In Text-based Interviews Avoid These Common Mistakes

In Text-based Interviews Avoid These Common Mistakes
In Text-based Interviews Avoid These Common Mistakes
Indias First Location Based Job Search Portal – JobMindz

We will find that many recruiters and HR professionals are using text-based recruiting platforms for the first time, and it can be challenging to learn how to best use this new method of connecting with talent. Here are few ways shown by JobMindz.com, India’s First Location Based Job Search Portal to stay ahead of the curve, keep candidates at ease, and attract the best talent for your organization.

Don’t Become Spam

You should consider adding language on applications or the “careers” page of your website indicating that you may contact qualified candidates through text for an initial screening interview. In this way, when a candidate receives a text message from an unrecognized number, they won’t be surprised. In the initial text, you are supposed to explain who you are, your organization, and why you’re reaching out. Try to be personable and also leave your contact information at the end.

If your first text seems like spam, it will likely become just that. Candidates having a good explanation of why they are being contacted via text should ease into the interview process.

Don’t Text Outside Traditional Business Hours

As you can see candidates grow more accustomed to being contacted via text, recruiters must concentrate on not coming across as invasive. Therefore, it is easy to avoid intruding on the candidate is by only reaching out during typical business hours, keeping their time zone in mind. Well twenty-four percent of job seekers do not want to receive texts during non-business hours. You can expect candidates to reply outside of work hours, but reach out between 9 a.m. to 5 p.m.

Don’t Be Too Professional

To start a conversation and get to know the candidate before a face-to-face interview or phone call, text recruiting is a great way. You can easily break the ice and show the personality of your recruiting team as well as the organization through text. A casual conversation can be a great help. Such things will allow the candidate’s personality to shine through so you can catch a glimpse of how they interact in everyday life. Text-based interviewing can be an opportunity for candidates to think about their responses thoroughly as opposed to improvising.

Don’t Ask Ordinary Questions

Most job interviews can be seen conducted in this manner,: “Tell me about yourself.” “What are your strengths?” “What are your weaknesses?” HR professionals and recruiters can use their unique approach to interviewing with technology is by creating templates and a convenient questions library to text candidates. Thereafter, recruiters can then focus on sharing initial questions that solicit substantive conversations with the candidate.

Don’t Forget to Follow up

As you have secured an in-person interview doesn’t mean your job is done. You can use text to connect with the candidate about follow-up questions, directions to the interview site, or any last-minute reminders before the in-person interview. After an interview periodic check-ins can be helpful, also keeping the company and interview top of mind. When the candidate has accepted an offer, text can be very useful. HR professionals and recruiters can keep the conversation going by texting them “good luck” before their big first day.

For more information visit: www.jobmindz.com or give a missed call to 080-68180777.

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Follow These Recruitment Strategies To Bring Success This 2019

Follow These Recruitment Strategies To Bring Success This 2019
Follow These Recruitment Strategies To Bring Success This 2019
India’s First Location Based Job Search Portal – JobMindz.com

You may look to bring on talented top skills staff in your organization. In today’s highly competitive job market, in order to attract and retain top talent you’ll want to be especially mindful of whether or not you’re providing a positive candidate experience. It not only creates excitement in appointing perfect candidates but it can also result in stronger applicants, an increase in hires, and new referrals.

Therefore, t becomes clear how much the hiring process matters in providing a great first impression to new hires. The employers, who want to gain an edge on their competition, consider these recruitment strategies to transform your candidate experience in 2019:

JobMindz.com, India’s First Location Based Job Search Portal presents some recruitment strategies in order to bring success in the hiring process:

Portray a strong employer brand

According to a survey that took place recently, 59% of job seekers spend 30+ minutes researching a company throughout the hiring process. Every candidate has a strong impression of your organization through websites, social media, press, and employee review sites before they walk in the door.

Therefore, it is critical that employers utilize these online platforms to reach out to those candidates looking for the right fit. A job-seeker should be able to determine who you are, what you do, and why you’re a great place to work when he/she looks at your company online.

