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Things From Sports That Should Be Applied to Find a Better Job

Things From Sports That Should Be Applied to Find a Better Job

by | Jan 12, 2018 | Career advice, Career advice, Job search, Job search, Job search, Tools & Skills

Things From Sports That Should Be Applied to Find a Better Job

Things From Sports That Should Be Applied to Find a Better Job

by Karin Singh 12/01/2018

Karin Singh

http://www.hirekarin.com

Whether you realise it or not, but there are two commonalities when it comes to looking for a job and taking part in competitive sports. Firstly, there is only ONE person who at the end will land the job or win the competitive race. Remember ABBA’s song “The winner takes it all”? Secondly, you need to have a certain set of skills, experiences, the right attitude and be mentally fit (and, also physically fit in sports).

I gained my fair share of experience in applying for different jobs in different countries, and I was also a very active sports person in the past (participating in various winter and summer sports). This makes it easy for me to see what character traits are required for both activities and what would help to strengthen your employee branding.

Keep a flexible approach:

If your job interview or job offer rejection letters are flooding in, you realise that something needs to be changed in your strategy to achieve your desired result. A career guidance counsellor would suggest to you to stay flexible and take a new approach in landing the job you want so badly. Going for some career counselling for experienced professionals would be a good idea, since you will find out what the reason for your failures are.

If in your sports competitions, you consistently end up on the (unlucky) 2nd or 4th position, you need to have a closer look at the possible reasons for missing out on a victory. Would a change of diet, a change of training method, a change of coach or a change of other circumstances make a difference? Find out!

Your persistence is key

How many people do you really know that applied for a job the first time and got it offered to them? Real life unfortunately tells us another story. If you approach a career guidance counsellor you will hear that some job candidates apply to hundreds of jobs with no success.

Needless to say, you need to have a high level of perseverance and persistence in achieving your goal to get the job. Not everyone is able to cope with an endless case of rejections. Getting easily and quickly demotivated by them is not unusual, which can happen before or after the job interview stage. Thus, staying positive at all time is something you need to learn, no matter how tough it’s going to be. It will not just help you in your career, but generally in life.

In sports, it’s similar, depending on what type of sport you are competing in, you need to be persistent and never give up. A competition is over only once it’s really finished. If you give up already half way through, you make it easy for other participants to win. Why would you want to do that? Have you forgotten how many hours of exercise you invested so far? You need to visualise your success and believe in yourself that not everything is lost and there is still hope to win.

It’s all about persistence, persistence, persistence!

Learn from others.

Use every opportunity to learn from others, be it as a job candidate or a sports competitor. Is there anything that can help you to land the job or win the race in a quicker, better, easier, more effective way? Try to find out what other people’s key to success is. You never know, you might get some inspiration which leads to positive results for you, too.

Be honest, or it will backfire!

Think of your achievements: How do you want to feel about them? PROUD because you worked hard for it, or like a CHEATER who used manipulative methods to achieve your goal? In the past, you might have come across some cases in which sports professionals have used performance-enhancing substances to end up as winners in their sports discipline. You might have also heard of people who paid bribes to land a job, or who inflated their CVs by telling lies about their educational background, experiences, etc.

Remember Lance Armstrong’s case? What consequences did doping have on his career and life? The loss of his record seven Tour de France titles, a ban for life by the United States Anti-Doping Agency, a damaged reputation, loss of credibility and sponsors and a huge fine to pay.

Then there was also the case of Liv Loberg, a top Norwegian bureaucrat. She held top administrative jobs in the health care industry and other public sectors and was also a former politician for the Progress Party in Norway. She lied about having two degrees (from the London School of Economics, Queen Mary College and Norges Handelshoyskole) and being a registered nurse. A journalist revealed in 2010, that she did not have the degrees she claimed she did, and wasn’t even a registered nurse. The truth was that she dropped out of high school and had just one year of practical nurse education. She got a 14 months’ prison sentence and a fine of 1 million NOK.

Do you still think it’s worthwhile to take a risk? Every career guidance counsellor will advise you to stick to the truth and not be tempted to falsify your career history in any way. No matter how desperate you are for a job, do NOT lie, it will have a negative impact on your employee branding.

