Inviting Friends Cool Little Feature

Inviting Friends â€" Cool Little Feature Previously when you invited a friend to JibberJobber they would go and login to an empty database! Now there is a preference that you control that allows you to send your contact information, which they will see as soon as they login. Heres how it works: 1. You invite a friend. This can be through QuickConnect, csv Import (or vCard) (make sure to check the box that says Invite, or just put the URL in your e-mail signature (more on that below). 2. When they create their account and login, theyll see a message on the front page similar to the image above and to the right, where they can accept the profile or delete it. 3. If they accept it then they can go to the Network List Panel and theyll see your contact information! This is a great way to stay in touch with these people! Note that your data is still private, they only see your profile because you chose to share it, but they wont see the rest of your network, and you wont see their network of course you could choose to share that with them at any time (or they could share with you) but this is your network, it is private stuff! Ok, regarding the e-mail signature, heres how you get it set up. This is a great way for recruiters to build their personal brand and develop a richer relationship with candidates (its what recruiters call the rest of us whether we are looking (active candidates) or not looking (passive candidates). Whether you are a recruiter or not I invite you to do this as it is a great way to automatically share JibberJobber and your contact information with others. 1. Login to your account. 2. Go to the Link To Us page (there is a link on every page in JibberJobber). 3. Youll see the URL in any of those boxes. Notice the part /?r=[lotsOfWeirdLetters (see red circle below)] that is what you put in your signature. 4. You can put that in your signature with html, and mask those characters either in a link or in an image Ill have another post on that later but its really easy. (hint: the result would look like this (which would go to this page: www.JibberJobber.com/?r=(stuffFromLinkToUs): Get JibberJobber]Thats it! When someone clicks on it they will see your profile info when they login (as explained above). Note that this is a preference, right now it is defaulted to YES, SEND YOUR INFO. If you want to change it, just go to My Account, Preferences, and uncheck the box. Inviting Friends â€" Cool Little Feature Previously when you invited a friend to JibberJobber they would go and login to an empty database! Now there is a preference that you control that allows you to send your contact information, which they will see as soon as they login. Heres how it works: 1. You invite a friend. This can be through QuickConnect, csv Import (or vCard) (make sure to check the box that says Invite, or just put the URL in your e-mail signature (more on that below). 2. When they create their account and login, theyll see a message on the front page similar to the image above and to the right, where they can accept the profile or delete it. 3. If they accept it then they can go to the Network List Panel and theyll see your contact information! This is a great way to stay in touch with these people! Note that your data is still private, they only see your profile because you chose to share it, but they wont see the rest of your network, and you wont see their network of course you could choose to share that with them at any time (or they could share with you) but this is your network, it is private stuff! Ok, regarding the e-mail signature, heres how you get it set up. This is a great way for recruiters to build their personal brand and develop a richer relationship with candidates (its what recruiters call the rest of us whether we are looking (active candidates) or not looking (passive candidates). Whether you are a recruiter or not I invite you to do this as it is a great way to automatically share JibberJobber and your contact information with others. 1. Login to your account. 2. Go to the Link To Us page (there is a link on every page in JibberJobber). 3. Youll see the URL in any of those boxes. Notice the part /?r=[lotsOfWeirdLetters (see red circle below)] that is what you put in your signature. 4. You can put that in your signature with html, and mask those characters either in a link or in an image Ill have another post on that later but its really easy. (hint: the result would look like this (which would go to this page: www.JibberJobber.com/?r=(stuffFromLinkToUs): Get JibberJobber]Thats it! When someone clicks on it they will see your profile info when they login (as explained above). Note that this is a preference, right now it is defaulted to YES, SEND YOUR INFO. If you want to change it, just go to My Account, Preferences, and uncheck the box.