Be flexible in your requirements

While you hold out for a candidate with the perfect combination of skills and experience, the chances of finding them in the current market are slim. You are required to consider your requirements for the job carefully and think about where you might be willing to compromise.

It is important to understand where you should make these compromises as a recruitment strategy. Looking for candidates who have the potential to grow into the role can be an excellent investment in terms of a general rule. If you find someone who can learn quickly and think critically, training them to learn the technical skills not only pays off, but it also builds loyalty.

Promote the company culture

We get to see that today’s candidates are looking for an employer who offers them purpose, aligns with their values, and supports their employees both personally and professionally. As a result it is important that organizations must be sure that they clearly communicate these aspects of their culture clearly to every candidate. Not only candidate should walk away with a clear understanding of the culture, but they should feel that everyone at the company is aligned with the culture and excited to talk about it.

Make faster, more competitive offers

A recent study says 55% of professionals were interviewing for 2+ other roles while they were interviewing for their current position. When candidates get such options, they are likely still making their decision down to the very last minute. It is very important that the employers must realize that recruitment strategies don’t stop once you find a candidate—this continues through the offer and negotiation processes as well.

Speeding up the offer process in companies is not enough but they are also making the mistake of not putting their best offer out first. If a candidate does not receive the best offer first, it does more than simply draw out the negotiation process; it also lets the candidate know that you undervalued their experience. In the final hour of the process, you need to be sure that you do everything possible to get your top candidate to accept your offer before they go to your competition.

For more information visit: www.jobmindz.com or give a missed call to 080-68180777.

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Encourage More Efficient Hiring Team Communication With These Tips

Encourage More Efficient Hiring Team Communication With These Tips
Encourage More Efficient Hiring Team Communication With These Tips
India’s First Location Based Job Search Portal – JobMindz.com

A strong line of communication is needed between all those who are involved in the hiring process in order to attract top talent and hire for their companies. Absence of a strong collaboration and common ground between recruiters and hiring managers will lead to failure and result in a defeated recruitment process. JobMindz.com, India’s First Location Based Job Search Portal gives you some tips to bridge the communication gaps and build a stronger and more efficient hiring team ensuring a successful recruiting process.

Transition to a Collaborative Hiring Process

Generally the manager of the department is the only one in charge of hiring and recruiting but recently it has changed. We can see the hiring process is transitioning to more of a collaborative approach. Basically collaborative hiring is when both HR teams and teams from other departments work together to find and hire A Players. Recruiting and hiring is a team sport and involves a collaborative effort from many members of your team.

Transitioning into a collaborative hiring process will benefit your team in various ways. It can result in improvement of your hiring process and the results by involving more people in the process and gaining more perspectives and different viewpoints. If you allow your employees to voice their opinions, it will make them feel valued and will result in improved employee engagement. You’re creating a more open and collaborative company culture by implementing a team-based hiring process. The candidate experience can be improved by displaying a collaborative company culture to potential employees.

Have Patience

It is important to understand how important patience in recruiting is and how it will affect candidates in the long run if it’s not done efficiently and with full efforts from the team. If you have patience it will ensure that your company won’t have to repeat any steps, slow down the process and risk losing out on top candidates.

Patience and adequate amount of time is needed in the first point of contact between the recruiters and hiring managers. It is needed by the recruiters to use this as their time to set expectations and fully comprehend the needs and demands of the job. The hiring manager is required to approach this as a very essential task and not overlook the importance it has on their job.

A team needs to take this time to sit down to discuss the position skills and qualities that are an absolute must and those that are not. It’s also important to understand what type of person will excel in the position you’re hiring for.

Get on the Same Page

Every industry will have its own language or lingo. As recruitment is a recruiter’s life, so it’s easy for them to get lost in the jargon of the industry. In order to improve the process and attract the best candidates, recruiters and hiring managers need to understand the industry they are recruiting for and get on the same page through good communication.

