Overview:
Have primary responsibility for the financial modeling and analysis of potential acquisitions and other business development initiatives
Assist executives in developing and refining the company business plans and strategy, including identifying and delivering operational and financial improvements
Assist in the company regional and corporate budgeting process
Assist in compiling and analyzing financial and operational reports
Execute financing transactions as directed

Requirement:
Bachelor’s Degree required
Experience in investment banking or consulting preferred, including work related to acquisition due diligence, transaction structuring and business planning
Experience in financial modeling
Accounting, finance, or business management background

http://www.businessinsider.com/what-successful-people-do-at-the-end-of-the-workday-2014-10?op=1
Perhaps you spend the last 10 minutes of your workday staring at the clock, counting down the seconds until you’re free. Or, maybe you bury yourself in your work until the very last minute — then you grab your stuff and go without saying goodbye to your colleagues.

If either of the above scenarios sounds familiar, it may be time to reassess your end-of-day routine.

“How you finish the workday is very important,” says Michael Kerr, an international business speaker and author of “You Can’t Be Serious! Putting Humor to Work.” “It can set your mood for the rest of your day; it may impact your personal relationships, overall level of happiness, and how well you sleep that night; and it will set the stage for the next day.”

Lynn Taylor, a national workplace expert and the author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job,” says the most successful people typically have a routine in which they try to mitigate tasks that will linger and deter them from being completely focused for the next morning’s events — expected or unexpected.

1. They update their to-do lists.

Successful professionals always keep an eye on their ever-changing to-do lists, Taylor explains. “But the last 10 minutes is when they also check their final progress against that day’s objectives,” she says. “They revise their final list accordingly while in the moment, rather than abruptly leave and hoping they’ll remember all the nuances of that day in the morning.”
2. They organize their desk and desktop.

Your projects take much longer to complete when you’re not organized. “Having an orderly desktop and desk will help you think more clearly and prioritize more effectively. It’ll also help you quickly find important documents when you need them,” says Taylor. “File digital and hard copy documents for easier access and greater efficiency when you need them next.”
3. They review what they achieved.

Taylor says in addition to focusing on what you still need to do, it’s important to look back on what you’ve done.

Kerr agrees. “Taking even one minute to review what you achieved can give you a sense of accomplishment, and on a particularly trying and busy day it can remind you that you got more done than you realized,” he says. “Happiness research tells us that doing a simple routine like this, and taking the time to reflect on what you accomplished, is a key way to boost your overall level of happiness.”
4. They take a moment to reflect on the day.

Successful people not only think about the projects they’ve handled that day; they try to analyze when and why things went right and wrong. “Savvy professionals know that if they’re not learning, they’re not growing,” says Taylor.
5. They vet ‘urgent’ communications.

You’re down to the wire on your day, but the communications keep flowing; some urgent and some not — but all at the last minute. “This is when your time management skills are put to the test,” says Taylor. “Successful people are able to decide what requires a response and what can wait.”

You want to defer long conversations that are sensitive until you and your colleague are at your best: in the morning. “Consider a response that suggests the discussion be held at a specific time the next day,” she says. “Otherwise, the matter could last well into the evening when your mutual energy is low and you feel rushed. This deferral also gives you overnight to step back and think through your immediate reaction.”
6. They stay focused.

“This is a classic time when your mind can drift,” Taylor explains. “Typically, you’re not as sharp at the end of the day.” Try not to allow yourself to get distracted or caught up in non-work related activities at the very end of the day.
7. They determine their primary goals for tomorrow.

Successful people have a list of items ready for the morning, and they identify their primary objectives for the following day. “You may have two or three of them that are top of mind, but commit them to writing so you have a core foundation to work from the next morning,” says Taylor.

“The more you can get everything down on paper that is swirling through your mind, the more likely it is you’ll be able to focus on the rest of your life with a clear head and be prepared and ready to go the following day,” adds Kerr.
8. They let colleagues know how accessible they’ll be between now and the morning.

The most successful people take a minute to determine how accessible they can and need to be between now and the following day, and then they communicate that to whoever needs to know. “Are you going ‘completely dark’ with absolutely no contact with your office via text, email, or phone? Or are certain exceptions being made?” Kerr asks. “This will change day to day, and there’s not necessarily one right answer. The most important question to ask yourself is, ‘What mix of contact/accessibility will allow me the greatest peace of mind during my off hours?'”
9. They review their schedule for the next morning.