Sustaining Innovation vs. Disruptive Innovation

Sustaining Innovation vs. Disruptive Innovation Being a successful business leader means having a clear understanding of what drives a company forward.   It means having a firm grasp on the knowledge of how todays decisions affect tomorrows bottom line.   One of the more elegant elements of business acumen is how to use innovation as a key feeder of company growth.   But innovation isnt just about your own company and its bottom line.   Its your contribution to improving life in general. According to entrepreneur Faisal Hoque at Fast Company,  â€œInnovation is widely regarded as the single most important ingredient in today’s economy  .”    Innovation not only impacts global economies and business models, but the quality of life of people. Clearly, innovation has changed the way people live, work and do business.   Businesses can focus on two types of innovation: sustaining innovation and disruptive innovation. Sustaining Innovation Defined A sustaining innovation improves existing products. It does not create new markets or value markets, but develops existing ones with better value, allowing companies to compete against each other’s sustaining improvements. Scholar and innovation expert Clayton Christensen explains it this way. A sustaining innovation targets demanding, high-end customers with better performance than what was previously available. Some sustaining innovations are the incremental year-by-year improvements that all good companies grind out. Other sustaining innovations are breakthrough, leapfrog-beyond-the-competition products. It doesn’t matter how technologically difficult the innovation is, however: The established competitors almost always win the battles of sustaining technology. Because this strategy entails making a better product that they can sell for higher profit margins to their best customers, the established competitors have powerful motivations to fight sustaining battles. And they have the resources to win. An example of sustaining innovation is Pfizer, the world’s biggest pharmaceutical company by revenues. Hoque notes the company’s ongoing success with blockbuster medicines and vaccines with household names, such as Zithromax, Lipitor and Viagra. The company was founded in 1849 as a manufacturer of fine chemicals.   A year later, it discovered Terramycin (oxytetracylcine), launching the company’s successful and ongoing expansion into a research-based pharmaceutical company. It augmented its research by building its brands, pipeline and profile through major acquisitions. Disruptive Innovation Defined A disruptive innovation helps create a new market and value network. The innovation eventually disrupts an existing market and value network. An important note is that while the concept of disruptive technology is widely used, “disruptive innovation” is a more useful concept because few technologies are intrinsically disruptive. It is the business model and not the technology that enables and creates the disruptive effect. A key to disruptive innovation is that, opposed to sustaining innovation, it does not take place with established competitors, as Christensen explains in Harvard Business Review. “Disruption” describes a process whereby a smaller company with fewer resources is able to successfully challenge established incumbent businesses. Specifically, as incumbents focus on improving their products and services for their most demanding (and usually most profitable) customers, they exceed the needs of some segments and ignore the needs of others. Entrants that prove disruptive begin by successfully targeting those overlooked segments, gaining a foothold by delivering more-suitable functionalityâ€"frequently at a lower price. Incumbents, chasing higher profitability in more-demanding segments, tend not to respond vigorously. Entrants then move upmarket, delivering the performance that incumbents’ mainstream customers require, while preserving the advantages that drove their early success. When mainstream customers start adopting the entrants’ offerings in volume, disruption has occurred. An example of disruptive innovation is how when Apple introduced the iPod, the company brought together a strong technology with a groundbreaking business model. Customers flocked to Apple, and the company had record-breaking profits with its hardware, software and service. But the real innovation was making downloading digital music easy. The business model paired integrated