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watercooler: people passion purpose
Video: Job Seekers: Three Small Ways to Set Yourself Apart
Job Seekers: Here are a few very small ways to give you a leg up with Hiring Managers over the competition.
Four Little Ways Job Seekers Can Set Themselves Apart ~ By Christina
Setting yourself apart from the competition starts by making it easy on the hiring team.
It’s no secret that its a tight job market right now and there are a significant number of applicants for each and every job. As a job seeker you have to find ways to set yourself apart from the others.
Here are a few tips:
#1: Read the posting carefully and follow the instructions. If a posting asks you to title the subject of your email in a certain way: Do it. If the posting asks that you submit a covering letter: Do it. If the posting asks that you apply for the job by emailing a recruiter: Do it (aka: don’t email the company directly because you think it sets you apart; it sets you apart in the wrong way as we’re left wondering if this applicant is capable of following instructions.) Make it easy on the hiring team by following the postings requests. They’ve asked because it helps in their process, so help them out by following along.
#2: Your resume: Name it, Combine it and PDF it. Firstly, please, please think about the file name of your resume. If we have 50 applicants for one Account Manager role and all the resumes are called “Account Manager” it’s incredibly difficult to keep them organized. Including your own personal name within the file name helps us make a stronger association between the resume and the person. Secondly, please put your Resume and Covering Letter in one document. There are exactly zero reasons to keep them separate and it looks much cleaner from an administrative perspective. Lastly, converting your application documents into a PDF file is strongly recommended. It helps to ensure they don’t get modified in any way and that the formatting you’ve worked so hard to craft stays looking beautiful.
#3: Do your research. If you take zero minutes to poke around the website, I can tell. If you take any number of minutes to poke around the website of the company, I can tell. The interest you have in a job truly shows and if you actually want the job you are applying for take a couple of minutes to review the organization and then work that into your resume or covering letter. See a similar project? Be sure to mention it. Have similar values? Let us know. Does accepting the role require a move? Tell us why you’d like to live and work there. The energy you put in a resume is evident and reflective of the energy you might put into the job itself.
#4: Say Thank you. I recently interviewed 22 people for a role and received exactly one thank you email. When I started in this business 20+ years ago it was standard practice to receive a handwritten thank you card in the mail, that was slowly replaced by emails (and so it should… save the trees and all…) but now we just don’t hear from a candidate at all. Crafting a two minute thank you email that reiterates your interest in the role and thanks the interviewer for their time buys you serious brownie points. Emailing a thank you shows character and who doesn’t want to work with someone who is polite and thoughtful? I certainly do!
I know that job hunting is tough – probably one of the toughest jobs out there. These few small things don’t take much energy or effort but they certainly help you to rise above your competition. Because at the end of the day, employers want to hire people that they actually want to work with. It isn’t just about the experience you’ve had – it’s also about the person you are.
Top 5 Tips on How To Be Interviewed Using Video ~ By Drew
Video Interviews are here to stay - Here are Praxis’ top 5 tips to present yourself in your best light!
Out of necessity, job interviews over video platforms (Zoom, Google Meet, Skype etc.) have become the norm. While there will certainly be a reduction in video interviews once we are all more readily available to meet face-to-face, the video interview format will not go away completely.
So how do you best present yourself?
Whether it be through video call or in person, there are some common tips that you want to make sure you are incorporating in preparation for your interview. Things such as maintaining eye contact, having appropriate body language, dressing appropriately, and asking good questions are all good practices that you should always keep in mind when interviewing, no matter the interview format.
There are a few tips that are mostly related to video interviewing and without further adieu, I give you my top 5.
1. Test the Tech – If you are unfamiliar with video chat platforms and the associated features they have, it is a good idea to check things out well in advance of your interview. Connect with a friend or family member over the platform that you will be using for your interview. Ensure you can see and hear one another and that your internet connection is strong enough to carry on a conversation without audio or video difficulties.
2. Keep the Camera Still – If possible, use a laptop or computer for your interview. If you need to use your phone, find a way to keep it stationary through a mount or stand. This will allow you to be “hands free” and keeps the video from being shaky and disorienting for the interviewer.