There’s no worse way to start your day than arriving at the office and learning you have a big meeting in five minutes. “Successful people know to review their schedule and plan for the following day — and most importantly, visualize how the day will unfold,” Kerr says. This will allow you to go into the next workday feeling better prepared, more confident, and less stressed.
10. They say thank you to someone.

Great workplaces are built on a foundation of gratitude and recognition. “Creating a habit around thanking someone at the end of your workday is an incredibly effective way to boost your own happiness level and allow yourself and others to leave on a high note,” says Kerr.
11. They say their goodbyes.

A friendly “goodnight” is highly underestimated and requires very little effort. “It reminds your boss and team that you are a human being, not just a colleague,” Taylor says. It also gives your coworkers a heads up that you’re leaving for the day.
12. They leave on a positive note.

Before you head out, give yourself a psychological boost by smiling, Taylor recommends. “It will prepare you to exude a more upbeat vibe as you check out with your coworkers.” Successful leaders leave a good impression at the day’s end, as that’s the demeanor that sticks until the next morning.
13. They actually leave.

Successful people avoid the temptation to linger. They know how important work-life balance is, so they try to leave the office at a decent hour.

“Staying around for no good reason will limit your level of energy and success when you need it tomorrow,” Taylor explains.
Read more: http://www.businessinsider.com/what-successful-people-do-at-the-end-of-the-workday-2014-10?op=1#ixzz3GyKkle91

This is a great article! Number 1 is very true. I disagree with number 9, because I like to get to know you personally as well. Obviously that relationship develops over time. Number 11 is crucial, but I prefer email follow up every other week 🙂

https://www.linkedin.com/today/post/article/20140908140317-176606497-11-things-recruiters-want-you-to-know

1. We want to meet you!
Successful recruiters are constantly looking to add people to their talent pools. The more people we are connected with on LinkedIn, the more people show up in our searches when we try to fill a position. We may not have a position for you at the moment, but we might get one in the future. A colleague could have one. We may move into a company that specializes in your field. We may be at a networking event and meet someone who is looking for someone just like you. Opportunities can be found in the most unexpected ways.

If you send a request with a respectful message in the field summing up your experience (or status if you are a student about to graduate), what kind of position you are looking for and that you would like to join our talent pool on LinkedIn, then your request will be accepted. If it isn’t, then that recruiter is either not active on LinkedIn (one of the Deadly Sins of recruiting) or they are not doing their job right.

2. Some of us run our company’s social media.
Before I began working in this industry, I had always figured that a big company’s marketing team ran their social media or that they hire it out to a marketing agency. However, I have learned that a lot of staffing agencies’ and recruitment firms’ social media is being done by their recruiters. I started building my company’s social media presence when I was a recruiter. Even when my position changed, I was in constant contact with all of our recruiters because my desk stayed in the same room.

This means that you may be just a tweet or post away from an interview. Or someone who can get you in front of a recruiter.

I know one big, global recruitment firm whose Twitter, Facebook, Google+ and LinkedIn accounts are managed by a voluntary committee of recruiters and sourcers who are interested in social media. So, send your favorite prospective employers a tweet saying something to the effect of “I’d love to join your team! I have 2 years experience as a [position you hold or have held that reflects the position you want, or the industry you are in if you want to change positions] Please review my @LinkedIn profile: [with a link to your profile].” I suggest sending your LinkedIn page rather than resume because on LinkedIn, they can connect with you, send you a message or download your resume from there if you had uploaded it. Your LinkedIn profile should match up with any information on your resume anyway.

Most recruiters have their own Twitter accounts, too. If you see that their tweets are professional rather than personal, follow them and then send them a tweet.

3. You will find people more helpful if you ask for information rather than favors.
Instead of asking someone to send your resume to the person in charge of hiring the kind of position you want to be considered for, ask if they know who that is. Chances are, they will ask for your resume and email it over themselves, but they will be more willing t o help you by giving you that person’s information. One time, I did this and not only did she send my resume, but she offered to answer any questions I had and help me prepare for my first phone interview (which I took her up on). All I asked for was the person’s name.