hardware, software and service with low-profit iTunes music and the high-profit iPod. There are different types of disruptive innovations, according to Christensen. Low-end disruptions Low-end disruptions involve a new operating and/or financial approach with some combination of lower gross profit margins and higher asset utilization. Attractive returns are possible at the discounted prices needed to win business at the low end of the market. Instead of creating new markets, companies use low-cost business models that pick off the least attractive customers of established companies. Examples include how Korean automakers entered the European and North American markets or how Amazon disrupted traditional bookstores early on. New-market disruptions New-Market disruptions involve products that are much more affordable to own and simpler to use.   They allow a new population to own and use the product. New markets were created with the smartwatch, which instead of focusing on the Swiss watch industry, targeted the 60 percent of 18- to 34-year-olds who get the time from their phones. The personal computer also tapped into a non-existent market before receiving sales from higher-end professional computers. Hybrid disruptions Hybrid disruptions involve both new-market and low-end approaches. Southwest Airlines and Virgin America reflected this by targeting people who weren’t flying as well as customers who were at the low end of major airlines’ value network. Sustaining Innovation vs. Disruptive Innovation Choosing between sustaining innovation and disruptive innovation is not simple. There are practical problems with neglecting either form of innovation. Incumbent businesses often neglect disrupters because the process can take time. Netflix launched in 1997 and its service wasn’t appealing to most of Blockbuster’s customers, who rented movies on impulse. But when Netflix went from movie deliveries through the mail to streaming services over the internet, it was then targeting Blockbuster’s core market. Blockbuster failed to respond appropriately because the initial threat didn’t appear too disruptive; the two companies were serving different audiences. A disruptive business model can generate attractive profits, but organizations shouldn’t neglect sustaining innovation in favor of disruption. Sustaining innovation can help a new business grow through better technologies and products.   It can help an established business “build a better mousetrap.”    But once the viability of the superior product is established, businesses will need to turn to disruption for “new” growth (in other areas of business). What wins in sustaining innovation vs. disruptive innovation? According to Deloitte, businesses should pursue both forms of innovation. The “innovator’s dilemma” is the tough choice any company faces when it has to choose between holding onto an existing market by doing the same, yet slightly better (sustaining innovation), or capturing new markets by embracing new technologies and adopting new business models (disruptive innovation). In order to achieve cutting-edge innovation within a company while creating a long-lasting business advantage, the latter should aspire to achieve both revolution and evolution. In other words, disruptive innovation and sustaining innovation do not necessarily need to be alternative to one another, but rather complementary measures. Advancing Your Business Knowledge Clearly, theres more to being a good leader than just having a title that matches your corner office suite.   Its about having obtained a breadth and depth of knowledge that allows you to synthesize information and make decisions, along with your team, that propels profits, produces new products, and improves the quality of life for your customers. Youll need to continually enhance your knowledge, and one way to do that is with advanced education programs.   Thankfully, that can be done online in todays world.   For example,  Campbellsville University offers an online bachelors in business administration and an online MBA that prepare you for leadership positions. Both programs give you the ability to specialize in a particular area to help you achieve your career goals. These fully online programs allow you to earn your degree on a flexible schedule that works for your busy life. Whats the best way to move towards being tomorrows innovation leader?   By preparation today! *The original version of this article was published  August 25, 2017.   You can read it in  Business

