Due to our group of fantastic builders, we’re proud to announce our newest product launch! Our group has been working across the clock to deliver new options to our prospects.
Try among the nifty new options coming to a pc close to you.
Textual content Message (SMS) Reminders
You’ll now be capable to ship textual content message, or SMS, reminders to registrants of your occasions. With an ever-increasing variety of customers becoming a member of Brazen occasions from their cellular units – these reminders assist you to attain your contributors the place they’re: their telephones!
Textual content reminders might be configured on an event-by-event foundation. When enabled, an non-obligatory cellular quantity subject can be added to your occasion’s registration type. All registrants who present their telephone quantity and opt-in to receiving notifications will obtain a textual content 30 minutes earlier than your occasion reminding them to log in. Study extra about setting this up in your subsequent occasion.
That is our first automated textual content reminder, and we’re excited to watch the efficiency and stay up for seeing how this positively impacts occasion attendance for our prospects.
“It was a pleasure chatting with you, thanks very a lot for sharing your expertise with me immediately!”
We’ve all been there — you’ve got a terrific dialog with somebody you meet and proper after your chat wraps up, you’ve got one last thought!
After the timer ticks right down to zero and your chat ends, attendees of your occasions will now have the choice to ship one extra message, or last thought, from the ranking display. Sort in a brief remark within the textual content field earlier than clicking “Completed”.
Nice examples of ultimate ideas may be thanking somebody for talking with you earlier, answering a query they despatched on the tail finish of the chat or any extra tidbit of data you assume could be useful to share.
Last ideas will present up each as a notification on the backside of your display in addition to in your chat historical past.
However that’s not all, people!
Listed below are a couple of smaller, however excessive influence product enhancements:
- Go forward, change the occasion time— To assist in giving extra flexibility to our prospects throughout occasion set-up, you’ll now be capable to change the time of your occasion after it’s been scheduled. In case you change an occasion’s time, you’ll even have the choice of notifying anybody who’s already registered.
- Lengthen an occasion that’s in progress — You’ll now be capable to prolong the time length for occasions in progress. Whereas occasions must final greater than 30 minutes and fewer than 6 hours, this may enable our prospects to make modifications whereas an occasion is in progress. It is a piece of suggestions we’ve lately heard from prospects and we’re joyful to ship an answer.
We couldn’t be extra excited to share these updates! In case you’re occupied with studying extra, we suggest testing our detailed product launch notes.
Keep tuned for added updates from us sooner or later — we’ve got quite a bit in retailer for our prospects in 2017.
The admissions course of includes much more than simply looking at an applicant’s educational information and accepting college students with the very best marks. As an admissions officer, your job is to determine the scholars who will turn out to be the most effective professionals of their fields. In fact, you’re additionally in search of people who will naturally match into your campus tradition.
William R. Fitzsimmons, Dean of Admissions and Monetary Assist at Harvard School, explains that the admissions workplace has a easy objective: to appeal to the most effective college students to the school. “Many individuals imagine ‘greatest’ must be outlined by standardized exams, grades, and sophistication rank, and it’s simple to know why,” he says. “Whereas we worth goal standards, we apply a extra expansive view of excellence. Take a look at scores and grades supply some indication of scholars’ educational promise and achievement. However we additionally scrutinize functions for extracurricular distinction and private qualities.”
He additionally talks a couple of pupil’s mental creativeness, energy of character, and their potential to train common sense. This begs the query: What precisely ought to admissions officers search for in potential college students? Educational potential is a crucial issue, nevertheless it’s not every thing.
Listed here are 5 classes to consider when assessing candidates outdoors of their grades:
1. Potential for development
A pupil’s achievements are greater than an intensive checklist of initiatives and extracurriculars they took half in. Achievements present a pupil’s potential for tutorial and private development. For those who can see how a lot they’ve stretched themselves past the curriculum, you possibly can inform they’re go-getters within the classroom.
Seek for college students who embrace a development mindset, the place they imagine their basic skills might be developed by means of dedication and onerous work. The admissions essay is an ideal instance. Right here, a candidate will inform you the place they see themselves in 5, ten, or twenty-five years. Sturdy candidates will present targets that present how they plan to leverage their extracurriculars in direction of these future targets.
2. Management capability
Management can occur in any respect ranges. College students are by no means too younger to exhibit initiative and management abilities. If you’re taking a look at extracurriculars listed in functions, search for depth as an alternative of breadth.
