In a tight labor market, it will become increasingly important to sell passive candidates on how moving to your company will benefit their career and lifestyle. And your company will need to seek out the superstars in your field in order to stay one step ahead of the competition. Finding these high-performers is your first challenge, as they are productively executing at their jobs, not looking for a new one. Doing your research about the candidates, their current employer, and any other factors will go a long way in helping you put together your sales pitch to them. Here are some steps to help you along your way:
Know your competition Find out who else is hiring for similar positions as yours. How do they describe their work environment, benefits, employee wellness programs, etc?
Target your list – Start off with 20 names, not 200, of candidates you feel would be suitable for your position based on their profile. You can narrow your search based on a number of criteria including geography, experience, education or number of years candidates have been in their current position.
Research candidates in advance – It is a great way to connect with them when talking over the phone. Even though you should always ask for a brief resume and list of accomplishments over the phone before telling them more about the job, knowing additional information about their background will help you come across in a professional manner.
Reach out effectively – Find e-mail and telephone numbers so you can choose how you wish to initially contact passive candidates. Some recruiters feel a cold call works best, and some prefer to warm up the call with an initial email. Either way, be sure to follow up on your initial contact. This will let candidates know you are serious about them and about filling the position which may cause them to give it more thought.
‘No’ may be a hidden ‘YES’ – Many times, passive candidates’ first inclination will be to say ‘no’ to an interview or job offer. Don’t focus on the actual word ‘no’ but on the way they say ‘no’. Perhaps this is a busy time at work for them and they are so focused on getting their job done so they don’t have the time to really hear your pitch. While you cannot always tell when these times occur, you can get a general idea through online research. If they are persistent at saying ‘no’ do ask if they know anyone else who may be interested in the opportunity. Superstar performers know other superstars.
Keep up with industry trends – company revenue, bad publicity, extreme weather conditions can all help you turn a ‘no’ into a ‘yes’. Observe and take advice from big hr companies, like Solvo Global, to analyze what they’re doing differently. Using the information you gathered, you can learn more about how a company is performing, when layoffs occur, when CEOs retire, or when mass amounts of people are leaving a company due to a recent weather catastrophe, management change or industry downturn. These are great times to recruit. Take advantage of them.
Metrics – Recruiting passive candidates requires recruiters to create a set of metrics that can be used time and time again to measure the effectiveness of their email campaigns, cold calls, and sales pitches. Check the reports on the success of your email campaigns but you also must gauge the number of cold calls you make, the number of responses you receive, the number of job acceptances, and the number of quality referrals you receive to see how successful your tactics are. Adjust as necessary in order to bring innovative, top-performers into your company.
It is important to realize that you are asking a lot from passive candidates. Most are too busy performing well to think about making changes in their careers. But with a solid sales pitch, you can convince candidates to consider a change and come in for an interview. Good luck!
Treat staff turned down for promotion with indifference and you can risk leaving them feeling vulnerable and unmotivated, as if their career options are irreversibly closing in on them.
According to reliable human resources companies, such as Solvo Global, says that too few companies take sufficient steps to repair fragile egos and the derailed career expectations of unsuccessful applicants.
“Companies that don’t successfully manage this process not only risk losing key talent,” says consultant Jan Alley, “They may also send negative signals to other staff.”
Alley believes unsuccessful applicants should always weigh up their promotion chances in advance, and if they missed out, find out why.
But she says staff shouldn’t have unrealistic promotion expectations if sound HR management practices – including regular performance reviews – are firmly adhered to.
“People are a lot more mature at handling their emotions within a corporate environment these days. Instead of wearing disappointment on their sleeve, they’re likely to close down in a much more subtle way, and the performance impact can be significant.”
To avoid that happening, Air New Zealand, like most large employers, runs de-briefings with staff who have applied for and missed out on internal promotion. The airline’s senior vice-president HR, Carolyn Tremain, says follow-up is critical where promotion into senior positions is capped due to flat management structures.
