Thursday, February 01, 2007
Job Search Tips on Google by Kevin from GetHiredNow.tv
Here's a way to find more job openings using Google.
Type in search strings like these to drill down and get better job leads:
accounting jobs minneapolis
accounting assistant minneapolis
accounting assistant minneapolis send resume
accounting assistant 55408
send resume
More job search tips at GetHiredNow.TV
Wednesday, January 31, 2007
Why People in Your Dream Career Might Discourage You
There are a number of ways to get the scoop from industry insiders about how to break into their career including: joining professional associations, attending networking events, going on information interviews, or asking for advice on Internet message boards. However, if you are hoping that everyone who works in the industry will welcome you and be willing to help, you may be disappointed. Instead of getting fabulous career advice or job leads, you may be left feeling discouraged about the career and thinking you should consider doing something else with your life. Think again. If you are left feeling less than excited about a career after speaking with someone working in it, you are probably talking to the wrong person. Here are some reasons an industry expert may not be helpful to newcomers:
They want to feel special
Many successful people got where they are today because of their talent and effort. When asked how they did it, however, their story may sound like the one that parents used to tell about walking in the snow for miles every day to get to school and home again - uphill both ways. In other words, they make it sound much more difficult than it is. And while it's possible it really was difficult for someone else, you might have what it takes to achieve success in your chosen career more quickly. Few people will tell others that it's easy to break into their career or that almost anyone with determination can do it, even if that's true. By saying that it takes a rare ability or many years to succeed in a career, someone who is already working in that career validates themself and what they have achieved. Keep this in mind when speaking with someone working in the career, and don't say you hope to get a job like theirs right away. If you acknowledge their success and show respect for their achievements they may be more willing to assist you.
They are struggling
Someone who is struggling in a career may have spent years in the profession without achieving the kind of success they had hoped for. This type of person may try to "help" you by pointing out the "reality" of the profession you want to work in. They will tell you that at least 80% of those who enter their field will drop out or never achieve great success. But that's true for the vast majority of careers. In a recent issue of Harvard Magazine, it was reported that the average person will have six different careers in their lifetime, which means the average person will leave five careers. Why let that stop you from following your heart now? Another reality is that virtually every career - from acting to real estate - has only a few people who reach the top. It is insulting for someone to assume you will not be one of the successful ones. However, someone who has not made it to the top themself after years of struggle simply may not be able to see how a newcomer can. If you can overlook their discouraging attitude, this person may actually be able to help by filling you in on industry jargon, types of employers, and other career information. Just don't waste your time trying to convince them that you will succeed where they haven't.
They have a scarcity consciousness
People with a scarcity consciousness believe there will be less work for them if more people enter the profession. They see newcomers as potential competitors and will do what they can to discourage others from entering the field. The moderator of a message board for one career said in response to our recent posting that if everyone who wanted to enter the career actually did so, "it would stop being a fab job for everyone else as there would be very few who could ever make a living doing this." Fortunately, there are people in every industry who have not only achieved success, but are willing to help others do the same. As Mark Twain said, "Keep away from people who try to belittle your ambitions. Small people always do that, but the really great ones make you feel that you, too, can become great."
I think this article makes you realize that ll the advice out there may not really be helpful.....especially if it is coming from a person who wants to climb the same ladder you are !
They want to feel special
Many successful people got where they are today because of their talent and effort. When asked how they did it, however, their story may sound like the one that parents used to tell about walking in the snow for miles every day to get to school and home again - uphill both ways. In other words, they make it sound much more difficult than it is. And while it's possible it really was difficult for someone else, you might have what it takes to achieve success in your chosen career more quickly. Few people will tell others that it's easy to break into their career or that almost anyone with determination can do it, even if that's true. By saying that it takes a rare ability or many years to succeed in a career, someone who is already working in that career validates themself and what they have achieved. Keep this in mind when speaking with someone working in the career, and don't say you hope to get a job like theirs right away. If you acknowledge their success and show respect for their achievements they may be more willing to assist you.