Your company is likely to lose out on top talent candidates if the communication between your hiring team isn’t managed effectively. Therefore, collaborative hiring is a must and will make a difference in your company. If you reach an agreement on how to communicate between teams, what lingo to use and having patience while doing so will create a smooth and seamless recruitment process and will be a win for your company in the end.

Therefore, if you follow these tips, it can uncover the answers needed for a more efficient hiring process and achieve the results your company has been striving for.

For more information visit: www.jobmindz.com or give a missed call to 080-68180777. 

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As A Recruiter You Can Encourage Your Career Progression

As A Recruiter You Can Encourage Your Career Progression
As A Recruiter You Can Encourage Your Career Progression
India’s First Location Based Job Seach Portal-JobMindz.com

One of the most popular questions we get to hear from candidates is ‘are there career progression opportunities?’ We know why- everyone says that progression is one of their top priorities. So, basically businesses that lack clear development paths are at risk of losing talent to their competitors. Therefore, recruiters should educate clients on the importance of framing a culture comprising development and learning.

JobMindz.com, India’s First Location Based Job Search Portal shows ways to do so.

Re-work job specs

The job spec is the first interaction a candidate will have with the company, so it’s important to make the career progression opportunities clear on this. Discuss with your client where this role could lead to in the business and make sure to mention any potential pathways in any job advertisements. If there is scope for on-the-job training or qualifications (for example, a CIPD for an HR position), it’s essential to make this clear. Remaining transparent about where a candidate could go encourages buy-in and will attract a wider applicant pool.

Emphasize projects

To develop skills in a particular area, projects are a great way for employees. This also gives them a scope to look beyond their job spec, liaise with colleagues they normally wouldn’t and perhaps, engage a passion that they otherwise couldn’t. Being a recruiter, it’s your responsibility to advice on the best way to integrate it into a role. Let us look into an example, a start-up might know they require admin support but aren’t sure what that looks like. In such situation you can suggest a PA with scope for HR or office management projects.

Don’t be afraid of jumpy CVs

Millennial can be seen showing the desire for career progression and as a result they are doing it quickly, in fact more than any previous generation. They can be seen being proactive and always looking for the next challenge, asking you ‘what is the next step, what I can do now? It’s very important to educate clients by the recruiters so that they can carry things being very enthusiastic. Recruiters also should educate the clients on jumpy CVs in most cases; a candidate changes role every 18 months isn’t a negative reflection on their professional experience, but demonstrative of their rate of learning.

Thinking outside the box

Career progression cannot be considered as a promotion. If a client can be seen struggling to hold onto a good talent, why not collaborate with them to see if there are other ways to encourage engagement? This also includes opportunities to join committees, organize social events or participate in training programmes.

If recruiters and clients collaborate through wider workplace practice, their relationships can be developed and also value can be provided.

For more information visit: www.jobmindz.com or give a missed call to 080-68180777.

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5 Tips To Crack Interview Successfully-JobMindz.com

5 Tips To Crack Interview Successfully-JobMindz.com
5 Tips To Crack Interview Successfully-JobMindz.com
India’s First Location Based Job Search Portal-JobMindz.com

In the present day conditions, every youngster’s primary goal is to get a good job according to their efficiency, qualification, preferences and some work experiences; if any. But, it never goes according to the plans because the biggest misfortune happens is the personal interview. Now we JobMindz.com, India’s First Location Based Job Search Portal are going to discuss 5 tips to crack a job interview successfully which will help you in cracking interviews in a swift manner:-

Practice Good Non-Verbal Communication:

 
The initial phase of an interview is all about demonstrating your confidence, standing in a straight posture, making good and healthy eye contact with interviewer and connecting yourself with him/her with a firm handshake. Every job seeker should learn how to impress people using these non verbal attributes because these impressions can prove to be a great beginning of any interview process and a sound knowledge of it can increase the probability of getting selected.

