Stuck On The Quest For Success

When you look back at your career, how do you want to describe it? If asked this question, a common answer could be “successful.” While we have covered the fact that success means something different for everyone, there are some common misconceptions that we fall victim to that can actually lead us further from this elusive definition.

In an article for Fast Company, Jillian Kramer highlights four misconceptions about success that if believed might actually lead to us being overworked, underpaid and unhappy. Since most strive for a healthy work-life balance, being aware of these common misconceptions and what you should believe instead will ultimately have a positive influence on your career.

If You’re Good At Your Job, You’ll Get Promoted

From the time we were little kids, we’ve heard that if you work hard it will pay off. While that is certainly true and you should definitely work hard, the problem is that most people would describe themselves as hard working. If you are surrounded by hard workers, how do you stand out? This is where networking comes into play.

Have you ever been passed up for a job or promotion by someone who has less experience than you, but maybe knows someone you don’t or has a better relationship with a person than you? The unfortunate truth is that this is sometimes how the work world operates. A way around this is, according to Career Coach and Founder of Strategize That, is to promote yourself. “You need to promote yourself in order to stand out amongst the sea of talent and colleagues at your firm. Being good at your job doesn’t mean you’re good at managing your career.” If you’re looking for a promotion, Scherwin says you must “put as much effort behind building relationships and focusing on the next step as you do on executing your day-to-day tasks.” Therefore, networking doesn’t stop once you get a job. You are always networking in some capacity, both within and outside of your current company. Who knows when you’ll meet someone and “open a door” to a new opportunity.

You Must Start Young

The workforce has changed exponentially over the years. The Bureau of Labor Statistics found that the average worker will hold more than 10 jobs by the time he or she turns 40, with that number only expected to increase. As a result, it is not uncommon for you to be working for years before realizing that you haven’t met (or identified) your career goals. The good news is its not too late! The saying that “age is just a number” definitely comes into play with this, as many of the most brilliant business minds did not create their company until later in life.

This is a detrimental misconception to believe in as it could lead to you always wondering “what if?” later in life. Executive Career Coach Shefali Raina put it best, “Believing in this myth leads to a self-fulfilling prophecy in which people choose not to pursue their big ideas because it’s too late now. The reality is that success comes at any age and there are many examples of success at later ages out there, from Martha Stewart to Vera Wang.”

You Must Kill Yourself (At Work) To Succeed

Yet another example of where the work-life balance comes into play. Many believe that long hours at work equals success. However, that is not always the case. In some instances, the long hours are necessary to get important projects done in a timely manner, but in others, this could show a lack of productivity in the workplace. Scherwin says, “All too often successful professionals romanticize stress because they think that’s how a full life is supposed to feel. People tolerate long cumbersome hours and last-minute requests as if its necessary, but it doesn’t have to be. Long hours and face-time don’t ensure you are doing anything constructive or delivering results.”

If the same quality and quantity of work can be done in far less time than it is currently taking you, it is time to evaluate your processes at work. As they say, “work smarter, not harder.”

You Must Play Politics

No, not the ongoing right-wing vs. left-wing debate that is all too encompassing in today’s society. Whether you realize it or not, some sort of politics has taken place throughout your professional career and even during childhood. Unfortunately, politics can play a big role in the workplace. Sometimes you may feel like you have to act in a certain way to appease people at work and play into the politics, but believe it or not, you don’t. According to Raina, “There is a misconception that in order to be successful in your career you have to play politics and that all politics is ‘dirty.’ When people believe this myth, they tend to avoid self-promotion or relationship-building because it might appear political.”

If you have found yourself in a role that pressures you to be something you aren’t or to brown nose to get on someone’s “good side” at work, it might be time to find a new role. Instead of restricting personal and career growth, healthy environments foster growth. Instead of playing into office politics, you can take time to build your brand, network and improve your skills. If done correctly, the company will see your worth.

Wrap Up

One of the problems with success is that we first have to convince ourselves that we are not successful if it is something that we truly want to achieve. If you take a 30,000-foot view of your career instead of viewing it in a microscope, you can look back and reflect on whether or not you were successful at each step of the way. In order to change our perspective, and ourselves, we must first accept who we are. Once you learn to do this, you will achieve whatever you determine success is. You can start with changing your mindset regarding the aforementioned misconceptions.