4. Usually, we can be found on LinkedIn.
Type the name of the company you want to work for into the search bar and click on the company page. Once you’re on the company page, there is a section called “How you’re connected” at the right. It also tells you how many employees are on LinkedIn. Click “see all.” At the left, there is a search section. Click “Advanced,” make sure “current company” has a checkmark and then type in keywords for recruiters one at a time (i.e. recruiter, recruitment, talent, sourcer, sourcing). If that company has internal recruiters, their profile will pop up. The same can be done for third-party recruiters as well. Just type in the name of the staffing agency or recruitment firm rather than the company you’d like to be placed at.

5. Check your grammar.
There is no situation in which poor grammar, slang or beginning your sentences with lowercase letters present you as a serious professional. Once a relationship is established, some recruiters and candidates feel comfortable adding an occasional smiley to their emails, but even that I would reserve for close coworkers.

6. Only give us references who can provide us with insight into you as a professional.
Friends and family may sing your praises to high heaven, but that doesn’t help us. The references you give us (when we ask for them) should be coworkers, colleagues, bosses or clients. The only exception to this is if you are in school and have not held a job before. In that case, ask your favorite teachers or professors if they’d be willing to talk to us. As an educator, they know your work ethic, desire to learn, how you communicate, handle problems and how you interact with others which makes them great references if you do not have any professional ones.

7. We probably won’t call you on it, but we know when an excuse is not acceptable.
Even if you are telling the truth, cancelling an interview with less than 24 hours’ notice or not showing up is unacceptable. Some recruiters will reschedule, but that will always be in their minds. If another candidate comes along who is qualified and is respectful of other people’s schedules, we are going to change focus to them. Other recruiters may not even reschedule and just figure that your lack of preparation for the unexpected reflects a weakness that cannot be mended with a second chance. With that said, think of anything that can cause an issue. Call a neighbor or sitter and ask her if she will be available at the time of your interview in case your child gets sick. Plan an alternate route to the location of the interview in case there is an accident that causes a traffic jam. If it’s a phone interview, charge your phone a few hours before if you are going to use your mobile. Type the location into Google Maps, drag the person to the point on the map so you can see the street view and then look at what’s around the building so you can find it when it comes time to get there for your interview. You can also see where parking is.

8. We are more focused on your strengths than your weaknesses.
The reality is that you are often more concerned with your areas of weakness than we are. Unless it directly impacts your ability to perform the job we are looking to fill (e.g. a cashier not being a “people person” or a medic not knowing how to perform CPR), we are looking beyond the weakness itself.

For example, I have a hard time remembering information if I don’t interact with it. When I was recruiting, I could tell you exactly where each of my job candidates was because I had been working with them and their files. However, I may forget something that was said in a meeting not even 30 minutes after. When asked in interviews, “What is your greatest weakness?” I added what I was doing to compensate and strengthen that weakness. In my case, I always take notes. For me, the physical act of writing down key points of the conversation helps me remember the information even if I never look at my notes again. It doesn’t hurt to have a written record of everything, either. I have also been reading up on short term memory and trying some strategies to improve mine.

Recruiters and hiring managers want to see how well you know yourself and that you are trying to strengthen your areas of weakness.

9. We are interested in your professional life, not your personal one.
It is the hiring manager’s job to ask about your interests or see if you would fit in with the company’s culture. My job is to find out if you have the skills, experience and passion for the position I am trying to fill. And then get you that interview with the hiring manager. The only outside-of-work information I need is that which affects your professional life. Do you have a car or reliable transportation to get to work every day? Are you planning a vacation or know of any days that you will need to take off? Have you ever been convicted of a crime? I’m not saying be a robot and don’t share your personality, but keep the personal information focused and to a minimum. I do not need to know that your Labrador hunted a bunny and you feel bad about it. Also to this point, do not call us by pet names like “babe,” or “honey.” It is inappropriate and frankly, a little offensive.

10. Keep us in the loop if you are planning to take time off.
If you are working with a third-party recruiter (someone from a staffing agency or recruitment firm who doesn’t work for the same company you are working for) and use our website to submit your weekly time card, we need to know if you are planning to take time off. It saves us a phone call later when we see a blank timecard.