How Can Recruiters Increase Their Interview to Hire Ratio

How Can Recruiters Increase Their Interview to Hire Ratio Wouldnt it be great if you could just hire the best candidate without having spend days and hours interviewing lots of prospective employee? So when should you decide who would be up for the job at application stage or during the interview? A lot of time and money is spent on interviewing and if none of them are suitable then you have to start the process all over again. Luckily our expert panel are at hand to ensure that doesnt happen. Here are their best tips. Leela Srinivasan In diagnosing opportunities to improve your interview to hire ratio, draw inspiration from your Sales and Marketing counterparts. We tend to look at conversion rates between each stage of the funnel to see where the most drop-off is occurring and why; you can do the same with your recruiting funnel. Look at the people being screened out at each stage of the funnel are there any commonalities? Do you need to tighten up requirements earlier in the process? We just published new benchmarks to help small and midsize companies understand what recruiting conversion rates are typical. Leela Srinivasan, Chief Marketing Officer at Lever. Erin Wilson Recruiters can increase their turn rates by learning more about the business, product, and teams they are working with, every day. Hiring is viewed as this static transaction. This couldn’t be further from the truth. Hiring is a dynamic alignment exercise. More like, changing the tires of a car while it’s driving. If recruiters begin understanding how specific roles function as part of an organization given the particular stage and size of a company, they can factor that into their candidate advocacy and improve throughput. Erin Wilson  is Founder and Talent Engineer at Hirepool.io Amy Volas Stop the spam for starters.   I realize we all want to save time and working from templates that aren’t personalized make our lives easier, but is absolutely the wrong way to go about recruiting.   Cut that out and you’ll see a remarkable difference. Amy Volas is  Chieftain of Avenue Talent Partners. Lars Schmidt This is an area where authentic employer branding can really help. Its not about more candidates, its about the right candidates. Dont be afraid to be radically transparent, warts and all. Turning off some candidates who can clearly see they dont align with your culture, values, work style is a good thing. It enhances recruiting efficiency and ensures youll have more pre-qualified candidates in your interview pool resulting in better ratios. Lars Schmidt  is the Founder of Amplify. Chad MacRae Adopt a strong sourcing strategy that heavily involves the hiring manager. If the hiring manager is invested with you, they’ll be invested in the hire. Understand right from the get-go what the hiring manager is looking for. Submit candidates to them within 48 hours, to confirm you’re on track. Make the manager share the post, and get involved in the actual sourcing. Ask them who they know, encourage them to work their network for referral. Get them invested. Chad MacRae is the Founder of Recruiting Social. Stacy Zapar The key to having more candidates make it through the interview funnel is a great kickoff / intake meeting. Knowing exactly what the hiring manager wants and needs is essential. (Even if the hiring manager isnt exactly sure what that is, its our job to get to the bottom of it.) We cant find the right person if were looking in the wrong place or asking the wrong questions. Push back, dig deeper, be a strategic partner, not just a glorified order taker. Oh, and preclose your candidates at every step of the process, not just after the interview when its time to prepare the offer. Have this conversation throughout the entire process to ensure that more of your offers get accepted. ? Stacy  Zapar is the Founder of Tenfold The Talent Agency. John Feldmann Recruiters can increase this ratio by ensuring underqualified candidates are eliminated prior to the interview. This can be done by spending more time optimizing job ads. Often, due to a recruiter’s busy schedule, he or she may feel pressured to post job descriptions ASAP in order to jump-start the recruiting process. However, a well-thought-out job ad (different from an HR-generated legal job description) that clearly outlines what is expected of the candidate, as well as the benefits of working at the company, will eliminate a number of unqualified candidates prior to the interview, thus saving the recruiter time in the long run. John Feldmann  is a writer for Insperity Recruiting Services. Maren Hogan I think we lose a lot of candidates when we lose our ability to engage with them. This is why I stay in touch with candidates throughout the entire process and notify them if they can expect to hear from me again or not. This not only helps weed out the less engaged candidates, but improves your employer brand. Even if you’re the best employer ever, you can mess up your chance at looking good to candidates. This will in turn spoil their perception of your company when your outreach with them during the recruitment process is lacklustre. Maren Hogan is CEO and Founder of Red Branch Media. Craig Fisher Recruiters can increase their interview to hire ratio by removing fear from the equation.   Most recruiters are afraid to ruffle feathers and ask tough questions of their hiring managers.   The reality is hiring managers are usually not good at two things: managing, and hiring.   They are in their current role because they were good at their former role.   They are not usually taught anything helpful about interviewing and hiring.   They need guidance.   They need to be asked tough questions about their projects and teams. Craig Fisher is  Head of Employer Brand, CA Technologies, and Allegis Global Solutions. Will Staney There are several things that recruiters can do to increase their hire ratio. The first, taking a look at their recruiting funnel and make sure that the process is streamlined and efficient. This means, making sure your employer brand is on point, even if it means partnering with HR to help fix what needs to be fixed. It means understanding which sources of hire are the most effective, creating an excellent candidate experience, not waiting two weeks to let a candidate know about an interview or job offer, and creating insights behind what makes the perfect hire. Then, measuring these efforts to continually refine and improve as the business, technology, and hiring market fluctuates. Will  Staney is the  Founder Principal Consultant at Proactive Talent Strategies.

Tired and Hungry 5 Delicious Dinner Recipes You Can Make Tonight!