Before You Go

View Current Job Openings
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More

Job Resignation Mistakes: How Not to Walk Away

If you are anything like me, leaving your current company for a new opportunity is not as easy as most people think. Most of us have forged relationships with our co-workers and bosses, have dedicated countless hours to that company and want to see whatever we are working on through until it turns into something great.

However, sometimes there are circumstances that come up which cause many professionals to start looking for opportunity outside of their company. Promotion opportunities, financial reasons, family reasons, relocation and more usually power the ultimate decision to move on from your current company to a new one.

When the decision has been made to leave your company and accept a new position, there is one thing professionals do not want to do above all others—burn a bridge with their current employer. You never know who your current bosses or coworkers speak to on a regular basis or where their careers will take them, so they could end up being very valuable references and networking contacts in the near future.

With this in mind, there is a common question always asked to our team here at NexGoal—how do I quit?

Walking away is never an easy thing to do. We get even more questions from professionals we place in jobs all the time. How much time of a notice should I provide? Should I do it in person or through email? When should I tell the team? What happens if they offer to match my new salary offer?

The answers to all of the above questions are not easy, as they can change from situation to situation. But, we do have a few suggestions on how not to quit your job when you have decided to move on.

Do not send an email out of nowhere

In some situations, employers can see your move coming—but in others they have no clue. The last thing you want to do as a professional is to surprise them with an email out of nowhere to start or end their day. It could cause a knee jerk reaction and completely interrupt operations.

Instead, you should ask to speak to your direct report manager in person for a few moments. In this discussion, you should make them aware of the fact you are leaving the company right away. Thank them for the opportunity to work with them, and then inform them the new opportunity has come along and why it is important for you to take it.

Do NOT use this time as one to vent about all the things you have hated about working there, no matter how much you want to. This conversation is about being professional and maintaining a positive relationship with someone you have likely worked closely with for a long time. If you feel the need to vent about the negatives, save it for the exit interview with the human resources department.

Do not tell your colleagues before you tell your boss

In most places of employment, we become friends with the people we work with. That means you have conversations with them on the side about all things work and potential opportunities outside of the office.

While the majority of these conversations usually never amount to anything more than usual office banter, if the situation does arise where you are actually going to leave, you should wait until you have informed your boss before you tell your colleagues.

The last thing you want to do is become a distraction in the office, and that is exactly what will happen if you tell your colleagues before you tell your boss. Office gossip happens everywhere, and you will become the center point of it—up until the point where it gets back to your boss somehow before you have told him. This creates a potential feeling of disrespect and betrayal, and goes directly back to the point we made in the section above this one.

There is a time and place to tell your colleagues you are leaving, which you should discuss with your boss when you tell them first. They will likely want to call a meeting at the end of the day to inform everyone as a group that you have decided to move on, which will give you an opportunity to manage the “shock factor” all at one time.

Do not let your emotions come out in the notice

When you actually write the official notice with your intention to leave and exit date on it (after you have informed your boss), some professionals think of this as a time to inform human resources of the good and the bad of their tenure there. Well, I hate to be the bearer of bad news—that is not the time either.

Your notice you should be short and to the point. A good example would be, “Please accept this as my notice of resignation from Company X. The last few years have given me great opportunities and a chance to work with a great team, but I have decided to move on. My last day of work will be (insert date here).”

I know what you are thinking right now, you have likely written that long, gushing notice where you told human resources how great it was to work there, how you will miss everyone and much more. There is absolutely nothing wrong with what you have done in the past, but moving forward you should adopt a more concise method and save all of the pleasantries for when you are talking to everyone in person.

Final Word

Leaving a company is never an easy thing to do, but no matter how you feel about your current situation you should do everything in your power not to burn bridges on the way out the door. You can ensure a smooth transition and positive relationship management for the future by taking the three steps outlined above.

Will doing these things guarantee that everyone likes you and nobody is mad at you for leaving? Absolutely not, there are always going to be bosses and colleagues that feel that way. But the more professional you act as you leave, the better you look in the long run when it comes to your career.

Before You Go

View Current Job Openings
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More

Recruiter Reveals No. 1 Mistake Job Seekers Make in Salary Negotiations

How much are you worth?

