody wants to work for a leader who doesn’t go all in or inspire motivation.

    What you should do is lead by example. If you expect your employees to arrive at work on time and work 8 hours, do the same yourself. If you want them to show initiative, show it yourself and encourage others to do the same.

    Jeff Weiner is the CEO of LinkedIn – a company of 3,000 employees that consistently ranks as one of the best workplaces with a 92 percent employee-approval rating.[11] Weiner’s workdays are reported to be equally long or even longer than those of his employees, allowing him to stay “extremely credible as a leader.”

    10. Empower Your Employees

    Here’s a common mistake many managers make:

    They don’t motivate their staff and assume they simply love to work for their company.​ Such belief can result in painful losses for the company – especially these days when many companies are in desperate need of a reliable workforce.

    Instead of directly thinking about bonuses and perks, consider intrinsic motivation. For example, enable flat organization in your team and listen to your employees’ ideas when they come up with opinions and suggestions. Your company might actually benefit a great deal from the feedback, and the unique ideas employees come up with.

    You can also start an initiative where employees can freely share or pitch their business ideas to you or the founders of the company. If the idea is accepted by the management, the project can be developed, and the employee can have equity options.

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    If people feel they have an impact in the company, they become more motivated, engaged and interested in the company’s growth.

    11. Nurture Your Company Culture

    Company culture is the personality of a company that defines the overall work environment and relationships between teammates. It also includes company mission, values, ethics, and goals.

    Some examples of company cultures are the Horizontal corporate culture (collaborative and equal; popular among startups and free-spirited businesses) and Conventional corporate culture (a more risk-averse and hierarchy-based approach common in traditional companies).

    However, you don’t have to stick to pre-existing boxes when creating your corporate culture. You might think of your team as a family, a sports team, or even a hippie camp if it fits your business and purpose. But keep in mind that by the time a company’s size reaches 20 employees, the company culture is set,[12] and any changes will need to be implemented in smaller teams.

    Whichever personality you choose for your company, make sure to live by it and nurture it. Some things that might help:

    Team building events, relevant books in your office library and proper on-boarding for the new employees to get everyone on the same page from the very beginning.

    Be a Leader, Not a Boss

    Using the words of Printful’s CEO Davis Siksnans, the ultimate goal is to “Hire great people who don’t have to be managed.”

    However, when you do need to demonstrate some initiative and control, act as a leader rather than as a boss.

    In other words, don’t be afraid to show the personality behind your role. And keep these 11 tips close to your heart.

    Featured photo credit: rawpixel via unsplash.com

    Reference

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