11. We want you to follow up once or twice a week.
Unless we give you a specific day or time frame to follow up during the hiring process, give us a call or send us an email once or twice a week to check for interview feedback, ask about the next step, offer your help with unreachable references, etc.

Originally posted here on Learnist.org
_______________________________________________________________________

As Source2’s Sourcing Specialist, I find top talent for our national clients in various industries, although I work mainly on our healthcare accounts. Follow me on Twitter for recruitment news, insights and advice! @EmilyCeskavich

Click here first:

https://t.co/GF557ppXJH

Read more: http://www.inc.com/jessica-stillman/linkedin-ceo-the-3-qualities-that-make-someone-great-to-work-with.html#ixzz3D1b9REfJ

Hiring an employee who is great at his or her job is a definite win. Hiring one who also helps you enjoy coming into work every day is an absolute home run. What’s the first step to identifying these precious unicorns of the start-up hiring world? According to Jeff Weiner, the CEO of LinkedIn, the first step to bagging yourself this sort of dream employee is identifying exactly what traits you’re looking for.
So what’s the equivalent of a flash of white in the forest that might be a tell you’ve spotted one of these unicorn-type candidates? On social media recently Weiner shared a simple Venn diagram of three interlocking qualities he personally looks for when trying to spot potential employees who will be a complete pleasure to work with:

It became his most shared update ever. To the rest of us, that’s a clear indication of just how sought after this sort of effective and enjoyable employee is. To Weiner it was a signal that there was a definite desire out there in the Interwebs for him to delve more deeply into his hiring philosophy. The result of this outpouring of interest was a recent LinkedIn post offering three key attributes of the employees Weiner most enjoys working with.

The ability to dream big …
“My favorite exchanges are with people who are naturally predisposed to think at truly massive scale and without limitations. When well reasoned, that kind of vision can be highly inspirational, change the way teams solve for a specific opportunity or challenge, and ultimately, transform the trajectory of a company,” he offers as his first most desired trait.

… but also execute
However, it’s not enough simply to be able to talk a good game when it comes to truly massive ideas. The best employees can also break that huge vision down into its constituent parts, overcome objections and execute on the idea. Weiner colloquially calls this the ability to “get sh*t done.”

“If a goal is truly visionary, it’s going to be confronted by doubters, skeptics, and those threatened by its realization. As a result, there will always be walls put up on the way to achieving the objective. Some of the most capable people I’ve worked with know how to go over, around, or straight through those walls by virtue of their resourcefulness and sheer force of will. In other words, they just ‘get sh*t done,'” Weiner writes.

And have fun doing it
Both of the above traits could theoretically be found in a jerk who managed amazing things while making the office miserable. To have the complete trifecta for Weiner, you need to not only accomplish audacious goals, you also have to promote general happiness while you do it. “I’ve reached a point in my career where I want to be surrounded by people who not only share a vision, but a genuine commitment to upholding their company’s culture and values. They are team players, don’t take themselves too seriously, and know how to have fun,” he concludes.

Got all three? Then congratulations, you are officially great to work with. Found an employee with this trio of traits? Congratulations again! You’re in for some good times ahead as colleagues.

Read more: http://www.inc.com/jessica-stillman/linkedin-ceo-the-3-qualities-that-make-someone-great-to-work-with.html#ixzz3D1b9REfJ

http://www.tlnt.com/2012/11/01/the-3-most-hated-interview-questions-and-how-you-can-juice-them-up/

The 3 Most Hated Interview Questions – and How You Can Juice Them Up by Don Charlton

When you’re asking interview questions day in and day out, it’s easy to fall into a rut.

Even the most intuitive and engaging hiring managers may find themselves rattling off the same set of stock questions every day, and thanks to Google, these prompts are less effective than ever before. Applicants search online for common corporate hiring questions and then simply memorize their responses. It’s hard to learn anything about your candidates when they’re telling you exactly what you want to hear.

If your company could use a little help making better hiring decisions, it’s time to give your stock interview questions a badly needed makeover. Try these creative alternatives to break through the scripted dialogue and assess candidates for who they really are.

Hated Interview Question #1
Bad: Tell me about yourself.

Better: What’s the most exciting thing that ever happened to you?

As one of the first interview questions posed to most applicants, this opener is meant as an ice-breaker.

