Does Personal Branding Have Age Barriers

Does Personal Branding Have Age Barriers There are a lot of discussions nowadays about the importance of personal branding for senior level managers. Some professionals who have established careers with many years of experience believe c-level personal branding is only required for the young up-and-coming executive. The truth is no matter where you are in your career and whether you’re searching for a job or not, your personal brand is critical for your career. There are no age barriers with c-level personal branding and here’s why it’s so important. Branding Defines Who You Are Now If you’re actively searching for a job, brushing up your executive LinkedIn profile is a necessity. Recruiters look at LinkedIn to learn about a candidate’s skills and experience, but also to get an idea of who they are. LinkedIn is a perfect platform to demonstrate who you are as a person and as an executive. When a recruiter looks at your profile, they should clearly see what value you could bring to the table and how well you would fit into their organization. This is what c-level personal branding is all about. How Personal Branding Helps Your Job Search Your personal brand will stand out to a hiring manager. Whether you met them at a networking event or reached out to them on LinkedIn, the initial conversation is what will be most memorable. But in order for a hiring manager to know what your personal brand is all about, you have to know how to demonstrate it. Otherwise, they may get a wrong impression of you and your job search efforts will suffer as a result. Companies want to know exactly the type of person they are hiring, so make sure you’re clearly demonstrating what you’re all about. Branding Has No Age Limit Even established executives with dozens of years of experience have to focus on c-level personal branding. Your personal brand does more than just help with a job search. It builds your credibility with others in your industry even if you have no intentions of searching for a new job. No matter how old or young you are, the best business relationships happen when everyone knows what you stand for, including yourself. Professional Resume Services works with executives in various aspects of their career. If you have an executive LinkedIn profile, we can help you optimize it to clearly show your personal brand and potentially increase your number of opportunities in your career. There are no age barriers when it comes to c-level personal branding, and every action you take is a reflection of it. To learn more about how we can help you with personal branding, feel free to contact us at any time.

Good Adjectives For Resume For Students

Good Adjectives For Resume For StudentsGood adjectives for resume for students to apply to all fields of study. When you use the words 'educational'learning', those words are not just for your degree. When you use the words 'discovery'enjoyment', you are referencing a profession or past job that will allow you to spend more time with your family.A great job can also lead to an educational opportunity, and vice versa. For example, an academic job may offer some basic skills that an employer can then tap into, based on previous experience. On the other hand, a career as a data entry clerk may mean that you will get the first shot at that managerial position. Learning about a new field allows you to expand your capabilities and to enhance your resume.The word 'recognition' is also a good adjective for resume for students. A person may have a graduate degree, but without an award or publication, they are hardly considered 'known.' A reader may think that the recipient has received a 'job for life,' but perhaps they were given a grant or a fellowship or they landed a place in a prestigious program.Employers often will judge applicants based on where they grew up, what their parents did, and even what they did at their own house. If your area of learning is something related to those interests, or if you are a trained dog walker, employers will want to know.This also applies to learning for employees. It may not be easy to complete a job if you don't understand everything involved. It may also not be practical to learn all the things that go into a job when you are home with your children.One of the best adjectives for resume for students is 'intermediate.' No matter what your level of education is, you need to have worked within a range of skills. Use the words 'progress', 'excel', 'achieve', and 'wonderful' to describe your education and how it fits into your new role.One of the greatest adjectives for resume for students is 'enjoyment'. A person needs to be able t o have fun with a job. With years of teaching or interning, a person may be burned out, but by keeping themselves amused, they can stay in the industry longer.