Dress for the Job or Company:

 
The present casual dress codes don’t permit us to dress as the interviewees, but it’s very important to know what to wear and how to be well groomed while going for an interview. It doesn’t make any difference that whether you wear suit or something less formal. But, it solely depends on the company culture and the position you are seeking for. It will be a better move from the interviewee’s end that he/she may call if possible to the concerned organisation to find out the pre- recruitment or interview process dress code.

Listen Well:

 
From the very initial part of an interview, the interviewer will be giving you information about their organisation; either directly or indirectly. If you are not listening to it, then you are going to miss a major opportunity. Every individual should know good communication skill which includes listening and letting the person know that you heard what was said to you. In this situation, observe your interviewer very keenly and match the style and pace with him/her.

Don’t Talk Too Much:

 
Giving more information to the interviewer could be a fatal mistake. In case you haven’t prepared ahead of time, you may stammer when answering interview questions. Sometimes, it may take you right out of the job. Thus, it’s better to be prepared for the interview by reading the job posting matching your skills with its requirements. This helps you to connect better with the interviewer’s questions.

Don’t Appear Desperate:

 
While an interview, if a person uses the “please – please hire me” approach, it shows that the interviewee is more desperate and less confident. It is better to reflect the three C(s) from the interviewee’s end, which is being ‘Cool’, ‘Calm’ & ‘Confident’.

Conclusion:

Thus, we can conclude this discussion by stating that an interview is a very delicate and serious matter to be handled with intense care and sensibility. In the above 5 tips to crack a job interview successfully , we have tried to discuss some of the points which can make each and every interviewee capable of cracking any form of interview along with ease and confidence.

Continue reading “5 Tips To Crack Interview Successfully-JobMindz.com”

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How To Implement The Hiring Strategy When You’re Looking For Next Great Hire?

How To Implement The Hiring Strategy When You’re Looking For Next Great Hire?
How To Implement The Hiring Strategy When You’re Looking For Next Great Hire?
India’s First Location Based JobSearch Portal

You will certainly have plans to expand your team to support your company’s growth like most employers. It can be seen that due to the growing skills shortage, you may find it challenging to get talent with the experience you think you require. This is the reason why focusing on experience can be a big hiring mistake in today’s job market.

Recognizing that experience does not guarantee success, many employers are therefore focusing their efforts on identifying candidates who can positively impact and grow with the company in the long-run. In other words, they are hiring for potential.

Instead of relying on where a candidate is in their career to lead their decision, hiring for potential allows employers to assess the personality traits and soft skills (i.e., a desire to learn, critical thinking skills, etc.) that can make them a great fit for the organization. Not only will this enable you to cultivate leaders from within, but providing meaningful professional development for your new hire will help you develop trust and establish loyalty.

Here’s how you can implement this hiring strategy when you’re looking for your next great hire by JobMindz.com, India’s First Location Based Job Search Portal:

Place emphasis on personal attributes

As you go through resumes and conduct interviews, you may be disappointed in a candidate’s lack of knowledge in a particular program or area. Looking past this may be difficult at first, but it’s important to remember that you can teach this program or skill over time. However, you can’t train character. By choosing a candidate you know will get along with your team and has the motivation to learn, you’re taking the steps to ensure future projects that require collaboration will be successful. Additionally, hiring an individual that you get along with will make it easier for you to mold them into the employee you want them to be.

Evaluate transferable skills

If a candidate isn’t proficient in a particular program or tool you’re looking for, but they do have expert-level knowledge in a similar one, it pays to give them a real opportunity. Since they’re already knowledgeable in a similar program, it’s likely they’ll be able to pick up on the desired skill as long as they’re given some initial guidance. While it may take a little time for them to get up to speed, hiring for potential based on their transferable skills will pay off further down the line. After all, those given the chance to prove themselves and feel their employer is invested in their growth will be more loyal in the long run!

Ask behaviour or situational-based questions during the interview

So how do you decide whether or not a candidate has the potential to be a truly great employee? During the interview, be sure to ask them situational and behaviour-based questions. These types of questions are a good way to analyze a potential employee’s ability to handle adversity and their general attitude, which can ultimately reveal how they’ll be able to work and grow within your company.