The problem? Most candidates will recite a response that tells you nothing you didn’t already know from the cover letter and resume. To help them ditch the script and open up, ask interviewees about the most exciting thing they’ve ever experienced instead. The answers you get might surprise you.

A candidate who talks about the birth of his son shows that he’s committed and loyal. An applicant who beams while describing his first published piece of poetry gives you a glimpse of his creative side, and someone who’s gone sky diving or deep sea diving reveals that she’s not afraid to take chances and try new things.

Remember, when your questions are interesting, your answers will be, too.

Hated Interview Question #2
Bad: Where do you see yourself in five years?

Better: What do you want your job title to be when you retire?

Some interview questions have no good answer. This is one of those questions.

If candidates say, “Right here,” they seem ambitionless. If they reply, “Moving on to the position I really want,” then they seem uncommitted. If they say, “Sitting in your seat,” they come across as predatory, and if they steal Mitch Hedberg’s line and answer, “Celebrating the fifth anniversary of you asking this question,” they might get points for humor, but you won’t learn anything about their passions and goals.

Making the time frame less immediate will help you to uncover what applicants truly enjoy and what drives them to succeed. That’s the kind of information you need to make the best employee selection decisions you can.

Hated Interview Question #3
Bad: Tell me about a time when you had to overcome an obstacle.

Better: Let me describe a problem you might encounter while working here. How would you solve the problem?

Most applicants are prepared to tell you a story that paints them as the business equivalent of a superhero flying into a burning building to rescue orphans. Sometimes these stories provide valuable insights into a candidate’s character, but often these tales are unrelated to the kind of work the new position requires.

To get an idea of how your new hire would handle the decisions she’d have to make in her new position, use a real, concrete example and ask her what she’d do. You can even formulate questions designed to reveal different qualities.

For example, the question “What would you do if you found out a colleague was fraudulently inflating his sales numbers?” is a lot different than “If your business to business sales took a dip a few weeks before your performance review, what would you do?” Pointed questions can tell you a lot about a person’s social skills, integrity, technical knowledge and expertise.

Conducting an hour-long Q&A session that’s stuffed with clichéd interview questions is no way to start a business relationship. It’s trite, it’s uninspired and above all, it’s boring, both for you and for your interviewee.

Energize your interview sessions by revamping your questions. Not only will the process become more enjoyable, but you’ll get the information you need to make even better hiring decisions.

Remember what Tony Robbins once said: “Successful people ask better questions, and as a result, they get better answers.”

This article originally appeared on The Resumator Blog.

Don Charlton is a Web entrepreneur, developer and speaker. His company, TheResumator.com,, helps employers hire with confidence. Contact him at don@theresumator.com.

I am a big believer in interviewing your recruiter before you trust them with your job search and your long term career. I wish I could help everyone! Sometimes I place my candidates the first time I meet them and sometimes I place them years later. The point is that I like to develop long term relationships with my candidates.

Good read!

http://blog.brazencareerist.com/2014/08/05/4-strategies-finding-right-recruiter-job-search/

When looking for a job, do you still spend all of your time looking for openings on job boards and sending off dozens of applications? That’s so 2004! No one does that anymore.

All the cool kids are using their network to get referrals for jobs that aren’t on job boards, and the coolest of the cool kids don’t just stop with people they know — they reach out and network with recruiters. But hold on, tiger. Don’t go firing off emails to every recruiter you come across. You have to find the right kind of recruiter for you. (Click here to tweet this list.)

1. Check your network
First the obvious: use your network!

Reach out through LinkedIn, emails, or however you stay in contact with your contacts, and focus on people in your industry and with the same level of experience. See who has dealt with recruiters, or knows someone who has, and write down anyone who gets positive reviews.

Stick to recruiters in your niche. They will have dealt with companies and employers in your industry and can help guide you through the hiring process.

2. Network on niche job boards
You might be thinking, “He just poked fun at job boards, and now he’s saying they’re useful?” Yes. Yes I am.

Good niche job boards have two advantages over larger, more general job boards like Monster and Indeed:

•Job postings might mention a recruiter or recruiting firm by name, so you can research and contact them.
•They have an established community of professionals in your industry, with whom you can communicate and build your network.
So, second verse same as the first — reach out to the community and see if people are willing to recommend recruiters they know and like. Barring that, you can see which recruiters and firms work in your niche.