How Paul Rabil Launched Premier Lacrosse League

How Paul Rabil Launched Premier Lacrosse League Paul Rabil is an outlier in lacrosse, to say the least. “I would say, yes, it was against the norm,” Rabil, 33, politely acknowledges of his career so far in an interview with Money. He’s being slightly modest. The professional lacrosse player, who’s been widely considered the best in the sport for years and just launched his own league known as the Premier Lacrosse League (or PLL) with his brother Mike Rabil in June, has hit milestones the average athlete can only fantasize about. Now he hopes to transform how the public watches â€" and thinks about â€" a sport once relegated to New England prep schools. How Paul Rabil hit seven figures The hulking 6’3”, 220-pound midfielder has become known as lacrosse’s first “million-dollar man.” After graduating a lacrosse superstar from Johns Hopkins University in 2008 and while playing for various teams in both Major League Lacrosse and the National Lacrosse League (he’s now carrying his stick for PLL), he hit seven figures in career earnings. (He even once notched a world-record 111-MPH shot.) That’s all the more impressive since he made the majority of that money off the field. Pro lacrosse, as a so-called “non-core” sport, notoriously doesn’t pay well. MLL salaries reportedly range from about $10,000 to $25,000, while the average NLL salary is around $15,000. Players naturally look for ways to pull coin elsewhere. Rabil took that idea to another level. “I was the No. 1 draft pick, but my rookie wage was $6,000,” Rabil says of his meager earnings in MLL. “I was aware of the circumstances surrounding pro lacrosse, so I took a job.” Actually, he took several. The Maryland native worked as an investment sales analyst at a real estate company in Washington, DC. He and his brother also launched a line of gyms as franchisees for Snap Fitness. But he was still itching for something more lucrative. “I was at a crossroads where I realized that pro lacrosse wasn’t hitting the mainstream airwaves, though the opportunity to communicate with our audience was unlike any other time via social media,” Rabil says. With an interest in marketing, he started selling himself with accounts on Facebook, YouTube, and the then-new Twitter and Instagram. They took off. (He now has about 350,000 followers on Instagram.) “That led to me getting my first endorsement deal, which was with Under Armour, and then I got an endorsement with Red Bull. Those two cash injections,” among other deals he’s made with big brands like New Balance, he says, “gave me runway to leave my job in real estate and focus full-time on professional lacrosse and entrepreneurship.” The ‘frugal’ road to moguldom Courtesy of Premier Lacrosse League Unlike many pro athletes who suddenly see a flood of dollars coming their way, Rabil didn’t go out and spend it on flashy cars. Instead, he explains, he “re-invested a lot of it” into projects like the gyms he and Mike opened. Rabil also started instructional clinics and has put his own money toward startups including Whistle Sports and Muzik. “We grew up in a pretty blue-collar household, and our parents instilled a lot of frugality into how we go about our day-to-day, so that’s something that I’ve carried on as an operator. “I think at an early age it dawned on me that if I were lucky enough to find a career as a pro athlete, I needed to be mindful of any short-term earnings and try to extend them into longer-term opportunities,” Rabil continues, adding that when he does splurge, it tends to be on travel (he’s on the road half the week) and nutrition, “which can become expensive.” His biggest bet yet may be PLL, which competes with other pro lacrosse leagues that already get little attention on TV. Harnessing his digital-savvy experience and Mike’s business and consulting background, they’re taking inspiration from everywhere possible in the industry â€" major leagues, individual sports, even WWE â€" to develop an audience lacrosse hasn’t yet seen. “We think we have the right strategy and recipe,” Mike says. “Paul puts his whole self into everything. I became frustrated as an older brother with how much effort he was putting in and how low the returns were,” Mike adds of PLL’s founding. “It was more opportunistic than anything else. It was about building something better and rewarding the people who have invested in lacrosse.” In fact, initially, PLL wasn’t supposed to be a new league at all. “I said, ‘Let’s just go buy [MLL],’” Mike remembers. “We were never taken very seriously, so then we got to a place where we decided to build it on our own.” As for how Paul keeps expanding his empire while making unbelievable plays â€" that’s a bit more complicated. “I’m struggling,” he laughs. “You keep a really diligent calendar and prioritize what I term non-negotiables: sufficient sleep, sufficient nutrition, and a sufficient and consistent workout routine. I know that if I can get those three in every day, I can allocate the rest of my bandwidth to other endeavors that I have interest in.” He encourages other up-and-coming athletes, especially ones who aren’t cashing NFL-sized checks, to do the same. “First, make sure you’re putting in the work so you can perform at the highest level. But then try to think outside of the box. Align new opportunities with your interests,” he advises. “There are ways that athletes can generate income off the field in a way that has never been seen before.”

Dont Let Workplace Rejection Get You Down - Work It Daily

Dont Let Workplace Rejection Get You Down - Work It Daily Did you recently get passed up for a big (or not so big) promotion? Did you ask for something at work and were flatly turned down? It happens â€" to all of us at some point. Things do not always go your way, and rejection is part of life â€" all aspects of life â€" both personal and professional. How you handle workplace rejection can serve as the cornerstone for short- and long-term success. It’s time to ‘man-up,’ as they say! Related: 3 Reasons Why The Other Guy (Or Gal) Got The Promotion Of course, nobody wants to be rejected. But if and when it happens, you should take the bull by the horns, as it were, and use the experience and opportunity to pursue other things, learn from the experience, and, of course, try again. FACT: The Rules In This Game Are Different You are worthy and can recover from rejection in the workplace. They don’t say ‘it’s just business’ for nothing. The rules of engagement are different in a professional environment than any other. While you might be angry and upset, this is the time to take stock of the situation, evaluate your feelings, and put some perspective around things. Now is the time to review your past performance and identify areas for improvement. You can use this as an OPPORTUNITY instead of feeling sorry for yourself. It's Over - Move On (But Get Focused First) Evaluate situations to make measurable improvements. In doing so, you will find there is always an area (and sometimes more than one) that you can change. Maintaining a positive and proactive attitude will allow you to quickly recover, move on, and set new goals. The renewed focus will serve to improve your feelings about the situation and take corrective action. You are your own worst enemy. Make new plans and goals and don’t dwell on situations that cannot be changed. Attitude is more than 90% of ensuring you recover gracefully. The sooner you come to terms with the situation you will be in a better position to make changes to ensure future success. As the saying goes ‘life is not a spectator sport’ and professional growth, or lack thereof also falls into this category. Package up the anger and resentment you might be feeling and toss it out the window. There is a definite sense of liberation when you can come to terms with a situation and move on. Regroup and start anew. No Excuses! Build Your Next Plan Of Attack Create your strategic plan; establish your goals and work toward positive improvements that will generate the results you desire the next time. Overall, the decision to move beyond the situation is yours. Your effective (or lack thereof) handling of the matter will set the tone for future performance. You can control your career as well as the ups and downs that come with performance expectations. What to do now? Determine Your Mission Establish Objectives Set Your Course of Action Implement Your Plan Maintain and Enhance Your Skills and Knowledge Achieve career success! This post was originally published on an earlier date. Related Posts 7 Reasons Why You Lost That Promotion 6 Ways To Position Yourself For A Promotion How To Be The Employee Your Company Wants To Promote   Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!

4 Examples of Outdated, Counterproductive or Bad Career Advice

4 Examples of Outdated, Counterproductive or Bad Career Advice 4 Examples of Outdated, Counterproductive, or Bad Career Advicebedrngnis all career advice is created equal.Since weve been old enough to make our own decisions, our closest relations have offered advice on nearly every topic. It seems like there is no end to the constant opinions offered to us. People may feel the need to advise us. This doesnt mean we have to take it to heart.Career advice is no different. Our colleagues, family, and friends will inundate us with more recommendations than a Presidential Advisory Committee. While family and friends have good intentions, you may be better served opting to follow expert career blogs and information columns online. Theyll have more relevant information than Aunt Mary or Uncle Fred. However, be discerning in the advice you follow no matter what.1. Summer and holidays are terrible times to look for a jobFollow this bad career advice and youll be out of a job. There isnt a tim e for abandoning your job search. Whether youre comfortably employed or actively searching for work, treat every moment and opportunity the same. Dont turn a blind eye to any job listing or company. Besides, summer and holidays are just as good a time as any to look for careers.Fact Summer jobs and holiday hiring freezes may slow down the industry, depending on your sector and position, but there are no periods when it stops altogether. Hiring managers take this time to fill positions they may lose with the coming New Year. Plus, large holidays reap big temporary hiring opportunities. Many retailers, manufacturers and delivery companies hire seasonal labor to fill their increased demands. CoolWorks lists seasonal and summer jobs. Bonus many of their locations are top-level vacation spots.2. Your resume can only be one pageOkay, obviously, shorter resumes are better. Or are they? Resumes rarely go over two pages. And the more information you cram into your document, the less likely a nyone will read it. On the other hand, shorter resumes send the katechese you have no skills, experience or achievements. In other words, both long and short resumes kill your chances. Candidates with less than ten years of experience should do everything in their power to keep their resume at one page. The only reason to go over two pages is for executive positions requiring more than traditional experience and professional development.Fact Most hiring managers discard resumes they cant understand within six seconds. Without reading the career summary and job descriptions, hiring managers want to scan the titles, headers, bullet lists and job positions. They are looking to understand the candidates basic qualifications, without reading the entire resume. TopResume offers free resume critiques to see if your resume passes the 6-second test.3. Your titelbild letter cant be imaginativeInnovative thinkers and creative minds need to show hiring managers they can bring something to the t eam. A cover letter doesnt have to be a dry, conservative correspondence. Save second person, professional and conservative descriptions for the resume. The cover letter is a place to anzeige your personality and inner strengths. Keep in mind, youre not writing a fictional story. Its okay to be imaginative and creative. Just dont forget to be professional. This is a job application. Not movie night with your best friends.Fact Hiring managers see enough dry, boring cover letters. They want an introduction, not another regurgitated, condensed resume or summary. Use content that makes the hiring manager smile.4. Hide your weaknesses, or disguise them as strengthsHiding your weaknesses is one thing. Changing them into strengths, well, thats called lying. Remember to err is human. Hiring managers realize we all have some weaknesses. After all, no one can be perfect at everything. And, no, were not telling you to advertise your weaknesses. But dont cover them up by calling them something theyre not. On a resume and cover letter, remove your weaknesses and replace them with actual proven strengths. In an interview, explain how you overcome weaknesses.Fact Avoid embarrassing moments in the interview by having to reveal your worst weaknesses. Volunteer some small weaknesses and provide examples of how you overcame them. This goes a long way in showing the hiring manager you take ownership of faults and think fast on your feet.Recovering from mistakesIt happens to the best of us. We strive to improve our careers, look for ways to move up the ladder and, boom, bad advice knocks us down a few pegs. Making a mistake is easy. Recovering from the blow, well, it takes practice. The first, and possibly most important step, is to take ownership of whatever you did wrong.Failing to take responsibility is a red flag. Employers will respect a team member who admits their wrongs, takes immediate steps to fix the herausforderung and leaves the situation with a new lesson and set of skills. Liars, on the other hand, are shown the nearest exit. Also resist the urge to place blame on others, even if it truly was their fault.Want to see how your resume stacks up? Try out our free critique todayRelated Articles

The Fight Against Writing a Resume Working at a Restaurant

The Fight Against Writing a Resume Working at a Restaurant A professional resume writer knows what Hospitality recruiters are searching for and will make certain that all the important information is contained in your resume. Make an application for a restaurant managers post in such a manner a recruiter cant reject your resume at all. The Unexposed Secret of Writing a Resume Working at a Restaurant If you dont have an experience in the restaurant geschftlicher umgang but experience elsewhere, attempt to relate your previous positions to the job available. Very good understanding of the work description of the specific restaurant manager position that you want to obtain will allow you to compose a resume bearing the fruchtwein suitable set of skills, qualifications, and expertise so that your resume will attract the hiring manager. Your new position for a restaurant manager will undoubtedly require that you carry out a range of technical and administrative tasks. An effectiv e restaurant manager resume ought to be targeted at the specific employer you would like to work with. Its a fast and easy method to place the cherry in plus-rechnen to your resume. Line cooks are a few of the hardest-working, most humble and honest individuals in the working world. At the close of the day its about making those who visit your restaurant happy. Key Pieces of Writing a Resume Working at a Restaurant Spend some time matching your qualifications to the job to make sure youre including the ideal key terms and techniques. Possessing a brief statement or overview at the start of your resume is a good way to demonstrate your abilities and experience and show the hiring manager the value you will bring to the position. Avoid paragraphs, and make certain to write in present tense for any jobs which youre currently working. Writing your first resume may appear like a daunting endeavor. A simple resume template is going to be your very best bet. Its important to pic k a font and font size thats legible and leaves enough white space on the webpage. Pick the most suitable font and size. Locate a resume template which suits your taste. Choosing Writing a Resume Working at a Restaurant Google, for instance, received about 20,000 resumes each week. A complete, well-designed waiter resume resume is vital so that you can find that call for a last interview.

These 5 Analytics Will Take Your Online Interviews to the Next Level

These 5 Analytics Will Take Your Online Interviews to the Next LevelHiring pros are always on the lookout for the most effective and efficient hiring strategies. In fact, 62 percent of companies believe that following the latest hiring trends and using modern tools are very important for growth hiring, according to our 2018 Growth Hiring Trends in the United States. One of the trends our respondents are excited to use this year is online bewerbungsbewerberinterviews. With 31.2 percent sharing that they are considering using online interviews in 2018, its time to focus on taking them out of the tool category and adding them as a strategic step in the hiring process. But doing this wont magically happen overnight. To further improve online interviews, the appropriate data must be analyzed. By understanding whats working, what needs improving, and what should be cut immediately, youll find your team making faster and smarter hiring decisions. Heres how you can pair analytics with your o nline interviews to streamline the hiring process Analytics to Monitor1. Time to fill the positionTime-to-hire doesnt just impact your budget and in-office sanity. Its affecting who stays in your talent pipeline and the quality of candidates filtering through to your interview process. Understanding how long it takes, to fill positions is a great place to start. However, take that measurement a bit further and break apart your strategy into smaller chunks. Consider these questionsOne-way interviews can save time and increase candidate satisfaction. Thats why its critical to assess if youre offering them the most streamlined and efficient process possible while still giving them enough time to provide quality answers. Once youre confident the quality of responses isnt going to be negatively impacted by your efforts to improve time to hire, you need to consider the time-to-hire analytics controlled by the hiring manager, such asGetting a feel for candidates personalities and goals is essential. But if hiring managers are fast-forwarding through long, rambling answers, allowing candidates less time per answer will encourage clear and concise responses. Additionally, analyze if your team is getting through a feasible number of interviews per day. If you have a large team, its tough to fit multiple interviews in around everyones schedules. Remember, online interviews are flexible. You can record, take notlagees, and share with your entire team. So if collaborating in real-time is holding you back, dont be afraid to compromise by allowing some teammates to assess a candidates interview after its conclusion. 2. Cost per hireGoal number one hire the best employees possible. Of course, this should always be your number one priority. However, if youre not assessing the bottom line, the hiring process could put your entire company at risk. Thats why its critical to understand how to make online interviews work best for your team. To do this, analyze where you lose the mo st money throughout the entire hiring process. This could range from time spent in the early stages of conducting phone interviews, to paying for travel expenses during first or second round in-person interviews. After implementing online interviews for a quarter, reassess to see how much money youve saved by using the process and make further adjustments, as necessary.Reassess your onlineinterview process quarterly to keep improving cost per hire.Click To Tweet3. Application completion rateBoth one-way and live online interviews are meant to enhance and simplify the candidate experience. If youre not careful and conscious of the candidate experience, you may be making it a daunting task. Overcomplicating questions, having multiple steps, and involving too many people are just a few ways to force quality candidates out of your funnel. Find out how your online interviews are working for you by checking out the application completion rate. If candidates arent fully completing one-way online interviews, see where theyre dropping out. Is it after a specific number of questions, after theyve been interviewing for a similar amount of time, or even after the exact same question? If youre not finding a problem directly in the one-way interview process, look to see how many people move on to the next step. By seeing exactly where candidates are dropping out of your online interview process, you can modify your process to increase your completion rate and enhance the overall candidate experience. 4. Candidate experience Analytics should never be limited to in-house numbers. Dont forget, todays job market puts the power in candidates hands dont let them use it against you. Find out what candidates like, dislike, and want to see in your online interviews. Get inside candidates minds by hosting a post-interview survey. Be sure to ask them questions directly related to both the online interview process in general and yours specifically. For example After gathering the cand idates feedback, you need to dig in even deeper to the analysis. Find out how different roles and role levels react to the virtual process. You may find one style of online interview improves the candidate experience for entry-level positions, but not for management or executives.Get inside your candidates mind with post interview surveys.Click To Tweet5. RetentionAccomplishing your ultimate goal of creating the most productive, well-oiled recruiting process is only possible if youre able to retain the employees you hire. Unfortunately, when you lose just one employee, it costs about 50 percent of that employees annual salary to replace them, according to a GA Partners analysis.Measure retention by comparing those who were hired by online interviews and those who werent. Then assess if a person is leaving or was terminated due to lack of skill and/or cultural fit. This guides you to understanding if your current online interview process is effectively uncovering how well an employee will fit with the company. What analytics do you use to monitor your online interview process? Let us know