For more information visit: www.jobmindz.com or give a missed call to 080-68180777.

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Planning To Recruit A Developer For A Non-IT Company?

Planning To Recruit A Developer For A Non-IT Company?-JobMindz.com
Planning To Recruit A Developer For A Non-IT Company?-JobMindz.com
India’s First Location Based Job Seach Portal-JobMindz.com

It’s a known fact that IT specialists prefer to be employed by an IT company. But in today’s world every company is sourcing for quality IT candidates, especially in the e-commerce sector. Well it is not mutual unfortunately as developers can be seen running away when you mention “commerce”. There is still a way to find and hire IT specialists for a Non-IT field.

India’s First Map Based Job Search Portal, JobMindz.com through this article discusses about this important topic. Unfortunately, an IT candidate might be less interested in a vacancy in a non-tech company.  There is a line of candidates for every other vacancy, but serious efforts have to be made to find a great developer and make them want to work for a small online store. It’s difficult to find a good IT specialist and easy to lose one. When we just started headhunting, the perfect candidates either left in the middle of the job interview or didn’t show up at all. So we changed a lot in our strategy, made real progress in IT hiring process and now we are glad to share our experience.

Let professionals hire professionals

It would be a huge mistake to make a random recruiting specialist, who is in charge of closing all vacancies, to recruit IT personnel. Hiring a good developer requires special skills. It is better to find a recruiter who specializes in IT sector. Look, if your company has German partners, you will hire several German-speaking employees, right? Well, same here.

If you are in constant search of web developers, then you’d better assign a separate person to this process. In case it is a one-time task, it’s easier and cheaper to use a recruitment agency.

It is important for your recruiter to speak the same language with the applicants. It is also important to be able to think outside the box so that a non-conventional question or phrase from the applicant does not send him reeling. Such kind of misunderstanding might make the interested candidate think that the management is out of touch, and therefore change his mind and decline the job.

Masalaryalery research

Conduct market research in order to find out how much it actually costs to hire your dream candidate. Do not rely on just other companies’ offers. Your aim is to understand the professional level or the required candidate – and if you cannot afford it, maybe it’s better to look for a talented beginner and support his professional growth within the company.

The point is that IT candidates are a very special kind of applicants, dramatically less in number than in sales or marketing, and even few if you need a really great one. That is why their wage expectations are pretty high. You won’t be able to find a web developer with a salary below than average on the market. Well, maybe you will – someone who is still in high school.

So, the market research will help you to understand who exactly you’re looking for and offer a decent salary to a relevant candidate. Your dream candidate might demand more money than you have planned. Well, sometimes it is a potential employee who decides on the amount of wage, not you. So it’s for you to choose whether you want a senior or junior developer to be on your team.

A generous salary is not everything that good developers are seeking, but it is the first step to make them interested in the vacancy. The more special skills you need, the more expensive it’s going to be.

Create an atmosphere of IT company

No matter what your company profile is, you will need to create a new atmosphere. IT Company means flexible hours, comfortable office space, free snacks, lack of dress-code, interesting challenges – that’s what developers are expecting from you. Be prepared to make at least one of your company’s departments to look and feel like an “IT company branch”.

It is necessary to understand your dream candidates’ expectations: attend IT events, read relevant online forums (paying special attention to the comments), consult the experts, check market researches. Spend some time to investigate the really important factors, and you will learn a lot.

Do you know how important the developer’s workplace is? A lot of companies purchase office furniture thinking mostly of design, fitting in, making a nice picture. Well, your IT specialist does not care about the chair’s beauty, price or outstanding design: he needs it to be comfortable so his back wouldn’t hurt, and that’s it, because practically he’s always at his desk working (not at conference room meetings, coffee-breaks with partners or random meetings next to printer). The table’s height, the back of the chair’s height and comfort, the right distance towards the display – that’s what really matters. Consult the experts before organizing the developer’s workplace to make it as comfortable as possible but be prepared to change it upon the request of some picky (and the most valuable) specialist.