Tired and Hungry 5 Delicious Dinner Recipes You Can Make Tonight! What’s for dinner? Dinner time. After a long day at work, your brain is tired and your stomach is growling. You need something fast, tasty, and easy for dinner. These 5 go-to recipes get a great dinner on the table in no time! All use just a few basic ingredients, take very little time or effort, and scale easily from 1 person to 6 or more. Dried herbs and store-bought sauces and juices work just fine. Weeknight dinners can be delicious and easy! Poached Salmon Place a salmon filet in a saucepan with ½ cup of broth plus 2 T pesto sauce. Cover and cook for 5 minutes, or until a bit of white shows on the fish. Switch it up by using your favorite sauce from a jar: hoisin sauce and pad thai sauce make an Asian-style dinner. Or use 1/4c orange juice and 2t Dijon mustard for a French flair! Pork Stir Fry Saute thinly sliced pork, onion, and Chinese vegetables like bamboo shoots, bean sprouts or water chestnuts with garlic, ginger and 3T soy sauce. Put the onions in first, and add the pork after the onions soften (5-7 minutes). When the pork is browned (3-4 minutes), add the rest and cook till done, about 5 more minutes. Switch it up by changing the pork to chicken, beef, shrimp or tofu, and varying the vegetables. Much better than a take-out dinner! Easy Lemon Chicken Pound a chicken breast until it is thin (this is also a great way to relieve stress before dinner!). Brown in 1T olive oil till cooked through, about 3 mins per side. Remove the chicken from the pan, turn off the heat, and immediately pour in ¼ cup lemon juice â€" it makes a very satisfying sizzle! Scrape up the good crunchy bits from the bottom of the pan, then pour the hot juice over the chicken as sauce. Sprinkle on some dill or thyme, or other seasoning to taste. Switch it up by using apple, lime or orange juice or white wine instead of lemon juice. Chicken Fajitas Thinly slice a chicken breast, onion and green, red or yellow peppers (or a mix). Saute the onion first in a bit of olive oil till softened. Then add the chicken and, once it’s browned, the peppers. After 3 minutes, add 3T lime juice and cook till heated through. Wrap in tortillas and you have a fast fajita dinner! Switch it up by using pork, beef, or shrimp, or adding refried beans and a bit of salsa, guacamole or sour cream. Scrambled Eggs Working women have known for years that breakfast can also be dinner. Scramble your eggs the way you like them, adding smoked salmon or other meat, for one of the fastest dinners around! Switch it up by adding cheese, chopped vegetables, or anything else you like in your eggs. Or make an omelet instead. Breakfast for dinner! On the side Looking for a side dish to round out your dinner? Try rice cooked in broth instead of water, with some peas and mushrooms tossed in just before it’s finished. Or thinly slice a few potatoes, toss with olive oil, salt, and paprika or garlic, and bake on a cookie sheet at 425F (220C) for 15 minutes. Or chop up peppers, carrots, cucumber and tomatoes and toss with lemon juice and herbs for a quick, light salad. Throw in some chopped apple or nuts for a bit of crunch. Even on those crazy days, there’s no need for expensive or unhealthy dinners. These go-to recipes will soon be part of your delicious, nutritious dinner routine too!