3. Find recruiters on Twitter
Twitter has become a fantastic resource for both jobseekers and recruiters. You can use it to find recruiters in your niche and engage with them.

In the search bar, type something like “accounting recruiter” or “IT recruiter” to find recruiters who specialize in an industry or specific job. On the left side of the results page, click on “people” to narrow the search so you only find actual recruiters.

Another resource is Followerwonk.com, where you can perform the same type of search as on Twitter, but narrowed by location.

Check each person’s Twitter profile for links to a personal website or recruiting firm’s site. Recruiters you find this way will be similar to those you find on niche job boards — you’ll need to do some research on them unless you know someone who can recommend them.

4. Find recruiters with Boolean strings
Here’s a new twist on an old trick: A lot of recruiters use Boolean strings to find candidates through Google, job boards, or social media sites such as LinkedIn. You can use the same method to find recruiters.

You can use strings to search for recruiters on specific sites, such as LinkedIn. On Google, search something like the following: site:linkedin.com “marketing recruiter” AND San Francisco –inurl:dir.

Here’s that string broken down:

•site: restricts the results to what it can find ONLY in that website, which was LinkedIn in the above example
•“Marketing recruiter” restricts results to pages that contain the exact phrase within the quotation marks
•AND San Francisco further restricts results to the phrase in quotes that also have the location somewhere on the page
•-inurl:dir removes any results that go to directories, which won’t be useful for you
Basically, use the same formula and commands that recruiters use to find candidates, but sub in “recruiter.”

5. Reach out and be courteous
Once you’ve made a complete list, refine it to a handful of recruiters that seem best for you and your goals. Next, reach out to them while you keep in mind a few important things:

•They have to maintain a good relationship with employers, not you specifically.
•They’re knowledgeable about your niche, so they can give valuable advice.
•Having a good relationship with recruiters could help your career for years.
•Staying in contact with them helps keep your relationship strong.
•Whatever help or advice they give you, thank them for their help and advice.
The last thing to remember is that these tips should not be the only method you use for finding a job. You shouldn’t stop searching through job boards — yes, job boards — and building your personal brand online.

Brian Stewart is a career content writer at ResumeTarget.com. They are the only resume writing company that offers a professionally written resume coupled with the guidance of recruiters to guarantee that your resume will get results.

Brazen powers real-time, online events for leading organizations around the world. Our lifestyle and career blog, Brazen Life, offers fun and edgy ideas for ambitious professionals navigating the changing world of work.

Great quick read! Some things really do not change. I love number 1, 2, 4 and 8.

http://blog.brazencareerist.com/2014/07/25/10-networking-tips-grandfather-still-apply-today/

July 25, 2014
By Sarah Beth Moore

10 Networking Tips from Your Grandfather That Still Apply Today

In today’s fast-paced world of branded personal narratives and social media blitzes, it can be hard to slow down. You live in the golden age of ceaseless self-promotion, but that doesn’t mean your every exhale needs to contain a horn-tooting statement nor your every keystroke a mini press release.

Yet, to many people, this is exactly what the word “networking” implies: an all-out firestorm of meeting and greeting, everything delicately iced with your signature brand of modest self-congratulation. It’s no surprise you’ve spent years shying away from the process. Who wants to deal with all that?

Well, the good news is that this is a misperception. Done right, networking needn’t be stressful or feel sleazy. Instead, take a cue from good old Grandpappy, and apply a more old-fashioned approach to this sometimes daunting chore. Check out these 10 tips for ways to start building your network authentically and worry-free. (Click here to tweet this list.)

1. Be on time
Punctuality always helps to make a great first impression. But being on time can reward you in more ways than one. For instance, Entrepreneur recommends showing up early for conferences and events. That way, you get a chance to scope out the scene before the crowds roll in and can easily find other people to connect with.

2. Don’t discount anyone
The idea of networking is frightening. In response, we tend to take a fear-based approach, only listing someone as a potential contact if a) we know them pretty well and b) they owe us one. Instead, make a list of everyone you know. That way you won’t miss someone who could help you.

3. Be formal
All right, so “To Whom It May Concern” has gone the way of the dinosaur. But people still appreciate formality and may take umbrage if you use their first names uninvited. To avoid looking presumptuous, use last names until otherwise informed, along with a “Mr.” or “Ms.” Avoid using “Mrs.” unless you happen to know the lady in question is married.