 There are some other conditions to be mentioned. Free coffee! Ok, you got it, but make sure the coffee maker is as close to developer’s desk as possible. It would really brighten up his life – well, coffee and some free snacks.

And of course, if there’s a strict dress code in your office, make an exception for your IT specialists. Wearing a tie definitely wouldn’t make them more productive (quite the contrary, actually).

Use the individual approach

You need a personal approach to each candidate. Once again: good developers are on highest demand now and they know it, so be prepared to meet their expectations.

Generally, our office work hours are from 9.30 till 18.00, and this regime is important for everyone who’s dealing with company partners directly – but developers don’t. All their workflow goes via JIRA, where tasks are prioritized and assigned to the specialist.

That’s why if IT specialists prefer to come to work earlier or later than other employees, you’d better be okay with that. When you set the flexible working hours for the IT department, you’d see that a lot of developers often choose to work “off hours”, stay at the office until late and are ready to work from home and on weekends.

For more information visit: www.jobmindz.com or give a missed call to 080-68180777.

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Giving You A Glimpse Of The Best Careers For Your Skills

Giving You A Glimpse Of The Best Careers For Your Skills
Giving You A Glimpse Of The Best Careers For Your Skills
India’s First Location Based Job Search Portal

It’s an uncertain job market out there, with many of us looking for career moves outside our first chosen path. Whether you’re making a career change or re-entering after spending time raising a family, it can be a challenge to understand where you fit. Here is a breakdown brought to you by, JobMindz.com, India’s First Location Based Job Search Portal of assets you bring to the table and the best industries for your skills.

People Skills

Are you the person everyone looks to for advice, or to solve a problem? Maybe people tell you that you’re always so friendly and helpful. These are people skills, a coveted attribute companies look for in employees. Since all of have to work with other people – and often customers – throughout the day, someone with people skills is a real asset to any organization.

The obvious choice for someone with people skills is in any customer service capacity, so look for jobs in retail or other service industries. For an entry-level job, consider a job as a home health aide: the Department of Labour expects a 50% increase in jobs in this sector by 2019.

For better pay, explore other careers in the health care sector, like medical assistant to occupational therapist but be sure to check the education and licensing requirements for these positions in your state. The health care industry is a great option for someone with people skills, as it’s a key requirement in this sector.

Computer Skills

Are you that person who always knows how to fix a computer problem? Maybe you’ve acquired your skills through education, or just because you have a knack for all things tech – either way, your skills are sought-after by just about any employer.

The software engineering sector is expected to grow by 21% by 2019, making this industry an obvious place to look for jobs if you have computer skills. If you’re not formally trained, consider going back to school; a bachelor’s degree is preferred for the best jobs and pay, but certification often suffices. If you have an artistic flair, consider web and/or graphic design as a career path.

Analytical Skills

You’re that guy or gal who always sees the big picture, understands how the pieces work together, and can see a solution to complex problems. Where others are overwhelmed, you see a challenge in difficult issues and can break them down to manageable pieces – you have analytical skills that many employers look for.

Consider a career in the legal profession if you have what it takes to analyze. This industry requires you to look at real-world conflicts, and analyze the law to come up with a solution.  If you prefer to work with your hands and not wear a suit, consider transportation and material moving (up 27% in job postings) or production (up 22%) as these sectors require sharp and analytical minds to improve safety, efficiency and solve problems.

Detail-Oriented Skills

Do you have an eye for detail? Maybe you’re that person who always notices when a painting is hanging just a little crooked, or when your change at the store is a penny short. Detail-oriented people are an asset to any workplace, and in high demand in certain industries.

If you have an eye for detail, accounting just may be the place for you. Sure, most people think accounting is boring, but this industry is expected to grow jobs at a rate of 22% by 2019, making it a smart move for those with detail-oriented skills. Accounting jobs range from entry-level bookkeeping positions to six-figure earning CPA jobs. If balancing the books is not your thing, look for jobs in production, where attention to detail is vital, and job postings are up about 22% from last year.