3. Environment – Find a quiet, well lit area with a good internet connection to conduct your interview. Eliminate any distractions that will be within your line of sight and be cognizant of your background. Make sure your background is void of anything unprofessional or off-putting.
4. Spread the Word – Let household members know where in the house you will be and that you should not be disturbed during the interview time. Keeping them aware of what you are doing and where you will be will avoid any awkward moments or interruptions.
5. Username Awareness - Make sure that the username associated with your account is work appropriate and specific to you. Avoid using a partner or friend’s account instead of creating one specific for your own use. With most video platforms, your username appears onscreen so it will be seen by the interviewer. Using a funny nickname or inside joke when chatting with friends will not have the same impact when seen by a potential employer.
Get comfortable and be prepared before going through your video interview. Being comfortable and letting your personality shine through will go a long way in impressing the interview panel. However, when in doubt on determining that line between comfortable and professional, err on the professional side of things. In other words, pants are not optional.
How To Keep Your Remote and In-Person Teams Engaged ~ By Christina
Engagement is the #1 way to increase productivity in your workforce
Perhaps now more than ever, engagement at work is essential. With the vast majority of workers and employers feeling pandemic fatigue, it’s our social connections that can pull us through – and for many of us those social connections are tied to those we work with.
So how do we do that?
Read on for three ways to set both yourself and your teams up for engagement success.
If only all of our employees could be this engaged!
First of all, give yourself some grace. We’ve all been through the wringer a few times over and the pressure on leaders right now is immeasurable. Even in normal situations, engaging a remote workforce is not easy. Remote workforces add a layer of complexity because it is more complicated for dispersed employees to unite under one mission. Clear communication with face-to-face interactions and the vibe you get in a workplace are both key components to creating a culture of engagement, and both are lacking when your team is working from home.
Second, ensure your team feels valued. As a leader, your team will look to you for guidance on how to behave, what is expected of them and the deliverables needed to be successful at work – but it goes beyond that. Right now (and always!) employees want to know that you care about them as people. They want to be assured that you aren’t just seeing them as a tool to get some work done, but rather a valuable contribution to the organization – an asset.
Third, foster personal connection. See your employees as individuals. Talk with them about their weekend, ask after their family, and share a bit about yours. That human connection is essential to building employees who feel connected to the organization, and as their leader you are the link to that organizational engagement.
Point two and three above are equally as important to remote workers as in-person team members. For employees who are interacting with the public everyday in the middle of a global pandemic, it’s essential that you see the value they are giving the organization and it’s essential that you see them as an asset.
Engagement is truly one of the least expensive ways to increase productivity and foster innovation in your work team – both of which make a lot of business sense!
Family Day for The Stewart Family ~ By Drew
Family First. Always.
With Family Day on the horizon, we felt it was a good time to share a little bit more about ourselves and why we do what we do.
Now, Family Day is not the sexiest of holidays and doesn't come with all of the fanfare of Christmas, Easter or Canada Day. On Family Day, nary a present, turkey dinner or or patriotic flag waving is likely to be found.
I remember exactly where I was when I found out that BC was instituting the holiday, back on October 12, 2007 (to be implemented on the 3rd Monday in February 2008).
I was heading into a team meeting and knew it would be a great way to engage in small talk as we all got settled. As you can imagine, everyone was in unanimous agreement that this holiday was among the best ideas that the government had come up with in a long time. After all, that stretch of road between Christmas Break and Easter was tough sledding without a break. For most of the employees at this company where the demographic was heavily slated to the younger side, Family Day was simply a break from work. No other real significance than to recharge our batteries.
With age, wisdom and the addition of three children into my life, my perspective has certainly changed. It was having a family that initiated our decision to relocate to my childhood home of Gibsons in 2012, looking for a better work/life balance. We struggled finding that work/life balance initially, working in jobs that no longer seemed to fit with the individuals we had grown into. It became clear that taking the risk to work for ourselves and start building something that we believe in, was the clear option. In 2014, Christina and I made the commitment to ourselves to be accountable to one another (this time from a business perspective!) and be there for our children, at all costs. Just like that, Praxis was born. Since then, we have operated in a manner that aligns with our values:
integrity, honesty, ethical practices, helping others and most of all, family comes first.