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! www.hirekarin.com

Karin Schroeck-Singh

www.hirekarin.com

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The future of work: career changes to come

The future of work: career changes to come

by | Apr 26, 2019

No one can be sure about having the same job for years anymore and probably lots of us will have to constantly adjust and learn to make sure we don’t lose our job to a machine. But is the future actually that scary?

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What Indicates a Great Organizational Culture: Employee Satisfaction or Employee Engagement?

What Indicates a Great Organizational Culture: Employee Satisfaction or Employee Engagement?

by | Jan 9, 2018 | Coach Alexander Wollboldt, For Employers

What Indicates a Great Organizational Culture: Employee Satisfaction or Employee Engagement?

by Alexander Wollboldt 09/01/2018

Alexander Wollboldt

I remember back in the 90’s when I took my first steps still as intern in the corporate world the term Employee Satisfaction was the measurement to decide if a company was good to work for or should be placed lower in the ranking of desirable work places. Nowadays, the term Employee Satisfaction, although still being used seemed to have switched to a more frequently heard term: Employee Engagement. So what indicates a great organizational culture: Employee Satisfaction or Employee Engagement? What are the most desirable employers or best firms to work for?

 

What is Employee Satisfaction?

When we try to look for a definition of Employee Satisfaction, we normally end up with descriptions such as “when people are happy at work and content with their job”. Happiness and contentment have a lot to do with the definition of one’s individual pursuit of meaning and purpose in relation to an outcome that it is aligned with.

At the same time one need to be able to celebrate it in order to create happiness. In an organizational context this simply means that the environment needed to be set up in a way that individuals, namely the employees, can fit their aspirations and personal life goals into it in such ways that they could put into effect the criteria of employee satisfaction. And the way a lot of companies measured and still are measuring those outcomes are in form of employee climate surveys with multiple qualitative and quantitative questions that are more or less relevant to decide the level of employee satisfaction.

Gallup’s research showed that although traditional idea of employee satisfaction relates to a meaningful outcome, still, it is a “broad, attitudinal outcome, like organizational loyalty or pride.” It is difficult to address these outcomes with just providing fancy incentives such as play stations, free canteen food, important sounding job titles and so on. On the other hand, engagement predicts satisfaction, as well as many other concrete business outcomes. It is easier to measure, and relatively easy to improve.

 

The Ingredients of Employee Engagement

When Gallup studied thousands of employee satisfaction surveys of different organizations, including most desirable employers in the world, they found out that there are four specific areas that are relevant not only to address the positive outcome of employee satisfaction but the additional factors necessary to improve and drive business results.

They came up with a survey that they called Q12-Employee Engagement Survey comprising 12 questions that consider the value contribution of the individual and her/his work team as well as basic and long term contribution by the organization to empower its employees. At the same time the Q12-Employee Engagement survey was structured in a way that it follows steps from question 1 all the way to question 12 that enables organizations to translate the survey outcomes to structured actionable items.

 

Building Block #1: Basic Needs

The Basic needs of an employee are the knowledge and understanding of what is expected of her/him at work. This is not limited to a mere job description but it also requires the deeper understanding of what the organization stands for, how they operate their business and how it will impact people in a greater sense. At the same time the organization through its managers will have to ask the question if it provides its employees with the necessary equipment and assets that are necessary to fulfill their tasks.

 

Building Block #2: Individuals

Does the organization recognize and let the employee use its talents and strengths in a way that it creates motivation and alignment with one’s purpose? Do the managers seem to care about the wellbeing of their team members as individuals? Once those questions are positively answered this should translate also in a continuous support in development of the individuals in those respective areas.

 

Building Block #3: Teamwork

Teamwork typically means that there is a group of imperfect individual contributors that works together depending on one another’s talents, skills and knowledge in order to achieve excellence. This demands that not only individual opinions are respected by one another but also that every member of the team realizes the importance and relevance not only towards themselves but also towards a greater impact on the outside world.