They are struggling
Someone who is struggling in a career may have spent years in the profession without achieving the kind of success they had hoped for. This type of person may try to "help" you by pointing out the "reality" of the profession you want to work in. They will tell you that at least 80% of those who enter their field will drop out or never achieve great success. But that's true for the vast majority of careers. In a recent issue of Harvard Magazine, it was reported that the average person will have six different careers in their lifetime, which means the average person will leave five careers. Why let that stop you from following your heart now? Another reality is that virtually every career - from acting to real estate - has only a few people who reach the top. It is insulting for someone to assume you will not be one of the successful ones. However, someone who has not made it to the top themself after years of struggle simply may not be able to see how a newcomer can. If you can overlook their discouraging attitude, this person may actually be able to help by filling you in on industry jargon, types of employers, and other career information. Just don't waste your time trying to convince them that you will succeed where they haven't.
They have a scarcity consciousness
People with a scarcity consciousness believe there will be less work for them if more people enter the profession. They see newcomers as potential competitors and will do what they can to discourage others from entering the field. The moderator of a message board for one career said in response to our recent posting that if everyone who wanted to enter the career actually did so, "it would stop being a fab job for everyone else as there would be very few who could ever make a living doing this." Fortunately, there are people in every industry who have not only achieved success, but are willing to help others do the same. As Mark Twain said, "Keep away from people who try to belittle your ambitions. Small people always do that, but the really great ones make you feel that you, too, can become great."
I think this article makes you realize that ll the advice out there may not really be helpful.....especially if it is coming from a person who wants to climb the same ladder you are !
Tuesday, January 30, 2007
Learn about yourself by taking a personality tests
Considering a career change? If so, you might want to take a test or two to determine what career is the best fit for your type of personality. Some tests are free others have a fee. But if you are serious this might be a good start to finding out about yourself.
The top-rated career tests, like the Myers-Briggs Type Indicator, the Keirsey Temperament Sorter and the Strong Interest Inventory are available online.
Myers-Briggs Type Indicator
http://www.humanmetrics.com/cgi-win/JTypes2.asp
The Keirsey Temperament Sorter (KTS) is a self-assessed personality questionnaire designed to help people better understand themselves, first introduced in the book Please Understand Me. KTS is closely associated with the Myers-Briggs Type Indicator (MBTI); however, there are significant practical and theoretical differences between the two personality questionnaires and their associated different descriptions.
http://www.okcupid.com/tests/take?testid=10802373878010974519
There are fees for some of these tests, but, there are also a variety of quick, simple tests like Color Quiz from http://www.colorquiz.com that offer instant results and doesn't cost you a penny.
LiveCareer.com is also a good one and it's easy to use. There are a series of questions that asks you to select what you like the most and least amongst 3 things. When you're done you'll instantly be provided with a great deal of insight on yourself and the environments you thrive in, as well as the kind of jobs, careers and activities you're suited for. You might be surprised. It's fun, incredibly accurate and no-cost to you. Give LiveCareer.com a try today.
Also try Monstor.com's Your Perfect Career Quiz
http://tools.monster.com/perfectcareer/
The top-rated career tests, like the Myers-Briggs Type Indicator, the Keirsey Temperament Sorter and the Strong Interest Inventory are available online.
Myers-Briggs Type Indicator
http://www.humanmetrics.com/cgi-win/JTypes2.asp
The Keirsey Temperament Sorter (KTS) is a self-assessed personality questionnaire designed to help people better understand themselves, first introduced in the book Please Understand Me. KTS is closely associated with the Myers-Briggs Type Indicator (MBTI); however, there are significant practical and theoretical differences between the two personality questionnaires and their associated different descriptions.
http://www.okcupid.com/tests/take?testid=10802373878010974519
There are fees for some of these tests, but, there are also a variety of quick, simple tests like Color Quiz from http://www.colorquiz.com that offer instant results and doesn't cost you a penny.
LiveCareer.com is also a good one and it's easy to use. There are a series of questions that asks you to select what you like the most and least amongst 3 things. When you're done you'll instantly be provided with a great deal of insight on yourself and the environments you thrive in, as well as the kind of jobs, careers and activities you're suited for. You might be surprised. It's fun, incredibly accurate and no-cost to you. Give LiveCareer.com a try today.