Don’t act surprised by this question—it is one you have likely contemplated each day when you walk into your place of work. It is also a question you are going to have answer to your human resources department or a recruiter when you are negotiating your salary.

Surprisingly enough, most job seekers do not know the answer to this question when they are put on the spot. Despite numerous resources available at no charge on the internet, job seekers struggle when they are asked this question, and it could be costing them—both financially and reputation wise—when they are seeking a raise or looking to negotiate salary with a new company.

To find out just how common of an occurrence this is, we recently spoke to a member of the recruiting industry who asked to remain anonymous for the sake of the company and candidates he/she works with. This recruiter detailed a recent scenario that he/she says happens all the time for us below.

“Recently, I had an applicant reach out to me about a position I am hiring for. He seemed like a good fit for the company, so I asked what salary range he wanted to be in and he gave me the strangest answer,” stated the recruiter. The recruiter shared from his applicant, “That is a question that I have wondered, as I always leave it up to negotiation. But my criteria would be to live comfortably.”

The expression on the recruiter’s face was priceless when he shared this story with me. He had given the applicant an opportunity to say exactly how much he wanted to earn, instead the applicant gave him nothing to go back to the client with. Frustrated, the recruiter said, “This is something you should write about in your next blog post.”

So, here we are.

When it comes to negotiating salary, it seems job seekers are caught in the “great in between.” On one side of things, they want to make it worth their while if they are leaving a company, but on the other side they do not want to come off as asking for too much and not have a chance to interview and prove to the recruiter/hiring manager their worth.

This presents a problem for job seekers and hiring managers, which is why I have put together three recommendations when it comes to salary negotiations for job seekers this week.

Always know your worth

This seems like it would be common knowledge, but as detailed above most job seekers are not coming to the table with an understanding of how much to ask for. To help out, you need to determine what situation you are in.

This comic perfectly depicts the internal struggle that comes with salary negotiations.

If you are a current employee at a company looking to ask for a raise after a great year and standout performance, most in the industry suggest that companies budget five percent to give their employees as a raise, but actually give them two to three percent unless they ask for more. My suggestion? Do not go too crazy and ask for a 20 percent bump, but asking for 7.5 to 10 percent does not seem unreasonable—especially if your efforts directly correlated to large revenue gains.

On the other side, if you are considering leaving a current job for a new one you need to do a little bit more work. Research the national averages for your industry and then compare them to the region you are working in. If you have to move, factor in moving costs and expenses into your decision as well.

Before you come up with a number, it is also suggested you look at the entire package being offered. If your previous employer offered a 401k and your new employer does not, that needs to be factored in, as well as relocation, profit sharing or any other benefits you were receiving or were not receiving.

Support the sale

An article from the television show “Shark Tank” a few years back broke this down the best way possible. Barbara Corcoran (one of the Sharks) said, “You’ve got to remember that asking for a raise is a sales job. It’s not about if you deserve the raise, really. It’s how well-prepared you are, how you list your responsibilities. You should even have a category called ‘above and beyond’ on responsibilities and make sure the boss knows every little thing you’re doing above and beyond. You know what, you’ve got to sell! It’s about selling.”

While this is specifically geared to those asking for a raise, it has merit toward someone discussing salary with a recruiter or hiring manager. When discussing your asking salary, support it with facts. Show them the criteria you meet for the position they are hiring for, then tell them about how you plan on elevating their company to the next level. Sell yourself!

Be confident in your ask

Going back to the recruiting example above, the inability of the applicant to convey his ask to the recruiter can be interpreted in quite a few ways, one of them being a lack of confidence. If you as an applicant are not confident enough to say “this is how much I want and why I deserve it” when you are asked that question by a hiring manager or recruiter, how are you going to respond in their work setting? What happens when a client asks you to justify the price you are asking for whatever it is you are selling?

These questions and more are going to go through the head of the person who is tasked with recommending you for a job in their company when you are not confident enough to ask for a specific number in your salary discussions. Step up to the plate and be confident.

Final Word

When it comes to salary discussions, many job seekers seem to think providing a number is frowned upon by employers and potential employers. However, that could not be further from the truth.

Knowing your worth, selling yourself properly and having confidence in your salary negotiations approach all go a long way in getting what you feel you deserve. So take the advice above from those in the industry, and prepare yourself to the best of your abilities for your next salary negotiation.