Faculties usually search for well-rounded college students, who’ve a robust educational document and are concerned in a myriad of actions outdoors of the classroom. The issue with the well-rounded methodology, nevertheless, is that it’s closely based mostly on standardized check scores, GPA, and extracurriculars. The end result can usually be a dry analysis of a candidate that doesn’t mirror the coed’s ardour. Typically, what you’ll discover are college students who know that schools need well-rounded candidates, in order that they’ll unfold their efforts throughout a number of extracurricular actions with out making a critical dedication to any explicit one.
Search for college students whose hobbies, part-time jobs and summer season actions mirror a singular ardour. Typically, it’s college students who keep dedicated to some actions who’ve higher potential for management abilities.
three. Particular skills
A pupil’s GPA doesn’t inform you how effectively the scholars are going to contribute to the group. Positive, they’ll have the ability to deal with the tutorial curriculum, however will they make a optimistic impression on the college group?
Search out college students who’ve an incredible educational document, however nonetheless make investments their time in sports activities, artwork, writing, analysis, and different pursuits. A pupil who sends a portfolio of authentic pictures or features a hyperlink to their weblog within the functions is value exploring. Maintain a watch out for people who supply one thing particular, like Freddy Mendoza, who gained himself and a entire staff of soccer gamers scholarships to Silverlake School.
Letters of suggestions supply distinctive perception right into a pupil’s contributions that may’t be present in the remainder of an utility. These days, you possibly can simply discover the coed has left an incredible impression while you see an anecdotal letter of advice, one which’s filled with real-life tales the place the applicant has stood out.
These letters mirror the coed’s maturity, private values, humor, self-confidence and talent to attain targets beneath strain.
A really sturdy and personalised letter might also reveal the the explanation why the coed hasn’t achieved too effectively in a specific class. Perhaps they’ve a incapacity, or they had been going by means of tough occasions, or they simply moved, or they had been sick for a lot of the semester. Take these factors into consideration.
An utility reveals extra concerning the particular person’s character than they understand. The tone they use of their private essays, their mental curiosity and the tales they select to inform are all indications of how they’ll contribute to the classroom and the group. Character additionally comes throughout throughout in-person occasions, reminiscent of campus visits or interviews.
As you’re assessing this 12 months’s candidates, ask your self: are you able to see this particular person getting alongside along with your present college students on campus? Are they a staff participant? You wish to hold a watch out for these college students who match proper into the expertise your group is striving to supply. Furthermore, you need them to profit from the tradition and values you stand for.
Subsequent time you discover a candidate who has all of the qualities you wish to see, however not essentially the stellar standardized check rating, take into consideration giving them an opportunity. What they lack in check scores, they simply might make up for in character.
Eva Wislow is an HR skilled and profession advisor at Careers Booster resume writing service. Eva has a level in Psychology and he or she focuses on serving to individuals obtain their most bold profession targets.
For individuals who will not be acquainted, the OnRec Recruitment Awards Ceremony is likely one of the largest within the on-line recruitment trade. This present celebrates the trade’s success, progress, innovation, expertise, and achievements — which is why we’re excited to announce we’re a finalist for OnRec’s 2017 Technical Innovation Award within the Worldwide Provider class! This award has been beforehand received by Inquiry Administration Software program (2016), Amris eRecruitment (2015), and JobDiva (2014).
It’s an honor to see our firm within the ring with so many different modern recruitment manufacturers. Whereas Brazen has been a pacesetter in HR know-how innovation since its founding in 2008, we’ve put numerous work into our ground-breaking, versatile occasion platform that helps organizations host main networking and recruiting occasions.
Our latest innovation, a patented and trademarked Sensible Queue™ know-how, is likely one of the many the reason why we consider we’ve made it to the finalist spherical for this award. Sensible Queue™ helps our chat software program join certified candidates to the hiring managers/recruiters which are most probably to be inquisitive about them — making on-line hiring occasions extra productive for everybody concerned.
Winners might be introduced on the London-based awards ceremony on March 9, 2017. Keep tuned or study extra about OnRec.
Well-liked recruiting articles
Methods to Recruit for Potential, Not Simply Credentials
Wish to rent a famous person? Know what to search for!