Also try Monstor.com's Your Perfect Career Quiz
http://tools.monster.com/perfectcareer/
Thursday, January 25, 2007
What motivates someone to buy something?
If you are in Sales then that is something you ask yours self everyday.
Yes, you are trained by your company and are a real good talker.
However traditional sales people force feed their own reasons and do not focus on uncovering what the prospect is trying to overcome, improve or eliminate by buying sooner, rather than later. Prospects really do not want to think about anything, they actually want time to "compare". Compare your features and benefits with that of their current vendor or other competitors trying to get in on that business.
Quite often in the eyes of the prospect your features and benefits are not much different from their current vendor or others competing in your field. Hence price becomes a front end and back end obstacle as they focus on YOUR reasons (features and benefits), not their problems and negative effects that are already costing them time, energy and money by not using your product or service.
So the simple trick to to LISTEN first and reiterate what the customer just said. Listen and then suggest ways to make LIFE EASIER for that particular problem !
You will be the best sales person. Don't forget to close the sale ! i.e Asking for the Money and their commitment to buy.
Yes, you are trained by your company and are a real good talker.
However traditional sales people force feed their own reasons and do not focus on uncovering what the prospect is trying to overcome, improve or eliminate by buying sooner, rather than later. Prospects really do not want to think about anything, they actually want time to "compare". Compare your features and benefits with that of their current vendor or other competitors trying to get in on that business.
Quite often in the eyes of the prospect your features and benefits are not much different from their current vendor or others competing in your field. Hence price becomes a front end and back end obstacle as they focus on YOUR reasons (features and benefits), not their problems and negative effects that are already costing them time, energy and money by not using your product or service.
So the simple trick to to LISTEN first and reiterate what the customer just said. Listen and then suggest ways to make LIFE EASIER for that particular problem !
You will be the best sales person. Don't forget to close the sale ! i.e Asking for the Money and their commitment to buy.
Friday, January 19, 2007
Are you being listened to at work?
You are at a meeting to discuss ideas for implementing a new program in your department. After some discussion, you tentatively throw out an idea to the group. It is ignored.
Ten minutes later, one of your co-workers says “Hey, here’s an idea ...” and restates your suggestion almost word for word.
This time, “your” idea is met with a chorus of “Great idea!” from your colleagues.
If this has ever happened to you, you are not alone.
Dr. Sonia Herasymowich, Ph.D., a university instructor and consultant on mental diversity, says one reason ideas are sometimes not acknowledged the first time they are stated is because of differences in thinking styles.
Right-brained thinkers (most of whom are women) tend to be intuitive. They may jump to a conclusion and express it before their left-brained colleagues (most of whom are men) have arrived at the same conclusion. It is only after the discussion has logically led to the idea that it is likely to be embraced by the left-brained thinkers.
Dr. Sonia, as she is known to her clients and students, suggests that right-brained thinkers can get credit for an idea by writing it down on a flipchart or white board immediately after expressing it. While the group continues its discussion, the right-brained thinker can be working backwards, writing the steps leading up to the idea.
“At some point, the group will look up and say ‘oh great, you’re writing it down’,” says Dr. Sonia. “At the very least you will be seen as someone who has helped the team reach its conclusion.”
Whether or not your ideas are listened to may also depend on how clearly you express them.
In her book Talking From 9 to 5, Deborah Tannen, Ph.D., reports that when it comes to communicating in the workplace, employees who get heard at meetings tend to be those who speak more directly, more loudly, and at greater length than their co-workers.
Trying to be polite may backfire. Says Tannen, “Many people try to avoid seeming presumptuous by prefacing their statements with a disclaimer such as, ‘I don’t know if this will work, but ...’ or ‘You’ve probably already thought of this, but ...’.” Such disclaimers may result in the rest of the communication being ignored.
However, simply telling employees to speak up is not the answer to ensuring everyone’s contributions are heard. Some employees may need time to reflect before speaking, while others may not speak up at all for fear of looking foolish.