Before You Go

View Current Job Openings
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More

Job Board vs Recruiter: How Should You Search for Your Next Job?

Searching for a job in 2017 can be exhausting. Between new job websites popping up left and right to your email inbox being bombarded with daily career advice articles, how is a job seeker supposed to separate the good from the bad when it comes to their job search?

Indeed, Monster, Beyond, Zip Recruiter, CareerBuilder and many more job boards provide job seekers the opportunity to search for thousands of jobs around the globe. With the click of a button and the upload of a resume and cover letter, job seekers can quickly apply for job after job with ease.

Furthermore, many of these boards offer robust career advice sections with tips and best practices for the top questions many job seekers ask themselves when preparing for their job search. Put simply, these boards are often a “one stop shop” for millions of job seekers to find their next career.

Despite the raving reviews and benefits you can read about these boards all over the web and on social media, why is it that recruiting companies like ours not only exist, but have the ability to thrive in this market?

It all comes down to what you as a job seeker are looking for in your job seeking journey.

If you are looking for a more dedicated, personalized experience—applying on a job board and waiting to have someone sift through hundreds of online applications may not be for you. Working with a recruiter offers quite a few benefits many job seekers may need when it comes to their job search. Let’s take a look at a few of them.

Transparency

One of the most common complaints from job seekers is transparency—or lack thereof—when it comes to applying for jobs on a job board.

This is not a knock on job boards, because they ultimately do not control the process of the company who is advertising and accepting applications for jobs on their board. Working with job boards quite frequently, their role in the job seeking process is to provide a place for companies to advertise their jobs to job seekers—leaving the evaluating of resumes and contacting of job candidates part of the process up to the company.

When it comes to working with a recruiter, the process is much different.

In most cases, the recruiter has found your resume on LinkedIn or on one of these job boards through their resume search features. This means from step one in the process, the recruiter is actively gauging your interest in a job with the company they are representing.

If you have interest in the position, the recruiter will likely outline the steps and be in constant contact with you throughout the process. They will provide you feedback on your resume, let you know what steps to take in the application, will schedule your interview with the company and also give you feedback based on what they hear from the person who interviews you. If you move on to the next round of interviews, the recruiter will let you know—if not, they will also let you know. If you receive an offer of employment from the company, they will have done the research to let you know if it is fair and to provide you with advice on the next steps.

Any way you slice the process, as a job seeker you will know exactly where you stand when it comes to the job you are in the running for with a recruiter.

Higher Level Job Options

Head over to your favorite job board right now and tell me what one of the first companies that comes up in your job search is. More than likely it is an Uber or Avon job advertisement.

Again, this is not to knock job boards or these companies—they are just doing their jobs. However, a flooded job search results page of opportunities like this does not always benefit you as a job seeker.

Recruiting companies very rarely work on job opportunities like these. Instead, they focus on positions with growth potential, mid-level positions for entry level workers to take their next step to or senior level positions. The reason is simple—companies want the best of the best when it comes to hiring these positions.

This is why companies—like the ones you see here on our website—come to recruiting companies. They do not want just anyone to fill their open job, they want the perfect candidate who fits all of their needs and checks off all the boxes if they are making a long-term investment in their company’s future.

Future Job Opportunities

What happens after you apply for a job on a job board and they give it to someone else? Nine times out of 10 the answer is absolutely nothing. If you are lucky to receive an email saying it was filled at all, that is usually the end of your communication with that company.

When it comes to a recruiter, they do not forget about good candidates. Whether you were hired by the company or not, the best recruiters out there will keep you in their pipeline for the future. And you better believe if they have a client looking for a great candidate with your experience, you will get that call or email asking if you are interested.

Final Word

These are just a few of the differences when it comes to searching for your next career on a Job Board or with a Recruiter. When it comes down to it, neither option is a bad one. Job seekers should utilize both avenues when it comes to finding that great next fit for your professional life.

Also, do not get caught up in the whole “headhunting” reference when it comes to recruiters. Sure, this is coming from a guy who works for a recruiting company—but as someone who has been involved in both sides of the job seeking process and interacted with both job boards and recruiters, at the end of the day most good recruiters are trying to find the right fit for your future, not just trying to pad their wallet.