6 Advertising Habits That Will Make You a Higher Recruiter
Feeling caught in a rut? Don your marketer’s hat for the day
Why is Variety Necessary in Hiring?
“Power lies in variations, not in similarities.”
7 Recruiting Quotes That Will Encourage You
I get by with a little bit assist from these quotes.
6 Obstacles Between You and Higher Hiring
What’s standing between you and higher hiring outcomes? In all probability these 6 issues…
The Chat Revolution: A Recruiter’s Information [Infographic + Ebook]
2.5 billion persons are utilizing chat messaging to speak. Is your organization following swimsuit?
In consumer expertise, small issues could make a massive distinction. The Brazen staff has been onerous at work on updates that make the platform simpler and extra enjoyable to make use of for extra individuals.
Right here’s a listing of the thrilling updates now obtainable:
These enjoyable, light-hearted photos specific a wide range of emotions in ways in which textual content alone simply doesn’t. The reality is: they’ve discovered their manner into our each day lives and so they aren’t going anyplace! Whether or not you’re offering resume suggestions or hoping to seem extra approachable in your subsequent on-line networking occasion, emoji are a good way so as to add that further little bit of persona right into a dialog. 👍
At this time, we’re happy to introduce a revamped, educational slideshow for individuals of your on-line occasions. We’ve revamped the content material — making it extra welcoming and educational than ever earlier than.
New Touchdown Display Backgrounds
A clever man stated, “an image is price a thousand phrases.” We’re happy to offer seven new fashionable photos so that you can select from when constructing your promotional touchdown screens. (You may as well use these photos in cubicles!)
Obtain a .ZIP of all Registrant Paperwork
This lets you obtain a zipper of registrant paperwork (resume, cowl letters, and many others) in a single fell swoop. Whereas this will appear minor, resumes are the most well-liked time of uploaded file and we all know making them simpler to obtain directly could be a giant distinction to our customers.
Revamped Educational Emails to Representatives
We up to date the occasion reminder emails despatched to Representatives of your occasions, in order that they current a sequence of steps to take earlier than an occasion takes place. We’re happy with the progress right here and are assured these revamped emails will go a good distance in getting Representatives up-to-speed.
P.S. Resumes Not Required on New Templates
Whereas a resume can go a good distance, you definitely wouldn’t need it to maintain somebody from registering on your subsequent on-line occasion. Generally that’s the straw that breaks the 🐫’s again.
Transferring ahead, new templates for open home and expo occasions is not going to embody an ‘add your resume’ requirement.
Like what you see or have an concept for our staff? Depart us a remark under or drop us a line and tell us how these product updates are understanding for you.
Creator of the well-known 7 Habits of Extremely Efficient Folks, Stephen R. Covey as soon as mentioned, “Energy lies in variations, not in similarities.”
This maxim is particularly true within the office. Based on a 2015 McKinsey research, numerous corporations carry out not less than 35% higher than their homogeneous counterparts. Not solely is a useful to your backside line to recruit a various staff, it’s frequent sense in our growingly numerous nation.
Analysis has predicted that by 2050, Caucasians will now not be the bulk in America. Due to the growing charges of immigration and interracial marriages, the rising era would be the most tolerant and racially numerous within the historical past of our nation.
Likewise, it’s changing into an increasing number of crucial that corporations guarantee an equal illustration of feminine management within the office. Whereas ladies maintain a slim majority within the American workforce, solely 16.9 % of Fortune 500 board members and four.6% of CEOs are ladies. Analysis exhibits that corporations who promote ladies to the C-suite even have a aggressive benefit, with a 66% enhance in return on invested capital amongst different outcomes.
Since 73% of all family spending within the US is managed by ladies, chances are high elevated feminine management is an actual market benefit to your firm as nicely. This could possibly be why female-friendly corporations outperform the competitors by 53%!
Nonetheless not satisfied? Try our useful infographic about the advantages of range in hiring beneath.
“Although she is however little, she is fierce.”
Shakespeare might not have been speaking about startups, however he would possibly as effectively have been.
Startup tradition has come a good distance because the notorious Web Growth, but it surely continues to lure the perfect and the brightest away from extra established mega-corporations. In accordance with Forbes, presently 47% of millennials work in firms with lower than 100 staff. The very fact is, millennials are flocking to startups. Why?
