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How to Get Out of Your Job Rut and Land a New Gig

How to Get Out of Your Job Rut and Land a New Gig

How to Get Out of Your Job Rut and Land a New Gig

How to Get Out of Your Job Rut and Land a New Gig

Are you in the market for a new job but aren’t sure how to find it? These days people don’t stay with one company forever and you will likely make more money if you switch companies every few years. Luckily for you there are several ways to help you market yourself to find your next opportunity. Make sure you are setting yourself up for success by starting with these tips on how to find your future job.


Fine Tune Your Resume

The first step in how to find your future job is creating a resume that showcases you as the best candidate for the role. Your resume is your proof of your accomplishments. It should tell the recruiter and hiring manager why you are the perfect fit for their opening. If you need some inspiration, check out these 52 modern resume templates from!

If you are having trouble getting your resume just right or want to have someone validate that it looks good, consider hiring a resume writer. If you don’t want to shell out the cash for a professional, at least have a friend review it for sentence structure and spelling errors.


Job Boards

Set up reoccurring searches on major job boards so you don’t miss new jobs being posted with your search criteria. Everytime a new job is added that meets what you are looking for, you will get an email with links to all the jobs.

In addition to Talentese my favorite boards are Indeed, ZipRecruiter, and LinkedIn. If you are looking for flexible work I recommend FlexJobs, but you do need to pay for a subscription.




If you don’t already have a LinkedIn profile, start one today! This is the largest job focused social media platform out there today. If you are not on this site, you are missing out on potential impressions with employers.

Many recruiters view a candidate’s LinkedIn profile prior to taking the next step with them. To get your LinkedIn profile looking amazing and attracting the right viewers try these 22 tips from



Many jobs these days are found through connections. According to The Balance a shocking 60% of jobs are filled through networking. To find your future job, think about everyone you know who is working in the industry. Start with friends and family by letting them know you are looking and asking if they would mind sharing your resume.

Next you will want to think about people you have work with or for in the past. If you haven’t spoken to them in a while, as to meet for coffee or for lunch. Ease your interest into branching out to a new job into the conversation and they will likely ask you to send them your resume. If you are interested in a posting and don’t have any contacts at the company, go to LinkedIn to make a connection with someone in the job or a similar job. After they accept your connection, reach out and ask if they would mind talking to you for a quick 15 minute phone call about their experience at the company.


Are you looking for a job as a recent graduate? You might also fing useful this Transitioning from College to Career Guide.

by Erin Moody 31/10/2017

Erin Moody is the founder of Career Designs (, a company helping individuals design a career they love. Erin also has over six years of experience working for global companies in Recruiting and Human Resources.

Erin Moody

Career Designs

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That Is How Successful People Network

That Is How Successful People Network

How Successful People Network

How successful people network

by Karin Singh 27/10/2017

How can it be that some people are so good at networking and actively use it in job hunting, while others would much rather hide behind the bush or their computer screen instead? In life, as well as in business, you will meet people who are more extroverts and others who are classified as introverts.

A lot has surely to do with your personality, but to some extent networking can be learnt. A career guidance counselor could give you some ideas on how you can improve in this area. Do also your own research. Find out what the best strategies are to succeed in creating, developing and maintaining relationships in an easy, quick, professional and (why not?) fun way. You have the power to make a change.

If you have the impression that getting some career counseling would help you to become more relaxed, approachable and social when interacting with others, give it a try!

My suggestions are these: read books about networking, watch educational videos about that topic, observe actively how others are networking on various occasions (in your personal as well as professional life), discuss with others how they do it, and last, but not least, go out there and use every opportunity to practice what you learnt. There is no better way to learn about networking, than to just do it. Find out by yourself what approach works well and what doesn’t work, and learn from your mistakes. Work on your own employee branding and challenge yourself by putting yourself out of your comfort zone.   

What do successful networkers have in common?

There are lots of common characteristics that great networkers have. Many people, but also a career coach might tell you that: they show genuine interest in each other, they care about others in moments when it matters, they add value, they give first without asking something in return, they help and support each other, they make recommendations and they provide useful advice when you need it. In a nutshell, they invest time in each other in a productive and meaningful way. Remember the saying ‘It’s not just what you know, but often WHO you know that really matters?’