Only this awareness and attitude can lead the performance of a team to commitment towards excellence and a team spirit that sticks the people together over time. Since there is an alignment of individual purpose and meaning the group can also celebrate successes together in a much deeper and lasting sense.

 

Building Block #4: Growth

The tip of the building blocks that defines a fully engaged employee is the question on personal growth and development. It’s in summary the long term organizational recognition and action plan of an individual’s contribution to a successfully operating team that translates into incremental business results. Is an organization able to identify individual strengths and how do they invest in those areas to develop them further in terms of training and time?   

In summary it is clear that there has been a progression of the initial sentiment of organizations that employee satisfaction is relevant to a great team culture and positive business outcomes. At the same time it has also shown to be rather difficult to direct the knowledge of such rather “broad and attitudinal outcome”-directed measurements of satisfaction surveys into relevant actionable items.

The definition of Gallup-coined term “Employee Engagement” however seems to give us much more relevant information not only about how an employer makes efforts to satisfy her/his employees but also on how well an individual is able to contribute and grow with the same organization over time.      

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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The future of work: career changes to come

The future of work: career changes to come

by | Apr 26, 2019

No one can be sure about having the same job for years anymore and probably lots of us will have to constantly adjust and learn to make sure we don’t lose our job to a machine. But is the future actually that scary?

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Statistics Reveal the Best Paid Jobs Per Country

Statistics Reveal the Best Paid Jobs Per Country

by | Dec 15, 2017 | Uncategorized

Statistics Reveal the Best Paid Jobs Per Country

Statistics Reveal the Best Paid Jobs Per Country

by Karin Singh 15/12/2017

Karin Singh

http://www.hirekarin.com

Are you in your 20s and still unsure what career you should choose? Are you clueless about what are the best paying jobs that will guarantee you a good income? Did you know that 68% people report that compensation is among their leading factors when choosing the company to work for?

Or are you in your 30s and 40s and want to know whether you are working for one of the most desirable employers and have one of the top 10 best paid jobs in your country?

Then don’t ignore the following statistics and facts.

The question ‘What are the best paying jobs?’ is not easy to answer because it depends on what country you are living in. Let’s have a look at what the best paying jobs in these countries (UK, USA, Germany and Spain) are and whether it’s possible to notice similar patterns among them.

 

What are the best paying jobs in Germany?

best paid jobs in germanyAs we know, Germany is the largest and one of the richest economies in Europe with signs of growth and stability in the job market, and that on a consistent basis. Do you live in Germany or are you planning to relocate to Germany? Do you know what the best firms to work for are in that country?

According to The Local, these are the Top 10 most desirable employers in Germany: Audi, BMW, Porsche, Lufthansa, Volkswagen, Google Germany, Mercedes Benz/Daimler, Siemens, Ikea Germany, Adidas and The Foreign Ministry.

 

 

These are the top 10 best paid jobs in Germany (showing their average annual salaries):

1)    Executive Human Capital Management (€ 189,996)

2)    Banking Product Manager (€ 180,000)

3)    Deputy General Manager (€ 150,000)

4)    Six Sigma Black Belt (€ 145,000)

5)    Legal Advisor (€ 144,000)

6)    Assistant Vice President (€ 135,000)

7)    Brand Marketing (€ 135,000)

8)    Help Desk Manager (€ 126,000)

9)    Vice President (€ 120,432)

10) Regional Director of Operations (€ 120,000)

 

 

What are the best paying jobs in the United Kingdom?

 According to the Office of National Statistics in the UK, the highest paying jobs have been: Top Managers (£85,285), Aircraft Pilots (£84,968) and In-house Lawyers.

What are the best firms to work for in the UK? According to a Glassdoor survey for 2016 it showed the following result: Expedia, Hays Plc, AKQA, GE, Schuh Limited, Oxfam, ARM Holdings, Google, Unilever and London Underground.

 

What are the best paying jobs in the United States of America?

According to a Glassdoor survey, the top 10 best-paying jobs (with their average annual salary) are as follows:

1) Physician ($180,000). This is not just the highest paid job in the USA, but according to Bureau of Labor Statistics it is also the profession that is expected to grow to 14 % by 2024.