Creative Skills

Do people always laud you for your creativity? Creative skills are often undervalued as a job attribute, but there are industries where this talent is highly sought after.

Obvious choices for those with a creative side are careers in the arts or in interior design. For better job prospects in this tough economy, consider graphic or web design, where creativity in combination with computer skills are in high demand as more business is moving to the web. If you have the resources and stamina, consider going back to school to become an architect, where jobs are expected to increase by 16% over the next eight years, and creativity is in high demand.

For more information visit: www.jobmindz.com or give a missed call to 080-68180777.

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Improve Your Leadership Skills With These Top Ways

Improve Your Leadership Skills With These Top Ways
Improve Your Leadership Skills With These Top Ways
India’s First Location Based Job Search Portal

Whether you consciously aware of it or not, on some level you are continually leading yourself and others – you don’t necessarily have to have a large team reporting to you to be considered a leader and to need effective leadership skills.

In one leadership study, qualities such as assertiveness, adaptability, intelligence and conscientiousness were cited as the most important leadership skills. Research clearly shows that transformational leaders – leaders who are positive, inspiring, and who empower and develop followers – are better leaders. They are more valued by followers and have higher performing teams.

As a result, it would only make sense that you strive to improve your leadership skills and get the most out of life for everyone in your sphere.

Consider these 6 tips given by JobMindz.com, First Map-Based Job Search Portal for how to improve your leadership skills so to become a better leader and think about ways that you can implement these strategies in your daily life at work.

  1. Have a clear vision

Take the time to share your vision, your mission and your goals with your team. Your job as a leader is to provide a clear path that your team can follow. Your team also must understand why the goals you have set are valuable to them. Take the time to explain to them, in detail, why and how your vision will not only improve the business, but how it will benefit them in return. Include your team in your strategic planning sessions, ask for feedback and get them to “buy into” your vision for the future of the company.

  1. Know and utilize your strengths and gifts.

You have unique gifts and natural leadership skills that you were born with and personal strengths you’ve developed over your lifetime. Realizing and utilizing these gifts and strengths will assist you in being a formidable leader.

  1. Be Passionate

This is one of the most important leadership skills. Would you look to someone for guidance and leadership if they did not truly care about the goals of the group? Of course not! Great leaders are not just focused on getting group members to finish tasks; they have a genuine passion and enthusiasm for the projects they work on. Start by thinking of different ways that you can express your zeal. Let people know that you care about their progress. When one person shares something with the rest of the group, be sure to tell them how much you appreciate such contributions.

  1. Live in accordance with your morals and values.

Making choices and taking actions out of accordance with your morals and values leaves you with a nagging “bad” feeling. This feeling seeping in from your subconscious mind hinders your success in your career and your relationships. On the other hand, making choices and taking actions aligned with your morals and values helps you succeed almost effortlessly as key leadership skills. People sense integrity and will naturally respect your opinion and leadership.

  1. Serve as a role model

The best leaders walk the walk and talk the talk. As a result, group members admire these leaders and work to emulate these behaviours. If you want to become a better leader, work on modelling the qualities that you would like to see in your team members.

  1. Set definitive goals and follow concrete action plans.

You have to know where your destination is before you can map out a plan to get there. To improve your leadership skills, first set specific life goals with appropriate timelines. Design your goals by moving backwards from the end of your life to the present week. Then, formulate action plans you can commit to that will get you to where you want to be.

For more information visit: www.jobmindz.com or give a missed call to 080-68180777.

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Why Jump Jobs?-Jobmindz.com

Why Jump Jobs?-Jobmindz.com
Why Jump Jobs?-Jobmindz.com
India’s First Location Based Job Search Portal-Jobmindz.com

Many people looking for a new job, when they are already employed, need to first examine why they are interested in making a change! What are the reasons, and are they good reasons. Why jump jobs?  JobMindz.com, First Map-Based Job Search Portal through this article discusses about this important topic.