Without our family, I have no doubt that Praxis would not exist and I personally would have missed out on meeting so many wonderful individuals that this company has afforded me the opportunity to meet. Family Day isn't just a regular day off around here, it is the best of days.
Employers: Hiring a Recruitment Firm? Start Here ~ By Drew
Recruiting top employees should be a priority for every organization and your company is no different.
Recruiting top employees should be a priority for every organization and your company is no different.
You know you want to get your next hire exactly right and you know you don’t have the time, the energy, the resources, or the expertise in attracting and recruiting that ideal employee. You’ve made the wise decision to use a recruitment firm to find your needle in a haystack. Now what?
The Choice is Yours
There are 200++ firms just in the Lower Mainland. Some have industry specialties in IT or law or marine biology, some are divided by the type of candidate that they work with, from entry-level to senior executive, and still others will work on any search. Some firms function as a one person show in the basement of the family home and some are sleek corporate machines operating in 30 countries and have ten Canadian offices. So, how do you know which one is right for you?
Ask Around
Many people will begin seeking out a search firm by asking a trusted associate for advice or for the name of a Recruiter that they may have worked with and liked. Often this works because the people in your network already know you and what you expect as a customer. Sometimes it doesn’t work for any one of a myriad of reasons. Maybe the salesperson is too pushy, maybe the recruiter sends you unqualified, unscreened candidates, maybe when you call the firm you always get voice mail or maybe the firm isn’t asking questions about your operations and your needs. While there is value in the fee that a firm charges, the Recruiter needs to mesh with your company and the way you operate; which is exactly where the search for a search firm should start – by taking a good look at your culture and operations.
Look Inside
Ask yourself what is important to you. If personalized service is what you offer your clients, then that’s what you will expect when on the other side of the boardroom table. Come up with a list of four or five non-negotiables that you offer and expect in return. This provides a benchmark.
Here are some examples of items to look for in a competent search firm:
· The ability to readily provide testimonials and / or referrals
· Internet presence – look for the types of jobs they are advertising on their website, how well are the job postings written? Do they resonate with you?
· Do they ask good questions that allow them to understand who you are? If a firm doesn’t show interest in your specific company and how and why you are in business, how will they find an employee that connects with your culture?
· When they take your job order are the questions related to the skill set and personality fit or do they just stick to the basic role functions?
· Transparency with the fee
· Explanation of the process in detail and sets expectations up front
· Shows a willingness to ask for your business
· Is clear on the type of searches they conduct; i.e. middle management to executive across all industries or strictly medical temporary placements
Licenses are Important!
Make sure they are licenced. Did you know that employment agencies must be licenced in the province of BC? It involves an annual exam and adherence to stringent ethical and legal standards. Check out this link to ensure that your firm is up to date https://www2.gov.bc.ca/gov/content/employment-business/employment-standards-advice/employment-standards/licensing (We’re definitely the only firm in Roberts Creek!)
Finding a service provider in any industry can require a bit of leg work but finding the right search firm that fits with you and your organization can be a valuable tool and a great resource as an extension of your human resource department. Once you do find this gem the two greatest ways to show your appreciation are to give them repeat business and make sure you refer them to all your associates.
Job Seekers: Which Resume is Right for You? ~ By Christina
Job Seekers: Which Resume is Right for You?
Did you know there are three common resume formats: chronological, functional, and combination. There are also target and mini resumes for specific uses. Read on to find out which is best for you!
Chronological
A chronological resume generally opens by listing your work experience. Start with your most recent role first and work backward from there. Employers typically prefer this type of resume because it's easy to see what jobs you've held and when you have held them – and remember the whole point in writing a resume is to get yourself in front of employers, so what they think definitely matters. It's by far the most common type.
When to use chronological: You have a strong, solid work history and want to highlight it.