2) Lawyer ($144,500) – even though this often depends on the specialization of law that is practised.

3) Research and Development Manager ($142,120)

4) Software Development Manager ($132,000)

5) Pharmacy Manager ($130,000)

6) Strategy Manager ($130,000)

7) Software Architect ($128,250)

8) Integrated circuit designer engineer ($127,500)

9) IT Manager ($120,000)

10) Solutions architect ($120,000)

The best employers to work for in the USA I expected to be Apple, Microsoft, Google etc. but to my surprise, I stumbled upon a list from Forbes which showed these employers: QuickenLoans, The Container Store, Anadarko Petroleum Corporation, Park Place Dealership, EOG Resources, Pioneer Natural Resources, Mattress Firm, Coyote Logistics, Keller Williams Realty and NuStar Energy.

 

 

What are the best paying jobs in Spain?

best paid jobs in germanyAccording to the website www.abc.es, these are the best paid jobs in Spain (on average).

1)   Business administration: € 34,866

2)   Legal: € 34,019

3)   Technology and telecommunications: € 27,011 

4)   Quality, R&D, environment: € 25,580

5)   Engineering and production: € 25,156

6)   Human resources: € 24,278

7)   Manufacturing industries (qualified): € 21,790

8)   Sales and commercial: € 23,385

9)   Marketing and communication: € 22,288

10) Purchasing, logistics and transports: € 19,861

Talentese helps you find job based on WHO YOU ARE, not just what you can do!

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Talentese helps you find job based on WHO YOU ARE, not just what you can do!

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Any conclusions?

After comparing the top 10 best paying jobs in the UK, the USA, Spain and Germany we can notice one thing:

The industries which offer the top 10 highest paid jobs are not the same for every country. An example, while in the USA the healthcare sector takes the lead with the top job as physician, in Germany no healthcare-related job can be found in the top 10 jobs. Germany’s focus lies instead more on business-related jobs.

In a nutshell, which are the best firms to work for? Well, the most desirable employers that offer highly-paid jobs with a bright future in all these four countries can be found in the following industries: healthcare, IT, legal, business, transportation and hospitality.

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! www.hirekarin.com

Karin Schroeck-Singh

www.hirekarin.com

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The future of work: career changes to come

The future of work: career changes to come

by | Apr 26, 2019

No one can be sure about having the same job for years anymore and probably lots of us will have to constantly adjust and learn to make sure we don’t lose our job to a machine. But is the future actually that scary?

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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 

by | Oct 20, 2017 | Uncategorized

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:

in

Bishwabandita Guru

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The future of work: career changes to come

The future of work: career changes to come

by | Apr 26, 2019

No one can be sure about having the same job for years anymore and probably lots of us will have to constantly adjust and learn to make sure we don’t lose our job to a machine. But is the future actually that scary?

About us     Privacy Policy   Terms     Imprint

 

 

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Is That Company Really a Great Place to Work?

Is That Company Really a Great Place to Work?

by | Sep 15, 2017 | Job search, Talentese Team

Is That Company Really a Great Place to Work?

by Talentese Team 15/09/2017

Being happy at work is closely related with working at one of the best firms to work for, in a company with the right culture for you. Naturally, you will feel much better if your colleagues, co-workers, managers and the whole environment feels like you, thinks similar to you and share your personal values.

But in many cases it’s not obvious how to figure out the culture of a company before actually working there during sometime. Even though today most of the company websites have some people talking about how their live at work is, this is not enough to get an accurate idea of the daily life at the company.

When looking at these websites all companies seem to be the same: all of them focus on “engagement of our employees” and “total satisfaction of our customers”. But this doesn’t say that much, doesn’t it? This is pretty obvious and it must be the 101 of every company.

For you, as job seeker, this is not enough to know if a company is a good fit for you or not. You need to dig deeper and learn if it’s really one of the best firms to work for. Here a few tips and tricks to help you discover if a company would be a good fit for you and help you avoid disappointment by choosing the wrong company.