What is the Real Budget for Your Job Search - Career Pivot

What is the Real Budget for Your Job Search - Career Pivot Real Budget You need to establish a budget for your job search. The budget will include time, energy, money, and emotion. In Jim Camp’s book, Start with NO…The Negotiating Tools that the Pros Don’t Want You to Know, he writes: As with pain, “budget” in my system is almost a technical term. It is much more than your normal budget, much more than an itemization of projected costs because the real price to be paid in the negotiation goes way beyond dollars and cents. Budget in the Camp System breaks down into three budgets that help us account for and control this real price in time-and-energy, money, and emotional investment. (I unite time and energy because it’s hard to spend one without spending the other as well.) The overall budget is a comprehensive, powerful tool, another means by which we can retain control in the negotiation by making certain that our investments are working for us, not against us. Only the money budget is numerical. The other two employ a different kind of assessment, but one that we can keep up with quite accurately. My rough-and-ready formula for calculating the overall budget for a negotiation gives “time” a value of x, “energy” 2x, “money” 3x, and “emotion” 4x. Obviously, these are not empirically based numbers. They’re a way to drive home the point of relative importance. If you are spending only time and energy in a negotiation, you have a budget of 1x × 2x, for a total budget of 2x. If you start throwing real money around, your budget is 2x × 3x, or 6x. The real budget has tripled over the budget for time-and-energy alone. What happens if your emotions enter the negotiation and the equation in a powerful way? Multiply that 6x by 4x. You’re up to 24x, a large relative number that serves mainly to demonstrate how important the budget for emotion is, how dangerous emotional investment is. Budget Formula The formula for calculating your job search budget is: Budget = 1 x Time + 2 x Energy + 3 x Money + 4 x Emotion Notice that time is the smallest piece of the budget and emotion is the largest. Most of us would instinctively say it was the opposite. Time Time is a crucial piece of any job search budget. I currently have two clients who are swamped at work. Even though they are miserable in their jobs, they have not carved out time to make their job search a priority. When you are unemployed, time is available. When you are employed, you need to create time to dedicate to finding your next job. You need to create a budget where you dedicate a few hours per week to your job search. The days of working for the same company for many years are over. It helps to look at yourself as an independent contractor where you are always looking for that next job. You absolutely need to budget time for this effort. Listen to the most recent episode Energy If you feel low, tired, or sapped, you will not make a good impression when you meet someone in networking or an interview. Managing your energy is critical. This might mean being picky in the networking events you choose to attend or meeting people during the time of day when you are at your best. I am a morning person. I attend a breakfast meeting every Wednesday morning at 7 AM. This is not for everyone. What is the best time of day for you to meet people? Are you exercising? I recently had a client climb stairs before hopping on a phone interview. He felt tired, but getting some mildly aerobic exercise before the interview perked him up. This contributed to him getting to the next round of interviews. Money Ah money…yes, you will need to add money to your budget. Here is a list of things you might consider when adding to your budget: Personal website â€" I will be doing a blog post next month on a new website branded.me Resume and LinkedIn profile assistance â€" You may want to get one or both spiffed up Career Coach â€" You might want to spend time with someone like myself to help you Lunch, coffee, or networking â€" Allocate a certain weekly amount to spend on these Transportation â€" This might be gas or airfare. Emotions How much are you willing to invest emotionally in your job search? We all know the emotional letdown when we are: Not selected to get an interview Passed over in the next round of interviews Declined a job offer Each time you pursue a company or position, there is a high probability you will not be selected. Remember: this is like dating and marriage; you will date a lot of people before you decide to get married. Just like in dating, it is emotionally draining when we are rejected. Camp says: The thrill of victory! The agony of defeat! I’ll bet you recognize those words almost immediately because they have become clichés in our culture, thanks to ABC’s Wide World of Sports. I still remember the ski jumper whose goggles fly off as he crashes over the side of the ski jump and the American hockey team celebrating their unbelievable victory over the Soviet squad, back in 1980 when the United States and the USSR were bitter adversaries. And when it comes to my son’s college football games, I know all about thrill and agony. For sports fans, these extreme emotions are fine. They’re mandatory for the fun. For negotiators, they’re dangerous. Do not underestimate the need to manage your emotional budget. Hiring Manager’s Budget Everything I have written about in this post also applies to the hiring manager. They have a budget: How much time are they willing to put into the hiring process? Are they in a hurry, or can they wait? How much energy are they expending to make the hire happen? How much money are they willing to spend? Are they willing to fly you out for an interview? How emotionally involved are they with you? When a candidate turns down an offer, it is emotionally draining for the hiring team, as well. You need to createâ€"and controlâ€"your budget. You need to know their budget. If you do both successes will follow. Have you created a budget for your job search? This is the 8th post in the Negotiator Job Search series. The rest of the series can be found here. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