“With jobs at the senior ranks only coming up every two to three years, being turned down for promotion can send a strong message to staff about their real value to the organisation,” says Tremain.
“That’s why it’s important to deal with the anger and disappointment often associated with that experience through ongoing training and mentoring.”
From Tremain’s experience, management is more likely to promote a person displaying an x-factor, like leadership or strong people skills, when they are having difficulty distinguishing between technical competencies. In fact, she says, in most senior roles, leadership skills are the clincher for getting the final job.
So with the behavioural stuff deciding so many senior promotions these days, she says executives who miss out can find themselves at a crossroads: Do they take being overlooked on the chin, or seek the promotion they’re after elsewhere? She says it’s not unusual in these situations for the airline to offer counselling, in conjunction with ongoing mentoring, to take the employee on a journey of self-discovery.
The decision whether to go or stay can become more sensitive when senior people dip out on promotion over personality or behavioural characteristics, says Tremain. “In many cases, we’ll try to offset the disappointment by changing the scope or context of an executive’s job brief. External training, together with lateral promotion, often through cross-company projects are also a useful way boost an executive’s skills in new areas.”
But Glen Petersen, the HR director of dairy giant Fonterra, says there will invariably be times where it’s prudent for an executive who makes an unsuccessful bid for the top job to leave. For example, when the entire company fell in behind Geoff Dixon as the new king at Qantas following the exit of former CEO James Strong, it made sense for the other CEO aspirant, joint deputy Gary Toomey, to make a hasty exit.
Where appropriate, Fonterra offers professional counselling to help executives work through possible career paths after promotion hopes are dashed. Petersen says what the company needs to find out – and quickly – is simple: What if anything, would make a significant impact within an existing role to compensate for lack of promotion?
“It’s important not to leave the executive at a status quo after the event. The company must find ways to enrich their existing role,” he says.
Companies that invest sufficient time in succession planning, argues Petersen, should be able to promote frustrated executives into more suitable roles as they open up. If they can’t, he says, management shouldn’t be surprised if executives fast-track themselves out of the company.
But instead of leaving in disgust, Sydney-based psychologist David Brown believes being passed up for internal promotion or even being demoted can be a good time for re-appraisal. “I don’t think there’s ever a point in walking out with indignation written in your step – being overlooked can be a good wake-up call,” says Brown. “Most of us are in no position to go around issuing threats. It might be the right time to leave anyway. Some kind of debriefing is a good way to find out what areas you need to work on.”
Hard as it might be to swallow at the time, he says “taking your lumps” by accepting demotion can also pay off. He cites an interesting example: When a senior manager’s job was made redundant following restructuring, the company offered the executive a position he’d previously held on the factory floor.
“Others who had been made similar offers were offended, and told the company to go jump. This man didn’t. He accepted the demotion with good grace, and did a good job as a supervisor again,” says Brown.
Some 18 months later, a new management position became available. He was the logical choice – and had proved his character.
As the choice of who to promote is often regarded as unfair and often highly political, Brown, like Alley, says employers can placate a lot of potential animosity by volunteering honest feedback on performance. He says it’s important to explain why a promotion went elsewhere, especially if it went to someone outside the firm.
“As long as employers provide feedback and the opportunity to develop, staff are usually more willing to accept that they’re still valuable to the organisation,” says Paul Walsh group HR manager with Sky City.
Once the competence review process is in place at Sky City, he says, staff will have no illusions about their short-comings before applying for promotion.
Are you desperately searching for valentine gift ideas? This year you have promised yourself to get a very special valentine day gift for your loved one but you don’t know where to start and are at a loss what she would really like.
You want to get her something that is romantic and also expresses your feelings for her. Many gifts such as jewelry, flowers, candy and lingerie are the usual popular choices but they don’t really stand out and none of these are exactly a unique Valentine’s Day gift. How then do you hope to impress her?