Startups are thrilling. They’re an opportunity to create one thing completely new and, hopefully, get wealthy off of it. Employees love the concept of doing work they know is meaningfully contributing to an organization. Startups symbolize a freedom from forms and crimson tape and all the issues that too typically stifle innovation.
There are good causes that your high expertise is drawn to startup life, however that doesn’t imply that you simply’re out of luck as a big firm. What if there was a technique to embody the attraction of a startup, whereas nonetheless using the sources and alternatives of a bigger group?
The Chat Revolution: A Recruiter’s Information to Chat-Based mostly Recruiting [EBOOK]
Observe these three tenets to be extra like startups within the areas the place they excel and, lastly, cease the mind drain:
1. Keep Nimble
At a bigger firm, executing on new concepts shortly may be tough with so many cooks within the kitchen.
Due to their lean dimension, startups have the power to be progressive and agile, giving them a transparent pivoting benefit. However typically, being younger and small makes it tough to have the funding to see new tasks by way of.
As a big firm, use your sources to your benefit, however don’t let having giant groups hinder your progress and progress.
Take Google for instance. Though they’ve over 57,000 staff, they break up their firm into smaller, agile teams, seeing success by consistently innovating and outperforming the little guys. Google is ready to embrace the advantages of staying nimble, in addition to make the most of their sources as an enormous firm to their benefit.
With this in thoughts, take into consideration highlighting for potential candidates methods your organization encourages communication in smaller groups and embraces new concepts. This fashion, you’ll appeal to these high expertise innovators who really feel they’ll have a spot to shine at your organization.
2. Keep away from Routine
What’s the one phrase that may cease innovation in its tracks?
“We’ve at all times carried out it this fashion.”
It may be straightforward to get misplaced in a sea of custom for firms with a protracted custom of success and hundreds of staff to point out for it. In an effort to keep aggressive, nonetheless, you will need to proceed to innovate.
Startups appear to have it simpler relating to falling into routines. All the things is new, so that they don’t wrestle with making an attempt to tug themselves out of custom. Borrow this mentality, and by no means query a brand new thought as a result of it’s out of the norm.
Don’t let your numbers and routines be your downfall. What’s the level of progressive, contemporary thinkers, in case you aren’t going to allow them to change issues? Rent people who find themselves prepared to shake up the established order, and make it apparent to them within the hiring course of that they’ll have that chance.
three. Put money into Firm Tradition
Typically instances staff will depart large firms to get away from the forms of extreme approvers. 58% of millennials prioritize firm values greater than precise pay. Which means candidates are caring much less about pay, and extra about firm tradition.
Perks past compensation have gotten more and more essential to candidates. Among the most widespread advantages embrace maternity/paternity depart, prolonged PTO, firm glad hours, limitless snacks, and catered lunches. Candidates need to know that they are going to be handled effectively and valued in methods aside from their wage.
Small firm tradition is commonly stuffed with power, productiveness, and significant day-to-day work. Startups are praised for the close-knit group atmosphere that staff crave. As a big enterprise, firm tradition may be simply neglected and misplaced within the sea of staff. Don’t let that occur.
Corporations will at all times have a tradition. It’s your job to information that tradition to your benefit, to create a work atmosphere that candidates will flock to.
Be sure that your staff really feel valued by selling work/life steadiness within the workplace. Sponsoring an organization glad hour or company-wide occasion is a straightforward technique to let staff know they’re valued, and can improve workplace morale.
Win the “Conflict for Innovators”
By implementing smaller, agile groups, eliminating extreme approvers on tasks, getting out of a bigger firm consolation zone, taking an opportunity on breaking your routine, and making a “small enterprise” really feel in a big firm atmosphere, your organization shall be well-armed for battle within the “conflict for innovators.”
Does your company embrace any of those “startup mentalities?” Hold forth within the feedback!
With job hopping at an all-high and millennials (adults ages 19 to 35 in 2016) make up the largest share of the workforce, it’s extra vital than ever to rent nicely. A single dangerous rent can price upwards of $50,000 in misplaced productiveness and coaching.
How do you make sure you don’t make the pricey mistake of hiring a lackluster worker? Rent for potential and never simply credentials.
Most firms have a tendency to rent for expertise and competence, also referred to as “competence-based hiring.” However in a quickly altering enterprise local weather, this strategy is not enough. It’s more and more vital to focus not simply on the hires who have already got the fitting expertise, however on those that have the best potential to be taught new and evolving expertise.