Functional
A functional resume focuses on your skills, experience, and abilities. Rather than focusing on your work history, it focuses on what you can do and how you might contribute to an organization. They often start with accomplishments or a skills section that lists the various attributes you have developed over the years. Truly functional resumes do not include employment history at all, but some include a concise list of work history at the bottom.
When to use functional: You are changing careers, you're just starting out, or you have gaps in your employment history. Basically, anytime you would rather emphasize your qualifications over your job history.
Combination
The combination resume is a mix between chronological and functional. It's an opportunity to highlight your work experience as well as your skills. Often at the top of the resume is a list of your qualifications and abilities. Below, you would include a chronological work history. What makes this a combination resume is the fact that your work history is not the focus of the resume and typically doesn't take up a lot of space.
When to use combination: You want to highlight why you're qualified, and provide the employer with what they are looking for which is where you’ve worked and when.
Target
A targeted resume is a resume that is specifically customized to highlight experience skills and qualifications you have that are relevant to a specific job you're applying for. Targeted resumes take significantly more time, however, the effort will not go unnoticed. Employers can easily see when you submit a generic resume rather than why you are qualified for that specific job .
When to use target: You are the perfect match for a specific role.
Mini
A mini resume contains a very brief summary of your career highlights and accomplishments and qualifications. It only contains information related to a specific position or industry that you were hoping to work in.
When to use mini: You are attending a job fair or career networking event, or you are passing along your resume to a contact in order for them to pass it on to a hiring manager or a recruiter. It's helpful when you want to leave something more than just a business card.
Regardless of which format you choose for your resume, the most important area of focus is on ensuring it reflects you and the job you want.
Can the Myers Briggs Help Job Seekers?
Yes!
About The Myers Briggs Type Indicator (MBTI)
The MBTI is a proven and effective tool that can create the platform to understand differences, increase the effectiveness of communication and decrease the presence of stress is your workplace. We work with you to help identify your own ‘’best fit’’ type and provide deeper contextual meaning of your preferences. We utilize exercises to identify both your strengths and your areas for growth. Prior to your session, you are asked to complete a 20 minute self-assessment which generates an impactful report that is yours to keep.
What We Do During The MBTI Session
The session will include background information into your specific MBTI preferences looking at each preference through the lens of ‘team’ and how you might best flourish at work. The session is designed to inform you, not only about your own preferences, but to make you aware of the preferences of others on your current and future teams and what the impact of those differences can be. Exercises (no weird role-play, I promise!) will be utilized to illustrate your strengths and blind spots, generating discussion on areas where you can improve performance. The session will be comprised of a PowerPoint presentation, real-life examples, open discussion and MBTI workshop exercises.
The Myers Briggs Type Indicator is an awesome tool for job seekers!
What You Can Expect After the Session
After completion of the MBTI attendees report that they experience:
Improved Communication: A greater understanding of the preferences of others leads to more open and collaborative dialogue throughout partnerships, teams, between leadership and employees as well as across separate teams of employees. Improved communication is seen both at home and at work through the use of understanding your and others preferences.
Improved Team Performance: Whether your team is at home or in a workplace, the insight gained into the preferences of those around you can aid in decision making, training, project management and other initiatives. Also, by understanding the sources of stress for your family, colleagues, team members and others, you are better able to aid and avoid pitfalls.
Conflict Resolution: With increased communication and understanding of differences comes a reduction in the nature and severity of usual conflicts within any environment. You become better at being empathetic to colleagues, personal relations and even strangers on the street!
Building of Effective Teams: If you understand the underlying dynamics of your groups and teams, it becomes easier to put your teams together. Your success can be as simple as optimizing the people that are already onboard with you and understanding that varying styles and preferences can become your greatest strength as a team.
Can This Help me With a Job Search?
Immensely! By knowing how and where you best function – where you thrive, you are easily able to target the kinds of activities and responsibilities you will want to undertake in your next role.
We look forward to hearing from you and potentially working with you and your team. Just drop a quick email to hello@praxisrecruitment.ca!