The bigger your network is, the more people you will have in your circle that you can rely on. When it comes to employee branding, it’s always useful to have people in your network from very different backgrounds. I learnt from my own experience that if you have the right connections, you will find it easier to find a new client, to get some free advice, to find a solution to a problem you never thought of before, to buy first time the right product, or to find a job thanks to a great career coach.

How many people do you have in your network, or do you know about, who can be described as GREAT NETWORKERS? And how do some more well-known people take care of their network to succeed?

Well, the first name that comes to my mind is “Sam Hurley. Why? Because he doesn’t just talk about networking (or “engaging” as it is called in the online marketing world) but really applies what he preaches. Always with consistency, promptness, humour, honesty, kindness and commitment. That’s what many of his Twitter followers (currently 159,000) appreciate in him. It’s no surprise that his Twitter profile reads “People connector”, “Social Influencer” and much more.

If you have a relevant question, he will answer it. If you need advice, your chances are high that you will get it. If you want to conduct an interview with him, he is happy to answer it. He is not the guy with the big ego, but the one who is down-to-earth and is good in connecting with others, without having to know them personally. He is known for using lots of GIFs and emoticons (apart from great content) on his social media accounts and loves to engage and interact with his audience in a more diverse, fun and creative way. The feedback he often receives from his supporters and fans are truly amazing but he himself is a master in writing great feedbacks too, from which I could learn a lot!

Another example is Keith Ferrazzi, the book author of “Never Eat Alone: And Other Secrets to Success”. His secret to success is to never stop keeping track of your dream connections. He used to rip out lists in magazines of important people (e.g. Top CEOs) that he wanted to surround himself with.

His strategy sounds quite easy: Once you attend your next conference, take notes of all the keynote speakers. If you are reading industry-specific magazines, write down the names of all those people that are featured, discussed or quoted in it. If someone won an award, take notes again! Try to connect with them, compliment them and engage.

Let’s talk about Reid Hoffman, the Co-Founder of LinkedIn. His networking credo lies in helping other people. To do this the right and effective way, he strongly believes that one has to know the other person’s priorities, interests, struggles and values. Then he suggests to provide the person a small gift. Not a physical present, but something that can easily be given. For example, advice, introductions to influential professionals, relevant information etc. Just ask yourself “What would I have that the other person doesn’t have?” and then just give it and be happy that you made a difference to someone in your own little ways. You never know where a kind gesture might lead in the future.

The next example is Ivan Misner, he is the book author of “Networking for Pros”. His approach is always to do a lot of research before meeting someone he wants to build a relationship with. He looks for something that the professional is truly interested in (eg. hobby, sports, a side project, a charity, etc.) and uses that information for some meaningful conversations.

The last tip for successful networking: show your genuine interest in others. For example, find articles about topics other people care about and send it to them. They will always remember! However, if you feel you need some career advice to improve your networking skills, get in touch with those that you can find on Talentese!

Karin Schroeck-Singh’s passion lies in creating, translating and promoting content of high-quality in multiple languages (English, German, Italian). She holds an MBA from the University of Leicester (UK) and is the author of several ebooks. She gained more that 20 years of international work experience in various industries in Italy, the UK and India. Helping businesses to optimise their online presence is her priority, no client or project is too big or too small for her.

Stop worrying. Start outsourcing!

Karin Schroeck-Singh

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What Should I Do Right Away After Becoming a Manager?

What Should I Do Right Away After Becoming a Manager?

What Should I Do Right Away After Becoming a Manager?

What Should I Do Right Away After Becoming a Manager?

by Talentese Team 24/10/2017

Being promoted to manager is an exciting new thing! It shows that you have succeeded in your previous position and improved as a person. However, now that the excitement has settled, it’s time to face the hard reality, that this is a whole new job function. If you have little or no training in managing teams and individuals, then this will be a testing time for you. Most managers are over-excited about the new position but are ill-equipped to deal with the challenges presented in a systematic and methodical manner.