Obtain our free book to discover ways to optimize your hiring course of for 2016’s candidate-driven market.
In keeping with Argentinian creator and international professional on expertise and management Claudio Fernandez Araoz, potential is the “capability to adapt to and develop into more and more advanced environments.” On this 2014 HBR interview, he brilliantly explains why the way forward for expertise is rooted not in additional expertise and credentials, however slightly in additional potential:
Nice organizations lately make investments possibly much less cash on expertise administration, however extra selectively. So first, they establish these excessive potentials, which have this better capability to be taught. After which, they make investments way more in them.
So how do you acknowledge potential in candidates in a approach that’s actionable and scalable? Are there clear indicators indicating that one candidate clearly has extra potential than one other, or do you simply guess in your instinct, make a wild guess, and hope for the perfect?
Listed here are some methods savvy recruiters can look past the attraction of credentials and discover ways to recruit for potential:
Search for outcomes, not simply descriptions of experiences.
One of the highly effective methods of differentiating candidates from each other is to have a look at outcomes. Should you look fastidiously, most resumes are fairly generic, skimming the floor of basic job obligations. As a substitute, search for resumes during which candidates truly describe the outcomes they’ve obtained, and the way their work served their groups, firms, and trade at giant.
What you need to see at this level is ardour and drive, in addition to a dedication to outcomes. So search for vibrant phrases and adjectives as nicely, which present a possible worker’s persona and dedication by means of their phrases.
Assess the candidate’s degree of curiosity.
In keeping with analysis from international govt search agency Egon Zehnder, curiosity is one in all 5 hallmark qualities indicative of excessive potential in potential workers. Curious workers be taught rapidly and discover higher options due to their insatiable curiosity of their environments.
When interviewing for a place, search for candidates who present indicators of “coachability.” Ask questions to find out whether or not they have a confirmed dedication to self-improvement, are lifelong learners, and know how you can be taught from their errors. Beware of somebody who isn’t asking any questions, or is simply inquiring about generic areas of the corporate or place. Look as a substitute for candidates whose questions go past the place to the corporate’s values and mission. These candidates usually tend to be your curious, big-picture thinkers.
Probe extra deeply by asking the fitting questions.
Some questions will encourage extra info from a candidate than only a rehash of their resumes. Ask questions in regards to the strategic course of the candidate’s profession, in addition to the place they see themselves as a part of a corporation and trade. Listed here are a number of examples of probing questions:
- What private expertise do you have got? Inform me a few time whenever you’ve needed to take accountability or apply sure important expertise.
- What plans would you have got for this division in the event you obtained employed?
- How a lot are you aware about our firm? What current occasions regarding your trade do you are feeling would have an effect on your function right here?
Take Them Out of Their Factor
It’s one factor to evaluate a potential worker’s expertise. Figuring out how a lot potential and ambition they’ve is a completely totally different ball sport.
So change the sport! Invite the candidate to an organization or trade occasion specializing in skilled growth. These desperate to be taught extra, develop their expertise and get extra concerned will seize the prospect instantly; whereas these with decrease ranges of ambition might not. It’s additionally an amazing alternative to witness the candidate’s management expertise at work!
Within the fashionable enterprise setting, potential and ambition are of extra significance than ever earlier than. Don’t make the error of specializing in simply credentials and lacking out on your organization’s best-fit leaders. Observe the above hiring habits to carry your recruiting playbook into the 21st century.
Do you have a tendency to rent for credentials or potential?
Solange Lopes is an creator, blogger and CPA. She writes about profession and way of life subjects for girls at work in her weblog The Company Sister (www.thecorporatesister.com). She’s the creator of The Company Sister’s Information to Taking Again Management of Your Profession: 7 Steps to Reclaiming Your Work.
In immediately’s aggressive job market, many firms are trying past wage and advantages to face out to prime candidates. Prime-tier firms like Google and Apple have revolutionized the perks that workers get pleasure from in an effort to appeal to and retain their elite workforce — providing workers all the things from limitless day without work to free automotive upkeep. One firm even presents free scuba classes!
However what perks actually matter to workers?
Whereas your organization could not have the implies that Google has, you’ll be able to provide the worker perks that take advantage of distinction of their job satisfaction profession development. Listed here are just a few options:
Encouraging wholesome life amongst workers makes nice enterprise sense. Except for salaries, worker healthcare tends to be an organization’s greatest expenditure, so it’s in an organization’s greatest curiosity to have wholesome workers. In line with the Wellness Council of America, an organization sees a $24 return for each $1 invested on “Wellness” packages.
At SolidProfessor the place I work, we’ve got carried out wholesome residing initiatives like a weekly yoga class with 85% worker participation. After yoga, SolidProfessor workers report feeling extra relaxed and energized.
We additionally upgraded to adjustable desks that can be utilized as standing desks. One SolidProfessor worker even works on a treadmill to maintain energetic and engaged. Firm perks like fitness center memberships, therapeutic massage remedy, or ergonomic chairs and keyboards can go an extended option to retaining workers glad and wholesome.
Compassion and Respect
Easy ideas like treating workers with compassion and respect can so usually be neglected. Maybe most of all, workers must really feel their employer is listening to them. Making it clear that you just worth your workers, their concepts, and suggestions can’t be underestimated. Schedule “Suggestions Conferences” the place workers are free to supply options to their supervisors and managers. Maybe create a committee, composed solely of workers, whose sole function is to make your organization an excellent place to work – with the assist and blessing from the powers that be.
We’ve created a “Tradition Committee” right here at SolidProfessor, and so they have been instrumental in planning enjoyable social occasions, making options for enhancements across the workplace, and serving because the “voice” for workers to really feel that they’re being heard. It has labored wonders inside our firm. One of the best half is, compassion is contagious! Whenever you care about and take heed to your workers, that very same sentiment is mirrored again to you and repeated amongst others — thus serving to all the firm.
Alternative and Studying
The most effective methods to maintain your workers is by offering them a chance to advance themselves. Encourage ongoing studying growth. Present workers with the assets they should enhance their expertise. Enable your workers to take courses to assist them develop of their function — on-line studying generally is a value and time efficient option to study new expertise.
Present a transparent path for development, displaying workers that by working onerous and performing nicely, they are going to be rewarded. Nothing will be extra demoralizing than the sensation that you’re in a “lifeless finish” job. When your workers see nice alternatives, they may work onerous to earn them by reaching their objectives.
Worker Perks: Hold it Easy
You need your workers to get pleasure from coming to work, share in your organization’s imaginative and prescient, and love what they do. That’s simpler mentioned than achieved — in nearly any job, duties can turn into mundane, routine turns into monotonous, and the preliminary pleasure of a job can fade. Prime firms constantly interact their workers by way of life-style, respect, and ongoing studying and profession development.
Luke Smith is the Director of Operations at SolidProfessor, one of many Finest Locations to Work in San Diego, Healthiest Corporations in San Diego, and Quickest Rising Corporations in San Diego.
Two years ago, a young woman named Michele Hansen spotted a job opening that piqued her interest. She wasn’t qualified—the posting was for a product manager at an investment company, and she had no experience in financial services.
In that situation, the voice in your head screams for self-promotion. If you’re applying for a job, you know you need to bend over backward to hide your shortcomings. As an interviewer, when I ask candidates to name their biggest weaknesses, they usually respond with strengths in disguise. I work too hard. I’m too much of a perfectionist. I only won a silver medal in the Olympics.
But Michele Hansen did the exact opposite. She took a page out of George Costanza’s playbook on Seinfeld: “My name is George. I’m unemployed and I live with my parents.” Instead of trying to hide her limitations, she led with them:
“I’m probably not the candidate you’ve been envisioning,” her cover letter began. “I don’t have a decade of experience as a Product Manager nor am I a Certified Financial Planner.”
Hansen got the job. And she isn’t alone. In one study, interviewers gave the highest ratings to business school applicants who were more concerned with being seen accurately than positively. In another study, Harvard researchers asked undergraduates to answer a job interview question about their weaknesses. Only 23 percent gave actual negative qualities: I procrastinate. I overreact to situations. The other 77 percent hid their weaknesses inside a humblebrag: I’m too nice. I’m too demanding when it comes to fairness. When collaborators reviewed the answers, they were 30 percent more interested in hiring the candidates who acknowledged a legitimate weakness.