Companies that want to take advantage of contributions from all their employees need to teach their managers and group leaders to foster communications.
Says Tannen, “The most important point is for managers to become skilled at observing group process and noticing the role that each group member takes.” The group leader can then give credit where it is due and encourage greater participation from all.
Going around the table and asking everyone to state their opinion is one way to encourage greater participation. However, participants are often influenced by what has been said before them and may not risk disagreeing with someone higher up in the organization.
A better idea, therefore, is to invite employees to submit their opinions in writing either before or at the meeting.
Another option is the Japanese practice of "nemawashi" in which a facilitator meets one-on-one with participants before the meeting. The facilitator can then make a presentation which includes the variety of opinions, thereby ensuring that everyone’s opinion is taken into account and saving face for those whose suggestions are not followed.
To elicit ideas from those who need time to reflect after the meeting, Dr. Sonia suggests managers conclude with a comment such as “If anyone has any more ideas before tomorrow morning, put them in writing and leave them on my desk.”
Companies that follow such practices may be rewarded with ideas and innovations well beyond those expressed during the meeting itself.
Source : www.atotalwaste.com
Ten minutes later, one of your co-workers says “Hey, here’s an idea ...” and restates your suggestion almost word for word.
This time, “your” idea is met with a chorus of “Great idea!” from your colleagues.
If this has ever happened to you, you are not alone.
Dr. Sonia Herasymowich, Ph.D., a university instructor and consultant on mental diversity, says one reason ideas are sometimes not acknowledged the first time they are stated is because of differences in thinking styles.
Right-brained thinkers (most of whom are women) tend to be intuitive. They may jump to a conclusion and express it before their left-brained colleagues (most of whom are men) have arrived at the same conclusion. It is only after the discussion has logically led to the idea that it is likely to be embraced by the left-brained thinkers.
Dr. Sonia, as she is known to her clients and students, suggests that right-brained thinkers can get credit for an idea by writing it down on a flipchart or white board immediately after expressing it. While the group continues its discussion, the right-brained thinker can be working backwards, writing the steps leading up to the idea.
“At some point, the group will look up and say ‘oh great, you’re writing it down’,” says Dr. Sonia. “At the very least you will be seen as someone who has helped the team reach its conclusion.”
Whether or not your ideas are listened to may also depend on how clearly you express them.
In her book Talking From 9 to 5, Deborah Tannen, Ph.D., reports that when it comes to communicating in the workplace, employees who get heard at meetings tend to be those who speak more directly, more loudly, and at greater length than their co-workers.
Trying to be polite may backfire. Says Tannen, “Many people try to avoid seeming presumptuous by prefacing their statements with a disclaimer such as, ‘I don’t know if this will work, but ...’ or ‘You’ve probably already thought of this, but ...’.” Such disclaimers may result in the rest of the communication being ignored.
However, simply telling employees to speak up is not the answer to ensuring everyone’s contributions are heard. Some employees may need time to reflect before speaking, while others may not speak up at all for fear of looking foolish.
Companies that want to take advantage of contributions from all their employees need to teach their managers and group leaders to foster communications.
Says Tannen, “The most important point is for managers to become skilled at observing group process and noticing the role that each group member takes.” The group leader can then give credit where it is due and encourage greater participation from all.
Going around the table and asking everyone to state their opinion is one way to encourage greater participation. However, participants are often influenced by what has been said before them and may not risk disagreeing with someone higher up in the organization.
A better idea, therefore, is to invite employees to submit their opinions in writing either before or at the meeting.
Another option is the Japanese practice of "nemawashi" in which a facilitator meets one-on-one with participants before the meeting. The facilitator can then make a presentation which includes the variety of opinions, thereby ensuring that everyone’s opinion is taken into account and saving face for those whose suggestions are not followed.
To elicit ideas from those who need time to reflect after the meeting, Dr. Sonia suggests managers conclude with a comment such as “If anyone has any more ideas before tomorrow morning, put them in writing and leave them on my desk.”
Companies that follow such practices may be rewarded with ideas and innovations well beyond those expressed during the meeting itself.
Source : www.atotalwaste.com
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