The fact that you are reading this article shows that you are willing to be a committed manager and do what’s best for your future! Let’s look at a few things you should do right away after becoming a new manager:


Identify your strengths

When you move into a managerial position, it is imperative that you play to your existing strengths and improve upon them. Identify which of your previous skill sets can be utilised optimally to adapt to your new position. Using old skill sets can also help you settle in faster. Visit an experienced career guidance counselor to identify which of your strengths you should utilize after being promoted to manager.


Start managing time better

Start managing your time and timings effectively from the get go! Respecting time is one of the most important things to do as a new manager. Don’t show up 15 minutes late for meetings. Insist that everyone on your team sticks to deadlines and help them with the same. Arrive on time to the office every day and leave a little after hours. Ensure that you set an example for your team to follow. 


Be transparent

Make a note of gathering all the information your team members will need to perform their duties and responsibilities in an exemplary manner. Since you are now the manager, it will be up to you to strategize and plan to achieve the best results possible. At this crucial stage, it is very important that your team members can trust you to be transparent with them information pertaining to the project/ job being done. This not only helps with your team building skills but also works wonders on your personal employee branding. If you’re eager to improve your communication skills, visit a professional coach to get advice.


Identify your key team members

Identifying your key team members is extremely important. It is these people who will be your greatest pillars as you build the team to reach greater heights of achievement. Identifying and investing in the individual strengths of the team will improve your employee branding and ensure that your team stays well motivated. This will also enable them to realize their individual strengths and weaknesses and work together in a more conducive manner. You can visit a coach to help you set measures in identifying key players.


Be quick to appreciate your employees

Whether you’ve been promoted to manager or became a new company owner, be quick to publicly appreciate or praise your employees. Public recognition of good work motivates people to do a better job and work harder to improve themselves. Giving credit when it is due is a great motivator and a fantastic way to boost team morale. It encourages healthy competition amongst team members and positive team environment. Arrange a meeting with a career guidance counselor to find out best ways to give credit. Most managers like to keep up to date with how they can improve their relations with their teams by investing in career counseling for experienced professionals.


Listen carefully

Don’t make any new changes too quickly as soon as you’ve been promoted to manager. While you might know that eventually you would have to implement those changes, always listen to feedback from employees and team members. Set up one-on-one meetings with your team and consult your immediate supervisor. Take all their feedback into consideration when implementing any new changes that might affect the team and company as a whole. Let your employees know that you are open to receiving feedback and will listen to them. This goes a long way in avoiding pitfalls and fostering team spirit. This will also help in improving your personal employee branding as an effective manager. 


Take periodic breaks

Yes, it’s exciting and you have a hundred varied things to do all at once. Please remember to take a break and rejuvenate yourself. If you overwork and burn yourself out, you will not be a great manager but a struggling one! You might also lose your temper on your employees because of stress overload. Take a little time off where you avoid thinking or talking about work and unwind for a few minutes. This will increase your efficiency and productivity while you keep your mind alert!

Use these tips to start your exciting managerial journey. Tailor these tips to suit your requirements and implement them in whichever manner you are most comfortable with. Even if you start slow, make an effort to improve daily. Very soon, you will realize that you are able to work better without making an effort to be a good manager.

by Talentese Team 31/10/2017

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8 productivity killers you must beat in order to accomplish more @work 

8 productivity killers you must beat in order to accomplish more @work 

8 productivity killers you must beat in order to accomplish more @work 

8 productivity killers you must beat in order to accomplish more work 

by Bishwabandita Guru

Have you ever struggled to focus on a project when your cellphone receives too many notification beeps from a recent private post on Facebook? Haven’t you got tempted to check first and reply to those messages? Probably for you the reply consumes only 5 minutes or even less. But in reality the distraction continues and it inhibits to an extent that your work deadline flies for the day.

Let’s not place all the blame on a mere gadget. Your co-workers, your habits, the rules that set your typical workday too can pose as productivity killers.

So has your workday fallen victim to any of these workplace productivity killers? If yes, let’s catch and beat them.