Although applicants believe self-promotion is the ticket to landing a coveted job, the evidence shows otherwise. Undergraduates who played up their skills and accomplishments were not significantly more likely to get job offers. Executives who tried to impress board members with their qualifications did not succeed in landing more board seats. And employees who went out of their way to highlight their successes had substantially lower salaries and promotion rates. Compared to flattery and favors, researchers James Westphal and Ithai Stern explain, “self-promotion is less consistently effective… it is less subtle and more transparent.”
In a pair of experiments, Alison Fragale and I found that self-promotion only paid off when the audience was distracted enough to remember the information but forget the source. Otherwise, they saw right through it: “If you were that great, you wouldn’t need to boast about your greatness.”
Of course, you can’t get a job if you only focus on your inadequacies. After confessing her lack of relevant experience, Michele Hansen devoted the rest of her cover letter to explaining why she had the motivation and skills to succeed anyway. “I don’t wait for people to tell me what to do and go seek for myself what needs to be done,” she wrote. “I’m entrepreneurial, I get things done… I love breaking new ground and starting with a blank slate.”
There’s evidence for a backlash against female self-promoters. Trumpeting accomplishments violates gender stereotypes of women as communal rather than assertive and ambitious. (This helps explain Nate Silver’s finding that Hillary Clinton’s approval ratings go up every time she holds an office and down when she’s vying for one.) Michele Hansen overcame that backlash by establishing her deficiencies up front with candor and humility. As a result, her comments about her strengths came across as more credible.
By admitting your inadequacies, you show that you’re self-aware enough to know your areas for improvement—and secure enough to be open about them. That you’re interested in being hired for what you actually bring to the table, not what you pretend to bring.
In 1987, the Chicago Sun-Times had to replace their beloved advice columnist, Ann Landers. A young journalist, Jeff Zaslow, was writing an article about the search and decided to throw his hat in the ring. “How could you have the audacity to give advice?” an interviewer scoffed. “I may only be 28,” Zaslow replied, “but I have the wisdom of a 29-year old.”
They hired him.
Source: Adam Grant is the New York Times bestselling author of Originals: How Non-Conformists Move the World
One of the greatest predictors of your happiness at work is your relationship with your manager. So when you’re considering a new job, it’s important to know how you’ll get along with your new boss. This can be hard to assess in an interview when you’re working hard to demonstrate why she should hire you. But it’s important to evaluate her as well. What sorts of questions should you ask to understand her management style? Should you try to talk with other people she manages? Are there red flags you should watch out for?
What the Experts Say
“The primary reason people leave a job is because of either a mismatch in culture or a boss who drives them up the wall,” says John Lees, author of How To Get a Job You Love. You’ll never know exactly what it will be like to work for your potential boss until you have the job — and in some cases you might not even meet your manager until your first day — but you should gather as much information as possible. And it’s not just negative impressions or red flags you should be on the lookout for. “You must understand the person as she is,” says Claudio Fernández-Aráoz, a senior adviser at global executive search firm Egon Zehnder and author of It’s Not the How or the What but the Who. “Failing to realize someone is a terrific boss is a very costly mistake, perhaps even more costly than failing to realize someone is a bad boss,” he says. Terrific jobs — and managers — are hard to find. Read on for tips on how to discern between the good managers and the bad.
Know what you’re looking for
The first step is to do some thinking about what you want in a boss. According to Fernández-Aráoz, there are three minimal conditions that must be met. Is this an honest person, offering you a sustainable job for which you have something unique to contribute? You might also spend some time visualizing the kind of relationship you want. Are you looking for someone who will stand back and let you run with your work? Or are you hoping for someone who can be an involved mentor? This will give you some criteria against which to evaluate your potential manager when you’re in the interview.
Trust your instincts
It’s also important to check in with yourself throughout the process. Being laser-focused on getting the job can sometimes cloud your judgment. After each step, ask yourself whether this is the job you want and the manager you want to work for. Did you get a good feeling from the person? Is she someone you can imagine going to with problems? Or someone you could have a difficult conversation with? When the stakes are high, it’s best to trust yourself. “Usually people say something like, ‘I should have known,’ because there are those small things that lead to a gut feeling we often ignore,” says Lees. Be on the lookout for clues in the way you’re treated by your potential manager. Of course, he doesn’t have total control over the process (likely HR runs it), but observe how you’re handled as a candidate, from the quality of the information the manager gives you to the way he looks after you when you arrive for the interview.