 

Research the company:

Read what the press is saying about this company, what the people are discussing in the social media and what other employees are saying (you can use sites such as www.glassdoor.com or www.kununu.com to identify top employers).

 

Ask somebody working there:

Of course, if you know somebody working at this company, ask how REALLY working there is. Take some time with this person and ask him or her about your concerns. Most probably, the concerns of this person are similar to yours, therefore he or she would be able to give you a good insight. If you don’t know somebody working at this company, use resources such as www.linkedin.com to research somebody working there and ask him or her the right questions. Don’t be ashamed to ask. You’ll be surprised how people are much more collaborative than what you might think.

 

Observe by yourself:

Don’t just focus on the job title. If you get to an interview, observe around as much as you can and try to make a good idea of how the company is. How were you received for the interview? How are the formalities of the people? How are the people dressing at the office? Are there open spaces or closed offices? Are the managers in separated offices or are they together in the same areas as the rest of the people? By observing around you will be able to get a very good idea of what would be working there and if this would be the best company for you.

 

Use www.talentese.com:

If the company is already registered in Talentese, don’t miss the opportunity to explore it from the inside, see what real employees say and get a great overview on the company culture.

 

by Talentese Team 15/09/2017

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The future of work: career changes to come

The future of work: career changes to come

by | Apr 26, 2019

No one can be sure about having the same job for years anymore and probably lots of us will have to constantly adjust and learn to make sure we don’t lose our job to a machine. But is the future actually that scary?

About us     Privacy Policy   Terms     Imprint

 

 

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Adapt or Die

Adapt or Die

by | Sep 15, 2017 | Career advice, For Employers, Talentese Team, Team culture, Team culture, Team culture, Team culture, Team culture, Team culture

Adapt or Die

by Talentese Team 15/09/2017

Even if many people seem to don’t like it, the Generation Y (or Millennials) is a reality. By 2020 the Millennials will represent 40% of the workforce worldwide.

The people belonging to this generation are bound together by the fact that they have lived a severe financial crisis, they have been the first to experience a drastic technological change and they are more into a global network than their predecessors.

Now they’re in the workplace, and it should be no surprise that they are working differently too. But too often those different behaviours at work are simply considered as lazy stereotypes.

The (hard) truth is that organizations will have to adapt to it, like it or not, because these people want to work at the most desirable employers. Otherwise they will lack qualified people and they will die.

Inevitably this represents a great challenge for companies and it’s not an easy task, since this change is impacting society in a way barely seen before.

The first thing considered by many companies is to take the jobs that they have open, make them look attractive and use this technique to get people on board. This strategy works in many cases, but usually, a few months after the recruitment, if the company proposition was not authentic, the people will inevitably leave this job, causing damages to the company reputation and a huge lack of engagement to the person leaving the job.

The companies should face reality and start approaching this subject completely different. Millennials don’t just want to have a nice job offer. They look for a whole life experience. And in terms of companies, they look for Millennial friendly companies.

This might be challenging to understand for older generations, mostly driven by strong hierarchies and a culture where people don’t usually express their feelings in front of superiors. But Millennials don’t sit in a desk 10 hours a day pretending to be busy in front of the boss. They tend to see a bigger picture, and they are not shy about telling what they really expect from their companies and their managers.

Last but not least, a recent study conducted worldwide recently published that there is an underlying behavior common to all Millennials: Millennials would like to be their own boss. The companies must understand what this means and act in consequence.

Of course, when working for a company, not everybody can be their own boss, but what companies really can do is to create entrepreneurial cultures within their own organizations to keep people feeling engaged and accountable for relevant projects.

Being your own boss means that you work where and when you want as long as you deliver your job correctly.

Therefore freedom, flexibility and accountability are key words to create the perfect work-life balance really appreciated by the Generation Y.

 

by Talentese Team 15/09/2017

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The future of work: career changes to come

The future of work: career changes to come

by | Apr 26, 2019

No one can be sure about having the same job for years anymore and probably lots of us will have to constantly adjust and learn to make sure we don’t lose our job to a machine. But is the future actually that scary?

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