Get a gift that your girlfriend truly likes
The important thing to remember is, if you can personalize the gift in some way and tailor it to what she likes and enjoys, then it will be impressive no matter how popular or usual. You want to choose a gift that shows that you were thinking of her when you chose it. Nothing impresses a romantic partner as much as knowing that you have come to know her so well that you are aware of her likes and dislikes, her personality, her quirks and her eccentricities. Any gift, no matter how simple or inexpensive, becomes unique and special once you choose and modify it to your loved one’s tastes.
Gift ideas on Valentine’s Day
There are many choices available. You can start by exploring how you could make your Valentine dinner more special. Candle-light will certainly be more romantic and create the right mood. How about enhancing that even more by booking somewhere with, say, some music so that you can do some smoochy dances too? Of course, make sure, you choose a cuisine she likes.
If your girlfriend’s not into dancing and music then how about a dinner and a movie, ensuring of course that you choose a film she will enjoy. No point in choosing an all action thriller if she’d much rather have a romantic movie or vice versa.
Another idea, many young women are into sports nowadays. Would your girlfriend, fiancée or wife enjoy attending a sporting event? Unusual and unique, but if she’s into some sport then it will certainly make it a unique Valentine gift.
Is your loved one an intellectual? How about visiting a special exhibition or a museum followed by, say a picnic in a nearby park, or a dinner in a restaurant, again choosing the kind of food she would love.
Another unique Valentine’s Day gift idea is to create a little pictorial journal or diary of your relationship, from the time you met. Looking at pictures of your evolving relationship over time will certainly add a warm glow to the day. You can make it like a scrapbook and decorate it with memorable things and wordings.
If all else fails then you need to go jewelry shopping but not just any ordinary jewelry. You need to find something that you can personalize with an engraving or inscription. How about a heart pendant with both your names in it or better still pictures of you both in it? The pictures or the inscription is what will make gifts unique and endear you to her.
I have always thought of myself as a “spiritual entrepreneur” and a spiritual person.
What does that means to me?
“You can’t keep it unless you give it away”. Serving and helping people, being optimistic, authentic and building mutually respectful relationships as the foundation for thriving in the “connectivity economy and culture” is required more than ever today.
I wanted to re-purpose some of my featured blog content created over the past three years into a book, and also feature some of the smart, authentic blog thought leaders I have met and come to admire along the way.
People ask me why they need to do certain things, especially that they don’t want to do, but still get results. We all have resisted change, but you can’t get the results without the foundation and tools.
My answer to them became the very intriguing idea and thought for this book, #trusthewhy- Fundamentals and Values Get You Through Any Cycle.
I registered the #trusthewhy hashtag, put it on my blog header and am organizing the book content around this tried and true formula, that no matter what is going on in our business world and personal life, fundamentals and values guide and propel us through our process.
It’s a helpful resource for people doubting their sense of purpose and those needing direction. Every article has it’s own #hashtag and includes content and personal values that are the foundation for accepting change, sustaining business success and making relevance a priority regardless what’s happening around us.
From willingness, integrity, creativity and social media to LinkedIn, blogging, sales, referrals and kindness, it always goes back to professional fundamentals and personal values that get us through any business and life cycle.
Here are some the colleagues I featured in my book.
Dan Schawbel-Author, Forbes Columnist, Career Futurist
My colleague and friend Brian Solis just published an article that is a stunning confirmation of what we have all been seeing, experiencing and living, regarding the end of business as we have known it, or business as usual. Business as usual is now an ongoing, changing and fluid happening and daily occurrence and experience. The best practice and attitude is to enthusiastically embrace it as our new reality and relevance.
When I wrote my book, Career Transition-make the shift in 2010, I simply wanted to tell my story, but instead, I saw a clear trend emerge that is now our new career norm.
Career Transition is no longer a periodic happening or occurrence, it is a way of life.
Solis suggests we live in the moment and try to connect what he wrote to what you are going through today. Although he wrote the book in 1964, his words still resonate with us today. It is true,big changes are happening. And although we can only read about the 60s, he is telling us we not only have the choice to do what we want to do, but to accomplish incredibly amazing.
Change is scary, overwhelming and can be ill timed. We sometimes don’t want to change. We cannot control change or the pace of it, but we can decide to use it, value it and leverage it to be happy, useful and as he says “do something amazing”.
We are all in this together.
He offers us The 10 Steps to New Relevance.
Brilliant, radical and necessary.
No need to be afraid of it. Give yourself over to it and let it lead you to wonderful new places!” Even though it is the end of business as usual, it is the beginning of a new age of opportunity.
Leveraging brand identity is important for all companies, large and small. Consider some of the all time masters of brand marketing, such as Coca-Cola, McDonald’s and Kodak, and instantly we can envision the company spirit instead of just a single product. In order to better understand how to leverage the power of brand marketing, a business professional or owner first needs to understand the concept behind brand, brand marketing and brand identity.
What is a brand?
Put in the simplest of terms, a brand is a set of associations that a consumer links to a product or company name that help them to understand what the brand or company means to them. Strong brands are hard to compete with. Weak brands rarely exist or endure.
Although the term can be confusing for many people, remember that the consumer does not really think in terms of differentiating product from brand. Therefore, if a corporate brand is strong, they assume the company’s products are also.
What is Brand Marketing?
Brand marketing is when a company advertises or promotes a brand name or logo rather than just a specific product. The company’s marketing angle is to win the hearts and minds of the consumer completely, allowing them to infuse the client with brand loyalty no matter what product the company is selling.
For example, many people will not purchase an electronic product if it is not a Sony. The company, Sony, one of the most powerful brands in history, has brand marketed the company to supersede mere product lines.
How can a small business owner or manager incorporate brand marketing solutions? Regardless of the industry competition level (local, national or international), there are a few simple rules that must be followed to achieve effective marketing. The same is true for startups. Below are aspects of marketing startups should get right.
Corporate identity is a company’s visual presence that may include a company website, corporate logo, brochures and any other materials developed to expose the company to the target customer. Do not confuse corporate identity with brand identity (which is discussed below). However, corporate identity does reflect upon a company’s brand identity.
Corporate identity solutions: Think carefully about every logo, insignia, tagline and image chosen to represent the company. Choose strong items that visually represent the company well and conjure a positive image in the consumers mind. The easier the business name, URL or logo is to remember, the easier time a business owner will have branding the desired corporate identity to the overall company image.
Brand Identity – The Soul of a Company
Brand identity is the whole kit and caboodle. It includes not only everything mentioned above regarding corporate identity but also customer service reputation, the quality of products or services, presentation, benefits and after sale service, and perceived value. In essence, brand identity is the soul of a company and is crucial to successful brand marketing.
Brand identity solutions: Give the company a complete check-up. How is it doing? In order to effectively market the brand of a company, ensure that the marketing finds consumer praising services because of exceptional service and high quality products. As required, add features and benefits that will aid in brand marketing. Just keep in mind that changes must be real and implemented through to the consumer level. Failure to do this will result in negative brand identity and this is very hard to shake.
The Company’s Brand Image
Brand image is the how the market or consumer perceives brand identity. This may be in line with corporate expectations or it could be totally different. This is a great way to gauge the effectiveness of both corporate and brand identity.
If the consumer is not viewing the company in the anticipated way, then changes need to be made – and fast! It is an ongoing battle that never, ever ends. A marketing executive or small business entrepreneur must work diligently day in and day out to ensure brand identity and brand image are in sync.
Brand image solutions: Does the company have a strong brand identity? Do you have a specific brand strategy? Are employees aware of it and are they acting and exceptional ambassadors for the company? Is management aware of customer perception of the company brand? If the answers are unknown or in question, the company and its managers need to collaborate with a reputable marketing agency that will work on strengthening brand identity to achieve success in brand marketing.