4. Celebrate good times
In the old days, people celebrated their clients’ wins and triumphs, marriages and babies, successful ventures and new launches. Grab some small-town spirit and send congratulatory notes to those in your network. It’s a great way to connect and put yourself back on their radar.

5. Get to the point
Granddaddy didn’t mess around, so why should you? If you’ve got a question to ask, ask it. State the nature of the favor you’d like instead of beating around the bush and hoping someone will suggest it. Get to the point: Everyone appreciates it.

6. Be strategic
Networking shouldn’t resemble a game of pin the tail on the donkey. Make a plan, then follow it. For instance, you might start by making a list of the contacts you regularly turn to, then broaden that list with online contacts you don’t know quite as well. Next on the strategic agenda: cold-calling.

7. Give like there’s no tomorrow
You’re not in kindergarten, but the golden rule still applies. If you want someone to do something for you, be generous in turn. Helping people is a great way to get noticed, so make introductions and do small favors whenever you can. Especially when giving costs you nothing, as is the case with a short positive review or testimonial, it’s a savvy thing to do.

8. Follow up
Although “following up” can seem synonymous with “badgering the heck out of,” that’s not true. When you wait a respectful amount of time before checking back in with a potential employer, client or contact, you appear conscientious and organized. Just don’t go overboard: If someone doesn’t get back to you after two attempts, beat a quiet retreat.

9. Keep it local
Your grandfather often didn’t have much of a choice, but you do. While networking outside your area isn’t off the table, you may get further in your hometown. Equal opportunity is a nice idea, but in reality, people like to help others in their own community. Plus, when it comes to the job search, employers usually respond better to applicants who don’t have to move.

10. Be polite
Good manners consist of more than “please” or “thank you.” They also require that you respect the time, interests and energy of others. If you’re pitching an idea, for instance, check in with phrases such as “Would you like to hear more?” This tells your listener that you care about them and value their opinion, which increases your chances of actually getting a yes.

Sarah Beth Moore is a freelance writer and web designer living in the Pacific Northwest. She has a master’s degree in education as well as journalism, and blogs at http://positivelydreaming.com.

Brazen powers real-time, online events for leading organizations around the world. Our lifestyle and career blog, Brazen Life, offers fun and edgy ideas for ambitious professionals navigating the changing world of work.

View the link below to see the grid…Which box do you fall into?

https://www.linkedin.com/today/post/article/20140806165720-15454-the-right-and-wrong-reasons-for-changing-jobs

As the job market heats up, it might be time to update your LinkedIn profile. Just updating your profile is a clue to the folks at LinkedIn that you’re thinking of switching jobs, so don’t be surprised if you see more job opportunities pushed your way as a result.

But don’t overreact. Leaving a job to minimize pain should not be the primary reason for accepting another job. This idea is captured in the Job-Seeker’s Decision Grid. The bottom half of the grid represents the reasons why people consider switching jobs. The upper half represents reasons why they accept offers. These negative and positive motivators are divided into extrinsic (short-term) motivators shown on the left, and intrinsic (long-term) motivators shown on the right.

When considering a job switch, too many candidates overemphasize what they get on the start date of their new job – a title, location, company name and compensation package. While positive, these are short-term and if the job doesn’t represent a long-term career move, job satisfaction will quickly decline and the negative motivators will quickly reappear. I refer to this as the “vicious cycle” of dissatisfaction, underperformance and turnover. The decision grid can help job-seekers make more balanced career decisions, even when the pressure to leave is overwhelming and there’s a sizzling offer in hand.

Consider changing jobs when the intrinsic negatives outweigh the positives.

Quickly review the descriptions of the four categories. There is no question that if your job is “Going Nowhere” it’s time to change jobs. If the “Daily Grind” is getting you down, you should consider some short fixes but changing jobs should be just one of your options. The big problem for most job-seekers is that when given an offer there is usually not enough information available to make a full long-term career assessment. This is largely the fault of the company, hiring manager and recruiter involved in the process. In their rush to fill jobs as rapidly as possible with the best person who applies, little thought is actually given to the actual job itself and the potential opportunity it represents.