#1 Workplace gossip

Considered as a biggest energy drainer, it inhibits productivity.

Cure: Stay away from people who like to waste time by unwanted gossip, surround yourself with productive people. 

#2 Social Media

Undisciplined Social Media usage is the biggest time sucker. Overuse of Social Media makes strict deadlines fly and disrupts the flow of work.

Cure: Blocking access to Social Media sites on office devices, formulating and implementing effective policies regarding Social Media usage at work.

#3 Web surfing 

According to a recent research, workers waste between one and two hours a day web surfing, costing their companies billions in lost productivity. The temptation that is caused due to web surfing leads efficient workers to make mistakes and productivity gets compromised. That’s the reason Career Guidance Counselors ask workers having performance issues to resist temptation until they reach home for personal web access.

Cure: Banning private internet usage at office. 

#4 Texting on Cellphone

Accessing smartphones during office hour for non-work use is a huge productivity killer. A recent study claims that the majority of workers (65 %) hardly have their work emails on their phones. They use their cellphones for personal messaging, games, shopping, online dating and other such activities during office hours.

Cure: Having an open discussion with workers about tech distractions, conceding to their existence, discussing challenges and suggesting remedies to allow productivity soar. p

#5 Leaving desk too often

Frequent and lengthy snack/ smoke/bio breaks, going near other co-worker in intent to gossip, wasting time simply loitering around are the habits that not only disturb sincere workers, but also disrupt the workflow.

Cure: Policies should require such employees to make up the break time at the end of the day. 

#6 Loud-mouthed co-workers/speaker phones

Sitting next to someone who’s mostly on calls or speaker phones or who regularly gets visitors stopping by their desk to chat or gossip may be incredibly distracting.

Cure: Offices should create separate sections for focus driven work and provide unfrequented areas to hold private phone conversations.

#7 Email

From a smart worker’s perspective, email is a slow and burdensome form of conversation. It is a huge time sucker and productivity killer, as responding to mountain of messages kill long hours of productivity. And the tragedy is – it feels like real work.

Cure: Get your inbox emptied every day. Stop hitting refresh button every now and then. Set timing to check and reply emails.

#8 Long and poorly prepared meetings

Long and poorly prepared meetings disrupt the flow of work. According to a recent survey, 73 percent of the workers agree that they do other works during meetings. This mostly happens when minutes of the meetings are not properly scheduled.

Cure: Avoid unnecessary meetings.

Check the following points before scheduling a meeting.

  • Is the presence of each of the attendees absolutely essential?
  • Is the meeting well prepared and have a detailed agenda?
  • Is the meeting time-bound?

Dr. Bishwabandita Guru is a seasoned HR Professional and presently the Founder of “HR-Revamped”, a Startup Co., that provides strategic HR solutions to SMEs. She is a Freelance Business Content Writer and Author of two books on HRM titled as “THE ULTIMATE QUOTEBOOK FOR HUMAN RESOURCE MANAGERS” and “DEMYSTIFYING THE HR JARGON WAGON”. After an MBA and a DBA in HRM, her learning desire seeks shelter in International Business and American Language Studies. For her, the noblest pleasure in this earth is the ‘JOY OF LEARNING’. Her public profiles can be accessed on the following links:


Bishwabandita Guru

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Are You Ready to Be a Manager?

Are You Ready to Be a Manager?

Are You Ready to Be a Manager?

by Alexander Wollboldt 20/10/2017

Here I am in my new job as a manager in a quite reputable, “looks-nice-to-me” company with a greatly advertised career-outlook hiring promise. I have managed to find the right answer to the question “How to apply for a manager position” and mastered the job interview. My profile matched perfectly with the job requirements and I am excited to get productive together with my team of eight professionals, a mix of seasoned specialists and young professionals, who are eagerly waiting for me to turn on the “start” button. I tell myself: “So now, where are the problems, bring them up?!” and I continue explaining to myself: “Just use the templates that have worked for you in your previous job as team leader!” However, after the first few weeks into my new job I realize that things have been handled differently before I popped up here on stage and on top of it my supposedly “fire-proof” processes are not adopted the way I was expecting by my team members. Do I push for it anyways and risk to be perceived as micro-, dictator-, terminator- manager? So I go back to some guiding questions that had been discussed and reflected on during my career counseling sessions:


Do existing processes lead to improved productive outcomes?