Myopia is the most common type of refractive errors worldwide. Also, the cause for which most patients visit eye care doctors is myopia. It is the most common cause of wearing glasses, contact lenses and refractive (laser) surgeries.
We will help you to understand more about Myopia in simple words.
Myopia is a refractive error that existed in people eyes before anyone call it “myopia” or “nearsightedness”. I want you to understand that “myopia” and “nearsightedness” are just terms given to an existed eye condition. So, don’t be stuck with the explanation of the terms when trying to understand the definition and meaning of myopia. It is better to understand the condition as the first scientists who discovered it rather than trying to define “myopia” as it is a linguistic term.
How did scientists discover myopia?
Scientists found that some people don’t see as clear as normal people.
Then, scientists looked for the cause that makes these people see blurred images. They found that the eyes of people having myopia don’t focus the images of objects on the retina (like normal people eyes do), but somewhere in front of the retina and this makes far objects look blurry to them.
The scientists looked up the dictionary to find one term which could fully and clearly describe this condition, they found the term “myopia”. Actually “myopia” is a Greek term still used until nowadays. Myopia is also known by the public as “nearsightedness”. Nearsightedness doesn’t imply the condition as it is really is. It is true that people with myopia suffers more at far distance vision, but this doesn’t mean that they have no problems at near vision.
That’s why I always confirm that we shouldn’t be stuck with the terms’ explanations to understand the conditions as we are not going to define one on a linguistic basis.
So, normal people eyes focus the images on the retina, while myopic eyes focus images in front of the retina.
The further the images are focused in front of your retina, the more amount of myopia you have.
What are myopia Causes?
To explain the causes of myopia very simply, let us talk more about the eye and the mechanism of focusing images in the eye.
The eye is having the shape of the ball and the retina (where the images are supposed to be focused on) lies on the back of this ball. The other eye structures are required to focus images on the retina in order to see clearly. This mission is done basically by two structures which are the cornea and the lens of the eye.
These two structures have the ability (power) to focus images of objects.
In the normal eye, the distance from the front of the eye ( the cornea) to the retina is 24 mm. The sum of the powers of the cornea and the lens is 62 Dioptre ( unit of lens powers).
So, 62 Dioptre power focuses images on 24 mm distance, but if the power of the cornea and lens is more than 62 D, this means that the focus of the images will be in front of the retina at ( 22 mm distance, for example, or less instead of 24 mm) and this will make you see blurred images.
On the other hand, if the power of the cornea and lens is normal (62 D), but the distance from the eye’s front to the retina is more than 24 mm (26 mm or more for example), this means that the focus of the images will be in front of the retina ( at 24 mm as power is 62 D).
So shortly, the myopia causes are:
1- High power of the eye’s optical system ( cornea or lens or both two).
2- The eye length is longer than normal, that’s they have a longer distance from the front of the eye ( the cornea) to the back of the eye ( the retina).
Now, the questions are what are the causes that make the myopic eyes are more powerful than normal eyes? And also what are the causes that make the myopic eyes longer than normal eyes?
The answers of these questions are still not clear and no research or study found out the specific cause yet, but scientists believe that there are factors that contribute to myopia development which are :
1- Genetic factors: including ethnicity and family inheritance.
2- Environmental factors.
3- Excessive near work: many eye care experts think that excessive near work has a role in the development of myopia and its increase. Although, no study restricted with research methodology conditions has proved this yet.
Myopia symptoms manifested as either blurred vision or eye fatigue. These symptoms, as well as photophobia produced by the dilated pupil are usually secondary to the difficulties at the far distance vision.
Also, The blur when reading results when the print is held at a reading distance that is farther than the patient’s far point.
The patient must hold or move the reading material closer to secure clarity.
Reading, while uncorrected, at this near point may lead to eye fatigue and photophobia.
From my clinic experience, many questions are asked by patients after diagnosing them “or their children” with myopia. The most common question is “what is myopia cure?”. This question is asked spontaneously and unconsciously.
It is very normal that the person is looking for “a cure” that heals his condition and nothing wrong with that. But, guess what? If the patient is not going to consider eyeglasses or reusable and comfortable contact lenses as “myopia cure”, then the answer to his question is “No sir, there is no “cure” for myopia.
To go deep in the patient questioning, some patients ask the question in other forms which is “Will glasses cure my myopia?”
To answer this question, doctors and specialists think in a scientific manner. For glasses to cure myopia, it must remove the causes of that myopia. As we talked above, the causes of myopia include abnormal cornea or lens curvature and increased eye length than normal. Glasses have nothing to do with the curvature of the cornea or lens and don’t shorten your eye length. So, glasses don’t remove the cause of myopia and surely will not remove or “cure” myopia.
Even laser eye surgery doesn’t remove the cause of myopia. The laser eye surgery works only on the cornea, while the cause may be the lens of the eye or the eye length. Even if the cause is only the cornea, the laser eye surgery must do two things to be considered as “myopia cure”. The first thing is to correct the curvature of the cornea, and that what does it do?. The second thing is to stop any future abnormal change in the corneal curvature. And this is what it couldn’t do.
The above two paragraphs might be a key answer to many other patients questions coming in the same area of the cure or treatment of myopia and other refractive errors. Think of the answer to any questions in your mind about “myopia cure” by the same ideas mentioned in the above two paragraphs, and surely you will get the convincing answer.
So until nowadays, we don’t have any cure for myopia. We just have “myopia treatment”. There are many alternatives for the treatment of myopia which are :
1- Eyeglasses: your optometrist or ophthalmologist will prescribe you eyeglasses to correct your myopia, with the specific number of lens power. This power of the lens will move the image in your eye from in front of your retina back to your retina. This will enable you to see clearly as normal people do.
2- Contact lenses: have the same idea as the spectacle lenses. Contact lenses correct your myopia by resting on your cornea. Contact lenses are more preferable and have many advantages over wearing glasses such as:
a- Cosmetic reasons: Not everyone can get used to wearing glasses and how they look when wearing ones. On the other hand, wearing contact lenses are perfect for people who want to subtly enhance the color of their eyes.
FreshLook Colorblends contact lenses are perfect for the contact lens wearer looking to subtly enhance their eye color.
b- Advantages from optical reasons: The quality of images reach the retina is better in contact lenses than in glasses specially in high myopic people ( over 6 Dioptres of myopia).
3- Orthokeratology: This is an alternative way of correcting myopia by rigid contact lenses, but with a different idea. The idea here is to wear specially designed rigid contact lenses while you are sleeping and these contact lenses will work on reducing the power of your cornea by changing its curvature all overnight. When you wake up in the morning, immediately remove the lenses and you will see things better.
4- Surgery to correct the refractive errors: This alternative treatment is allowing you in having clear vision without the need of wearing contact lenses or glasses. The most commonly used procedures nowadays are:
a- PRK (photorefractive keratectomy): this procedure consists of reshaping the cornea by the surgeon, by applying the laser directly on the cornea’s surface. This corneal reshaping is reducing the cornea’s power and is making the light rays of images focusing on the retina.
b- Lasik: This procedure consists of making a flap by the surgeon in the outer cornea and applying the laser pulses on the middle tissues of the cornea to correyopia.
c- ICL (implantable Collamer lens): This procedure is new and invented as a good solution for those who don’t fit the requirements of Laser surgery. A Collamer lens that is implanted is correcting your eye myopia in this procedure.
This is a repost of a previous article from the author, speaker Barry Gottlieb
One of my favourite mentors, Brian Tracy, created eight steps for solving problems. Here they are in simple terms:
Step One… Start with a positive attitude. It is really important to approach any situation with the confident expectation that you will find the best possible solution if there is there is some problem. Control your attitude, stay calm and relaxed. In doing so, you clear your mind for possible solutions.