In this case, it’s up to the discerning candidate to better understand that what on the surface might appear to be a fine career move, underneath might be next year’s excuse for why you want to change jobs again. Here are some simple things you can do to conduct your own career due diligence.

1.Understand real job needs. Ask the recruiter and/or hiring manager to define real job needs. If you get a sense the interviewer is flaying about ask, “What’s the most important goal the person in this role needs to accomplish in order to be considered successful?” Then follow up to further clarify job expectations, finding out the scope of the job, the resources available and the importance of the job.
2.Convert “having” into “doing”. When someone starts box-checking skills or asks a brain-teaser, ask how the skill will be used on the job. If the person stumbles on this, you have a clue that the job hasn’t been defined too well.
3.Find out why the job is open. The point of this question is to discover if there is some inherent problem with the job or if it’s the result of a positive change.
4.Ask what happened to the last person in the role. This is often a clue to the manager’s ability to select and develop people.
5.Ask how performance will be measured. Be concerned if the hiring manager is vague or non-committal. Strong managers are able to tell you their expectations for the person being hired.
6.Go through the organization chart. Find out who’s on the team and who you’ll be working with. You’ll want to meet some of these people before you accept an offer. If you’re inheriting a team, ask about the quality and your opportunity to rebuild it.
7.Ask about the manager’s vision for the department and the open role. This will give you a good sense of the capabilities of the hiring manager, his or her aspirations and the upside potential of the open job.
8.Understand the manager’s leadership style. There could be a problem if the manager is too controlling or too hands-off, reactive or a planner, or a coach or a super techie, etc. The point: make sure your style meshes with the person you’ll be working for or you’ll be disappointed in a few months.
9.Find out the real culture. Ask everyone you meet how decisions are made, the company’s appetite for change, the intensity, the politics, and the sophistication of the infrastructure. Don’t buy into the platitudes and fancy vision statement.
When considering whether to accept an offer or not, don’t get seduced by your desire to leave or by the Big Brass Employer Brand and what you get on Day 1. These will all become less important 3-6 months in to the job. Instead emphasize what you’ll be doing and learning, the people you’ll be working with and how this all meets your career and personal needs. This is how to prevent the “Daily Grind” from becoming too big an issue and a “Going Nowhere” job from becoming your next excuse for leaving.

_____________________

Lou Adler (@LouA) is the CEO of The Adler Group, a consulting and training firm helping companies implement Performance-based Hiring. He’s also a regular columnist for Inc. Magazine and BusinessInsider. His latest book, The Essential Guide for Hiring & Getting Hired (Workbench, 2013), provides hands-on advice for job-seekers, hiring managers and recruiters on how to find the best job and hire the best people. You can continue the conversation on LinkedIn’s Essential Guide for Hiring Discussion Group.

A little end of the day humor…….

The Top 10 Accountant Resume Mistakes
July 28, 2014

By Rick Telberg

Hard to believe some of them. But the folks at Accountemps insist they “recently went on an archeological dig into the archives and unearthed a treasure trove of accounting-related resume mistakes.”

Here are the 10 all-time favorites:

1. “SKILLS: Familiar with all faucets of accounting.”
Accountant by day, plumber by night.

2. “JOB DUTIES: Tax preparer: I prepared client taxes for the 2007 tax year. I provided superior in-person customer service using the telephone.”
He may need a better definition of ‘in-person.’

3. “OBJECTIVE: My dream job would be as a professional baseball player, but since I can’t do that, I’ll settle on being an accountant.”
Your enthusiasm is overwhelming.

4. “JOB DUTIES: Account retaliation.”
We really hope you meant accountreconciliation.

5. “WORK EXPERIENCE: Senior accountant (2009 – president).”
A CEO in the making.

6. “QUALIFICATIONS: I have a college degree and seventy years of experience with QuickBooks Pro software.”
She’s always been ahead of her time.

7. “JOB HISTORY: Accountant assistant (Intern Ship).”
Does that mean you have boatloads of experience?

8. “JOB DUTIES: I peppered customers’ tax returns.”
He puts the seasoning in tax season.

9. “OBJECTIVE: To obtain a payroll position with a financial organization. To gain a job in the ever-growing design field.”
Which is it?

10. “PROFESSIONAL EXPERIENCE: Accountand.”
Hopefully, you’re more accurate with numbers than you are words.
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