There are many good reasons to look for a change and many poor reasons as well. As a recruiter, when I find someone qualified for a position I’m trying to fill, I’d almost always prefer them to be willing to make the move. However, I understand that when I encourage someone to make a change when it’s not really in their best interest, I risk losing the opportunity for a strong long-term relationship with them. After some discussion, I will sometimes tell them they are better off passing this opportunity in order to continue their successful career track where they are.

What should you consider before taking the leap? Here are some observations

Money alone is rarely a good reason to make a change. More money is virtually never an equitable reward for a poor work situation. Seeing, and facilitating job changes in over 25 years as a recruiter, I’ve consistently seen people that make a move primarily for more money, leave those new jobs in short order. When it becomes miserable to get up and go to work each day, the extra compensation doesn’t seem to matter much. It’s also common, that company with poor work environments pay very well sometimes it’s the only way they can attract people to the organization. So beware!

That’s not to say changing jobs for more money is never good. If you’ve done due diligence on the new organization, and are sure that the environment will be at least as positive for you and your career as your current situation, then making the move for more money can be great move. Examining the opportunity without the rosy colour glasses of a larger pay check, however, is key to making the right choice.

Frustrated? Temporary frustration in your current role is not likely to be a good reason for a change. Everyone experiences times in virtually any job when they just don’t like going to work each day. Certainly in many job it’s a basic mismatch between personality and corporate culture. Or it may be stressful or unrealistic work expectations that are not going to change. However, many times it’s a temporary set of circumstances that will pass in time. Changing positions during those times often results in jumping from the frying pan into the fire!

It’s not at all unusual for someone not to evaluate a new opportunity realistically when their primary motivation is to get out of their current situation. They don’t notice the issues that the new opportunity faces, because they believe (usually falsely), that anything has got to be better than what they have now. Every company and every job has flaws, just as all human beings have flaws. Without checking out a new opportunity realistically, it’s very possible to end up in a worse situation than you left. It’s often better to ride out a temporary negative set up circumstances that you know, than to jump into negative circumstances you don’t know.

People, especially those younger in their careers, often think they are ready to move into more senior roles, or into leadership positions before they are ready, or without truly understanding what the role entails. Managing people usually looks easier and more desirable from the outside than it is in reality. Jumping into a role with greater responsibility before you’re ready can often result in a career upset. It’s often true that people that aren’t given growth opportunities in their current organizations are being passed by because people that know better than you perceive you’re not yet ready. While they certainly may be wrong be sure before you take the leap.

Most everyone has some aspects of their job that they enjoy more than others. Sometimes when they focus on the responsibilities they don’t enjoy, they envision leaving to a new job where they think they may be able do more of the things they like. While that is certainly a possibility… it’s imperative to make sure that’s the case before making the change. Every job has undesirable, but necessary aspects to it. Don’t make assumptions. Ask the right questions in the process.

How will it affect your resume? While very few employers expect candidates to be at each job for many years anymore, there are too many people that do jump jobs too often. If you’ve had 3 jobs in the past 3 years, it’s likely to do you more harm than good to make a job change again within the first 2 years. Some sense of stability is an important factor to virtually any potential employer, and a string of relatively quick job changes certainly raises red flags and doubt. Sometimes it’s best to stay in even a poor situation a while longer, in order to firm up a shaky job history.

There are many good reasons to seek a new job. More money, more responsibility, improved title, more attractive job content, better work environment, better co-workers, more fulfilling work, more opportunity for career growth, better opportunity for balance between work and family, greater sense of purpose or mission, and more, can all be valid reasons. The more reasons a particular opportunity holds, the greater chance that it will be a good career move.

While it’s not realistic to seek “lifetime” jobs anymore in today’s job market, it’s also not wise to be too mobile either. It’s difficult to achieve real growth over longer periods of time when you’re constantly starting over. Examine your reasons for considering a move. Determine if issues can be addressed where you’re at, and choose wisely!

For more information visit: www.jobmindz.com or give a missed call to 080-68180777.

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