Step Two… Change your negative way of communication to positive. Use words like “situation” or “challenge”, instead of “problem”. These words are more neutral and they keep your mindset from being negative. “You rise to the challenge.”
Step Three… Try to define the situation, by writing it as much clear as you can. Always think on paper! Focus on what the situation really is. Be sure to ask, “Is this really the challenge, or is it something else?”
Step Four… Ask, “What are the reasons that caused this situation?” If you fail to do this step, there is a good chance you will have to go back in solving it again.
Step Five… Write down all the possible ways of solving the situation. Remember, the rewards in life are for finding the solutions, not for complaining about the problems.Write as many solutions as possible; the quantity can often show you the quality of the solution you have chosen. Keep in mind that doing nothing may be a good solution.
Step Six… Make the best decision! Teddy Roosevelt once said,
“The best decision is the right decision. The next best decision is the wrong decision. The worst decision is no decision.”
Step Seven… Be sure someone is given ownership and responsibility to execute the chosen decision. Be sure to include a finish date for starting and for completing the task.
Step Eight… Observe the decision. Determine how and when the task will be measured. Remember to inspect what you expect. Be flexible! You may have to find other solutions and establish new means.
Remember… Every day is a gift, and the quality of your life is your gift to yourself.
I have been able to meet so many amazing people and have made so many actionable connections and relationships on Twitter. The biggest learning curve about the social media’s are the etiquette and protocol and respecting how everyone chooses to use them. It can be quite overwhelming.
Some people have described social networking as being at a “huge party”, where you work the room to make some warm connections. I like that. For me, it reminds me of when I was a kid at the park. Like a “playground” with a lot of kids, where you have to show up regularly to get to know other kids who will, hopefully pick you to play with! You get picked because your fun, good at something, or part of a group.
The thing that makes life and social media so interesting is how many different types of people there are and how we can choose our approach to who we want to friend or follow.
So, here are myfive favorite types of Twitter users..
1) The Tweet-heart-motivates and inspires me 2) “The Tweet-osopher-gets me to think 3) “The Tweet-dian-offbeat sense of humor that makes me laugh out loud 4) “The Real Deal Online Marketer”–who cares first and sells me later 5) “The Re-Tweeter”–who really cares about what you are doing
Here is a really great post from JD Rucker from Soshable.com, that I know you will enjoy and relate to. The 15 Most Annoying Types of Twitter Users. We see them daily. The great news is I don’t have to friend or follow them, but can wish them well!
What are your favorite types of Twitter users? Do share!!
”Harness all that you have done and learned to add value to your personal brand”
What colleagues and customers value are well-rounded people who bring many “intangibles” to the job and table.
“Intangible assets are defined as identifiable non-monetary assets that cannot be seen, touched or physically measured, which are created through time and/or effort”.
– Lumen – Boundless Accounting
Some examples might be cooperative, good judgement, or dependability. Some categories for you to look at for uncovering yours are planning, organization, intelligence, initiative and leadership.
The person who brings the most diverse abilities, experience and qualities to the game will usually win the job or customer. Be ready and willing to cover the floor, front desk, deliver after hours, or stay late to get the job done! Exceptional is now expected, unexpected is what will get you remembered!
All those odd jobs, low jobs and high profile jobs that you have had, make up all that you are and the skills you have. The pizza you delivered, the food you served, babysitting, camp counselor, working for your Dad during the summer, delivering newspapers, you get the idea. Those skills you developed and accrued can translate to many work situations and cross needs. Are you a problem solver, organizer, people person, leader, work well alone, go to person? Look back and think about what you gained and how you benefited from all your jobs and what “intangibles’ they added.
Don’t wait to be asked to step up. Step up, be proactive find the need, see the need and fill it. You will be noticed and remembered you for it and it strengthens your reputation and loyalty! The intangibles are not qualities you can easily show in a resume, but you can talk about them in an interview. So, uncover, celebrate and brag just a little!