Before You Go

View Current Job Openings
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More

NFL Draft Lessons to Remember in Your Job Search

Silly season is in full gear for NFL fans, as the 2017 NFL Draft is just around the corner. Fans around the globe are currently studying up on their favorite draft prospects, and getting in massive arguments on social media in regard to the ones they do not like.

For the collegiate athletes about to take the first step toward their dream of playing in the NFL, this time of year is a much different experience.

With the visibility level of the NFL Draft being at an all-time high, the poking and prodding into every aspect of a draft prospect’s life is also at an all-time high. Many athletes are dealing with higher levels of scrutiny than they could have ever imagined, and how they respond to it is being monitored by their future employers.

Take Ohio State Buckeyes Safety Malik Hooker, for example.

Yesterday, Louis Riddick from ESPN put out a tweet that caught Hooker’s attention. He stated, “J. Adams could do everything M. Hooker can do IF asked to play that role. The same could not be said the other way around. #context.”

Riddick was referencing another safety prospect in the NFL Draft, Jamal Adams from LSU, and how he can do everything Hooker can do and more. Hooker, not pleased by the tweet, simply retweeted it with a response of “Oh Okay” with two crying emojis after it.

Was Hooker’s response good or bad? Honestly, it will all come down to how his future employers in the NFL Draft see it. More than likely, they will tell him the same thing one of his fellow draft-mates, Budda Baker, was alluding to—do not respond to “haters.”

Regardless of how the NFL views Hooker’s response, there is a lesson job seekers can learn from the NFL Draft. Arguably, every little thing an athlete does leading up to the draft could end up costing them millions of dollars—just like any negative action a job seeker performs in the process could cost them a chance at the job of their dreams with the company of their dreams.

Last year after the 2016 NFL Draft, we talked about how social media in particular could cost them in the long run. It was on the heels of a picture of top offensive line prospect Laremy Tunsil smoking marijuana out of a gas mask caused him to lose $7 million dollars by falling from No. 6 to No. 13 in the draft.

In that article, we focused on three items (making your social account private, thinking before you hit submit and deleting any questionable posts) for job seekers last year. This year, we are going to take a slightly different approach. After speaking to a few NFL players about their NFL Draft Experience over on the VIKTRE Career Network, there were two things that really stood out from their process that job seekers should pay attention to.

No. 1: Answer every question truthfully

One of the things that always stands out in the interviewing process is the number of questions a job seeker will be asked. From serious questions to the most random, off-the-wall questions, hiring managers (at the NFL level or business level) seem to think up anything to make a job seeker sweat.

At times, however, a job seeker may seem backed into a corner by a question and try to talk their way through it without actually knowing the answer. This can work if you arrive at the answer quickly, however, most of the time a hiring manager can tell when you are trying to “B.S.” them, and it will not grade out positively in your favor.

One athlete we interviewed recently told us that anyone being interviewed should just, “Answer every question truthfully” and not try to lie or pretend they know. He continued, “Honestly, I think admitting you do not know but would be willing to work to find out and learn really showed something.” This player was eventually drafted in the third round of the NFL Draft and played in the league for nine seasons, so he may know a thing or two.

No. 2: Never stop working

When talking to former NFL All-Pro Kicker, Nick Lowery, he offered up some excellent advice for job seekers. “After going undrafted, I was cut by team after team looking for a chance to be a starting kicker in the league. But I never stopped working.”

Lowery went from being undrafted to one of the best kickers in NFL history. He kept learning and working both on and off the field, and carved out an excellent career playing and an even more impressive one off the field when it was all said and done.

When job seekers finally get hired, some seem to think just showing up and doing their job is enough to carve out a long career. But like in football, there is always someone who is waiting in the wings trying to prove themselves worthy of a promotion—so you need to keep working and learning to make yourself more valuable to both your company and any other company you may look to work for in the future.

Final Word

Many people do not pay attention to the NFL Draft or sports in general because of the millions of dollars they make playing a “kid’s game.” However, there are many lessons job seekers can take away from reading the stories of players and how they make it to the game and how they make it to the top of the sport.

The two pieces of advice given in this article are just a start for job seekers, so stay tuned to NexGoal as we come out with another NFL Draft related article here in the days leading up to the draft!

Before You Go

View Current Job Openings
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More