How to handle stress interviews - Margaret Buj - Interview Coach

How to handle stress interviews Stress interviews are rightly called unethical as well as immoral. It is, however, required to interview in such a way for a lot of jobs. If the nature of the job requires the employee to be active in handling pressure along with tackling the difficult people tactfully, then a stress interview is the best option to assess the candidate’s competency for the position. The employer usually uses the strategies of asking questions that are confusing, while interrupting or talking over the candidate. The employer also intimidates the candidate by making them feel uncomfortable or even passing negative or insulting personal comments. If you find yourself in such a kind of interview, then you can prove your worth by doing the following things. Prepare The first and foremost step is to be fully prepared for the questions that would be asked, which can  be related to the field you are applying for and the company where you are being interviewed. You need to be persuasive enough to convince the interviewers of your relevancy to the job posting by displaying your achievements and skills with decent examples. Detach the emotions If you want to be in a win-win situation, then you need to stay calm and collected by thinking of the questions as a game, and answering by restraining yourself from losing your temper. Negative body language Sometimes, the interview confuses the candidate by not maintaining an eye contact or shuffling while sitting. As a consequence, most of the times, the candidates become defensive and mess up their own body language. Make sure to take it slow and take a deep breath while you are being scrutinized, in order to appear calm and at peace. Buy yourself some time Most of the interviewers in such a situation try to deliberately confuse the candidate by forcing them to give a quick answer. In such a scenario, make sure that you take enough time in answering the interviewer after repeating the question to understand it better. Distract yourself The pressure can also be reduced if the interviewee moves from the seat where they are being interviewed. For this, you may have to think of some excuses that would enable you to move around. You can pretend to use the flip chart or even walk around while coming up with an answer. Become assertive If at any point of the interview, you feel uncomfortable due to the questions or any other personal comments; you can show your assertive side of the personality by leaving the interview room. You have all the right to bring the interview to a close if it is not working out for you. Take a decision This kind of interview is best suited to give you a reality check on what it would be like to work for a particular manager or the team that you are being interviewed at. You have the power to decide whether you would take up the job there or not. Make sure to remember that it may get worse with time once you have said yes to the offer because it doesn’t happen this way. Author Bio: Ashley Albert is the author of this guest post. Her articles are frequently published on essay writing company, where she gives his valuable advice on career advancement. People are inspired by her due to her expertise in the field of HR.

Cross-Generational Offices Is Gen Y Narcissistic -

Cross-Generational Offices Is Gen Y Narcissistic - As regular readers may know, Ive been reading Tamara Ericksons book, Retire Retirement:   Career Strategies for the Boomer Generation, which is scheduled for release on March 10th.   One of the most fascinating aspects of the book is Ericksons description of how each generations influences (society and culture, formative teen years, etc.) impact who they are as people, and consequently, how they tend to interact in the workplace.   (Stay tuned for a complete review.) So, today, when I saw Ericksons article, Gen Y:   Really All That Narcissistic? in BusinessWeek.com, one message really resonated:   In the workplace, its valuable to consider  our colleagues backgrounds and upbringing in order to interact successfully.   Unlike in life, where we can choose our friends, we dont always have a  choice about  co-workers.  Ã‚   Cross-generational workplaces are the norm in most cases, and  (per Ericksons research) will continue to be the norm as Boomers continue to  participate in the paid working world long after the traditional retirement age.   So, what should we know about Gen Y? Erickson describes research that tags Gen Y as 30 percent more narcissistic in 2006 than was the average student in 1982.   Dr. Jean Twenge, professor of psychology at the University of San Diego,  came to this conclusion  by analyzing data from an inventory that asks participants to rate themselves based on statements such as I think I am a special person. Having been raised by parents who have been telling them how special they are for their entire lives, it would seem odd for Gen Y respondents NOT to agree that they are special!   I would suggest that a parent might worry if their young person rates themselves low on the special scale.   Erickson points out that this is a shift in our perceptions.   She observes,  In 1982, saying that you were a special person would have been a fairly odd thing to do.   So, Gen Y members were raised to believe they are special.   They also have a propensity for praise, having grown accustomed to regular positive feedback.   As workers, they may expect supervisors to shower them with compliments and attention.   Boomers and Gen Xers may see Gen Y as spoiled or lazy (expecting praise for the smallest accomplishment).   Ericksons book points out that Boomers have only themselves to blame.   After all, they were the ones passing out trophies to winners and not winners, and giving their Gen Y children the sense of entitlement they now resent in the workplace. So, Boomer and Gen X  bosses can be more sensitive to the fact that their Gen Y employees thrive on praise.   Gen Y employees can appreciate that  workers from previous generations  dont think that excessive praise is necessary in the workplace.   A little understanding can go a long way! PS Tammy Ericksons next book targets Gen Y Plugged In:   The Generation Y Guide to Thriving at Work, is expected in November 2008. Keppie Careers can help you at any stage of your career.   Well write your resume and coach you through the job hunt: