Advertising
Advertising

Applying for Jobs? Here are 3 Ways to Make Sure You Stand Out.

Applying for Jobs? Here are 3 Ways to Make Sure You Stand Out.

So you give your resume one last thorough review. It looks good. You make a few minor tweaks to your standard cover letter, changing a phrase here and there to include the important keywords from the job description. Then you hit send. Just like 257 other candidates.

Maybe in booming economic times, when it’s a seller’s market, you can get away with this passive job-search process: find a great gig posted online, fire off a resume and wait for an interview or an outright offer. But not in a buyer’s market. Not today. If you’re looking for work today, in just about any industry, chances are you’re competing with many people who are at least as qualified as you are. Time to get creative.

1. Make your pitch stand out.

Everybody sends in a cover letter and resume. Do something more interesting, more relevant to the gig you’re applying for – something that gives you a chance to show off what’s unique about you.

Advertising

I’ll illustrate with a personal example. I once posted a job for a marketing person whose primary function would be building PowerPoint presentations. We received many dozens of resumes (this was during boom times), and many of the candidates claimed proficiency with PowerPoint. But one candidate actually rebuilt her resume – beautifully – in PowerPoint. This candidate had the simple but brilliant idea to show us her proficiency with PowerPoint, rather than just tell us. She also showed creative thinking and made hers stand out among all of the resume emails that flooded our inbox.

2) Don’t limit yourself to jobs posted.

These days just about every posted job worth having receives dozens if not hundreds of applicants. What’s more, posted jobs represent just a small fraction of the opportunities that pop up all the time. According to a hiring expert quoted in the Wall Street Journal, in fact, 80% of jobs are never even advertised.

So why not work the other way around? Find the companies you want to work for, and pitch them.

Advertising

This has two benefits. First, by focusing your search on organizations you’d be enthusiastic about working for, you can make your pitches much more genuine and positive. You can tailor each pitch, making a case for specifically what you like or admire about that company and why you want to join their team. That makes a difference. Second, the field is clear so your pitch will receive more attention. And you never know. You might send in an enthusiastic inquiry about working in the marketing department of a large videogame publisher – a place you’ve always wanted to work at – just when their VP decides it’s time to build out the team. Or yours might be such a perfect background for the company that that same VP might want to bring you in even though they hadn’t planned on adding new staff.

Don’t wait for the right fit for your talents. Find a fit yourself, and then go after it.

3. Offer to prove yourself for free.

Okay, this one is a bit controversial. Some people believe offering to provide some work for a potential employer for free to prove yourself makes you look desperate. Or that it devalues your work and puts you in a weakened position when it’s time to negotiate for the job. And they might be right.

Advertising

But I also know that almost nobody thinks to make this suggestion, even if they’re interviewing for their dream job. Doing so will make you stand out. I also know several professionals who have used this tactic to great success. In some cases, they’ve performed a small task, impressed the company and got the job. In other cases, merely offering a free project as proof of their skill – and positioning it that way – has given the company the confidence that they’re the right candidate. And those professionals also got the jobs.

Note: If you’re going to make this offer to a possible employer, how you position the offer is key. You’re offering to do a small task for free because you consider it a minor upfront investment in a long-term relationship. You know that after the company has seen your work, they’ll want more of it. That’s confidence. Not desperation.

By the way, this tactic can work for just about any type of job – not only for designers or web developers. If you’re a corporate trainer, for example, you might suggest crafting a very short training session for a specific department in the company. Sales rep? Perhaps you could offer to craft a very short introductory phone script based on the information you can glean from the company’s website and literature.

Advertising

The point here – as with all of these tips – is to be creative. Everyone has a resume, and a cover letter with job-description-matching keywords, and references. What do you have that sets you apart? Don’t be afraid to share it.

Featured photo credit: Captain Kimo via flickr.com

More by this author

robbie hyman

Copywriter

3 big mistakes creative freelancers make with their careers 2 Lessons in the Movie Rudy that Can Change Your Life Words and Phrases to Avoid in Your Professional Writing Freelancers And Consultants: 3 Reasons You Shouldn’t be Billing Hourly Why Money Might Not Be As Important to You As You Think

Trending in Work

1 17 Proven Tactics for Motivating Employees and Building a Stronger Team 2 17 Ways to Ace Your Next Phone Interview And Land the Job You Deserve 3 How to Work Smarter Not Harder with These 12 Tips 4 5 Types of Leadership that Help You Build a High Performance Team 5 How to Dress for Success While You’re Working with a Tight Budget

Read Next

Advertising
Advertising

Published on September 18, 2018

17 Proven Tactics for Motivating Employees and Building a Stronger Team

17 Proven Tactics for Motivating Employees and Building a Stronger Team

Have there been instances when you noted a drop in your team’s productivity or observed a behavioral change in someone who used to be an excellent performer?

Before you blame the team for not being motivated enough or worse still, choose to ignore these warning signs, look inwards and ask yourself if YOU are doing enough to keep your team motivated in the first place.

Motivating employees is extremely crucial. As the leader of the pack, it is your responsibility to ensure each and every member of your team feels valued, driven and motivated.

After all, you cannot expect a bunch of disengaged and demotivated people to deliver results and grow your business, can you?

Here are 17 surefire tactics for motivating your employees and building a productive team:

1. Show your appreciation

In the whole race to achieve external business goals, leaders often forget to value their most important assets — their employees.

The least you can do to boost performance and morale is to appreciate your employees, recognize their efforts and give them credit when it is due.

Whether it’s sending a personalized note, recognizing achievements publicly during team huddles or even rewarding top performers at the end of every month, you will be surprised to see how these small acts of appreciation can go a long way.

2. Communicate effectively

Effective communication can do wonders in motivating employees. Who is a strong communicator? Someone who knows what they are talking about and are able to convey their message accurately.

Communication is a lot more than just language and talking. Factors such as eye contact, active listening, hand gestures and postures also say a lot about a person’s communication skills.

3. Be open to dialogue

Gone are the days when leading through fear and putting on the tough, distant leader act would work.

New age leadership is all about instilling trust by being accessible and encouraging discussions. Your team needs to feel comfortable speaking to you and you need to set the tone for such a camaraderie.

Advertising

In spite of having a busy schedule, you can still show you care through simple, effective acts.

For instance, having an open door policy, showing genuine interest while interacting with your employees or even greeting your team members helps breaking barriers and projects you as an accessible leader.

4. Provide constructive criticism

Giving negative feedback is always tricky — you don’t want to hurt feelings nor do you want the feedback to be taken lightly.

So, what do you do? The idea is to offer criticism such that it inspires change and delivers results.

Firstly, take criticism behind closed doors because nothing breaks self esteem the way calling out employees in public does.

Have a one-on-one discussion with the concerned person and make your feedback very specific. Be clear about your expectations and offer guidance on how they can improve.

Most importantly, give them the chance to explain their side of the story too instead of jumping to conclusions.

5. Conduct one-on-ones

Yes, you conduct weekly meetings with the team but how well do you know them on a personal level?

While you may think this isn’t an important practice to follow, it is one of the best ways to engage with your employees and identify what drives them.

Conduct a one-one-one session every month and use it to understand how your employees are doing and if they are facing any roadblocks.

More than reviewing performances, consider this as a relationship building tool to ensure you are aligned with your team and are working towards a shared, common goal.

6. Build training programs

In this ever-changing business landscape, it is important to ensure your employees are updated with the latest, relevant skills that can help boost productivity and performance.

Advertising

From imparting technical and soft skills to offering mentoring programs – investing in training and development significantly helps in motivating employees and keeps the learning going.

While conducting training programs, remember to keep them engaging and interactive. They need to ultimately drive value and reinforce learnings.

7. Offer growth opportunities

Every employee envisions a different career path for themselves and demotivation strikes the day they feel they have reached stagnation. As a leader, you need to first be aligned with their goals and offer ample growth opportunities that constantly keeps them engaged and motivated.

Growth opportunities go beyond just financial growth. While money is a huge driving factor, what makes most people tick is making progress in the company and going up the career ladder.

Being faced with new challenges and responsibilities lets them push the envelope and broaden their knowledge and skills.

8. Reward them

Go beyond verbal recognition and reward employees for their notable work. You can start an incentive program and reward top performers. This ensures increased productivity and brings out the best in them.

If you don’t have enough budgets for that, you can also reward top performers with movie tickets, a paid vacation or something as simple as giving them the option to work from home.

Rewarding employees promotes healthy competition and motivates them while meeting business goals.

9. Encourage team outings

Employee motivation also stems from how connected the team is. Invest time in team building because a team that works collaboratively is likely to deliver better results.

From bowling nights to hosting team dinners – team outings are a great way to get to know each other and bond. Assign someone from your team to be in charge of organizing these monthly outings and make sure you join them too!

10. Involve them

Involve your employees in decision making because when they are involved, they feel more valued and part of a larger cause.

Seek your team’s opinion and encourage healthy debates within the team. This boosts employee morale and challenges them to work harder as they know they are in a position to make an impact and will be taken seriously.

Advertising

11. Set meaningful goals

In the beginning of the financial year, make sure you sit down with each employee to set meaningful and realistic goals. The goal-setting conversation is an extremely crucial one and needs to be a two-way street.

Whether your employee feels burdened or doesn’t feel inspired enough by the assigned goals – this is the time to come to a consensus and assign goals derived from business objectives that foster individual development while keeping in mind their strengths and weaknesses.

12. Empower them

You cannot expect employees to be motivated for long if you micro manage the team and do all the talking.

Trust your employees and empower them to take decisions. Mistakes will happen but that is the only way they will learn.

Be open to discussions, delegate effectively, set your expectations and give your team the freedom to do it their way.

13. Deal with conflict

A conducive work environment is one wherein there is open communication and trust, but every once in a while, you do encounter people in the team who indulge in office politics and spread negativity.

How much ever fulfilled an employee feels with their work, gossiping co-workers are bound to ruin it for them. Workplace gossip if not tackled hampers productivity and soils working relations.

As a responsible leader, you need to maintain a conducive work environment and act as a mediator in such cases. Don’t be the leader who is locked up in his/her cabin and is unaware of what is brewing within the team.

14. Implement a flexible work culture

Flexible work cultures are a growing trend and are here to stay.

Whether it is offering flexible working hours or allowing employees to work from home once in a month – a flexible work culture promotes work-life balance and aids in employee satisfaction.

It shows that the management is sensitive to employees’ schedules and is thereby highly appreciated.

15. Host engaging activities

All work and no play makes Jack a dull boy and we cannot agree more! So, why not devote one day of the week to employee engagement activities?

Advertising

From hosting baking competitions to introducing wellness programs in the office – let your team have some fun beyond work. This keeps the environment engaging, light-hearted and interesting, giving them all the more reason to look forward to coming to work.

16. Maintain a positive work space

Your employees spend more than half their day at work and in order to keep them energized and motivated, it is important to maintain a positive and inspiring work space.

Have a recreation center where employees can unwind after a hard day’s work, offer free snacks and beverages and invest in an open office design that promotes socializing and conversations.

These are simple yet effective ways to create a space your employees will love coming to.

17. Avoid discrimination

Any kind of discrimination, be it due to age, gender, religion or race hugely impacts employee motivation and performance.

In order to avoid such cases, you must lay down rules against discrimination and take strict action against accused employees. Lead by example and make sure no one in the team is a victim of bias and discrimination.

The bottom line

Don’t underestimate the power of motivating employees. Understand that the more engaged and motivated they are, the better their performance will be.

It is also a good idea to send out a survey and get feedback from your employees on the company culture, work environment and their motivation levels.

This will help you be more aligned with their expectations and further improve your efforts in building a stronger, engaged team.

Featured photo credit: Unsplash via unsplash.com

Read Next