Instead of trying to fit people into processes wouldn’t it be a better approach to ask first if existing processes as they are implemented in an organization lead to a productive outcome or not, or if they can even be improved and thus lead to much better results? The next question to be asked is who has been involved in using these processes or particular routines within a job? Then ask yourself, are those individuals productive using the processes, or are they only average. And if so, how can you as a manager now identify obstacles or gaps that prevent an individual to excel in what she is doing? Is it just because there is a misunderstanding, misalignment of organizational goals and objectives or is that individual maybe placed into an area that doesn’t allow her to use her talents the way they are most effective?


Identifying gaps caused through different perspectives

The above questions can only be answered by understanding the perspectives of each individual player! And this leads us to the next step that might be worth being looked at: Is there an alignment between our personal-, the individual team members- and organizational (e.g. company owner or main shareholders) aspirations to drive the business and do we understand in all cases where those aspirations come from? In other words, as an organizational leader one needs to dig much deeper than just scratching the surface of efficiency or critical processes that are normally looked at first when viewing from the outside. Because those are all outcome related matters. Those are the things “what” people do, but it will not answer to the question “why” people do certain things which is a behavioral rather than a strategic or structural question.


Personal and Organisational Alignment

In order to explore the “why’s” we need to align ourselves first with the organisational core values, mission, purpose and vision. Ideally, that has been done before accepting the position in an organisation e.g. together with your career guidance counsellor or coach. Once this alignment is acknowledged then the same should be done together with all the work team members, as they form the support vessels that allow the company to sustain and grow. As you could picture the organisation like a tree, whereas the roots and the soil represent the basis, the life-supporting parts that distinguishes if the whole organism is fundamentally healthy or not and the trunk and branches are the outcome parts, the critical processes that carry the fruits. So it’s worth spending quite some time with your team first to understand and make sure that this alignment is established. From there you, as a manager and leader will be able to make decisions that make sense to everyone and should already sufficiently address the question on how to make processes fit the team members by allowing them to use these in the way that they will drive them to achieve improved outcomes rather than the other way around.


Create an impact as a manager!

Of course the above described approach is just a start to have an impact as a manager in an organization. It might not create sudden visible outcomes but it will definitely pave the way towards a higher team engagement with all positive outcomes attached. And, to think of it, isn’t this exactly the reason why you were hired into this managerial role in the first place? Create this impact in your role, design your unique employee branding with it!


Identify and Focus hidden potential to drive your success

The widest spread industrial business doctrines for over a century has been to pack everything into processes in order to avoid mistakes, especially human mistakes. My generation (X and Y) and my parents’ and their parents’ had been educated that way only to find out especially after the 2009 global financial melt-down that business cannot sustain without a deep foundation which is found in the motivation of individuals who contribute to a greater matter than just their own. In summary, instead of going into a managerial job with the mindset of a universal problem solver the better bet for success is to look at the job as a facilitator for unleashing hidden potential and opportunities coming from the very existing human values drivers of that company. So when accepting such a job any career guidance counselor would probably advise you that instead of trying to fix weaknesses first you might rather try to understand where those are coming from. At the same time focusing on building strengths and creating positive collaborative outcomes, as described above, will lead to overall success of the organisation as well as your own in the role as manager!    

Alex Wollboldt is a Certified Management Accountant (CMA), – Consultant (CMC) and Gallup Strengths Coach and has a decade of corporate professional history as Finance Head and Director in manufacturing and service industries in different locations such as Germany, Japan and the Philippines. He is a founding partner at Wissen Solomon, a business consultancy that provides businesses through consulting and coaching expertise in the area of digitization, marketing, finance, operations and organizational development. Alex also acts as co-director for OSG Global Consultancy taking care of various areas involving private equity investments, financial advisory, M&A mostly in the Philippines and other South East Asian countries.

Alexander Wollboldt

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