Ask questions, but tread lightly
You can often get a sense of your potential manager by asking probing questions, but be careful how you phrase them. “People say an interview is a two-way process,” Lees says. “In practice, that doesn’t work very well.” The interviewer might misinterpret multiple questions about his management approach as disinterest in the job. Fernández-Aráoz agrees: “What you should notdo is ask direct questions, like ‘Tell me about your leadership style,’” he says. Not only could this signal hesitancy on your part, but it’s unlikely to get you an honest answer, because your interviewer is in selling mode. Instead, ask questions that will help your potential manager visualize you actually doing the job. “What will I do on a day-to-day basis?” “How will I learn?” Phrasing your questions as if you already have the job will help the hiring manager create a mental picture of you in the role.
At the same time, you can watch how she responds. “Look for her willingness to engage in dialogue, rather than asking you pre-established questions,” says Fernández-Aráoz. “Think of it like rehearsing a collaborative working session with your future boss.” If she’s willing to engage with you during the interview, she’ll likely engage with you in a working relationship. After (and only after) you’ve built rapport, ask questions that will elicit her expectations for the person filling the position, and any potential downsides of the job.
Do your homework
One of the greatest mistakes you can make is failing to do your due diligence. Don’t go into a job with your eyes closed. “It can be a shock to people. They find out the culture is too formal, or pressurized, or there’s too much solitude for their taste,” Lees explains. “You should know that before committing.” Prepare for the interview by gathering as much intel as you can. “You might find information that raises red flags, or information about the interviewer’s interests, which will allow you connect with the other person,” says Fernández-Aráoz.
Do a Google search on your potential manager. Check out his online profiles, as well as those of people who used to work for him. “LinkedIn profiles can tell you a lot about a person’s interests and relationships,” says Fernández-Aráoz. Do people under him tend to leave the organization quickly or stay a long time? “Low retention and high turnover rates are a clear indicator of problems,” says Lees. If you find people who have left, try reaching out to them and ask what it was like to work for that manager. You’d be surprised how many people are willing to respond to inquiries and share their experiences working for a manager, particularly if they had an especially positive — or negative — experience.
Meet the colleagues
“Perhaps the best approach is to ask to get to know a few of your future colleagues,” says Fernández-Aráoz. Talk with people who would share the same boss and ask what it’s like to work for her — both what they enjoy and what they find challenging. Don’t insist beyond what is appropriate, however. There may be reasons, like confidentiality, that prevent such conversations.
After you’re offered a position, ask to spend a half-day with the company and your future team. “Chatting about what work is like brings about huge amounts of incidental information,” says Lees. The hiring manager is likely to see it as a sign of commitment and motivation, and you’ll get the chance to interact with your colleagues and get a feel for the day-to-day environment and how your potential boss influences it.
Principles to Remember
- Pay attention to how the manager treats you throughout the interview process
- Research the manager, and if possible find former employees to ask for their perspective
- Request to spend a half-day at the organization so you can interact with your potential colleagues and boss
- Ignore your gut instincts about the manager as you go through the interview process
- Ask direct questions about leadership style — you’re unlikely to get an honest answer, and they might signal that you don’t want the job
- Neglect to look up your potential boss’s social media profiles
Case Study #1: Don’t ignore the red flags
In 2010, Joe Franzen was searching for a position as a software developer. He went through several interviews for two different positions with a large health care company. During a one-on-one interview, he noticed his potential manager read from a list of prewritten questions. “Software development is anything but standard. When your potential manager reads from a list of standardized questions, it sends a signal the work will be treated the same way,” Joe said. Later on in the interview process, Joe also noticed the manager and other panel members, including several other people higher in the chain of command, tried to assert dominance over him throughout the interview. The panel members asked questions that began with “When you’re told” or “When your manager tells you,” which gave Joe the impression he would be an expendable resource at best. “It’s a creative role; there’s a need for structure, but you don’t want to be looked down upon,” he said.
Joe took the position when it was offered and soon discovered that he should’ve paid more attention to those red flags. It turned out to be one of the most mundane positions he ever held. “It was cubicle work, I wasn’t challenged, and I wasn’t happy,” he said.
The experience led him to quit and create his own company. Now on the other side of the fence, he creates a relaxed, conversational atmosphere and engages in a two-way dialogue to make sure candidates know exactly what kind of manager he’ll be.
Case Study #2: Do your homework
Stephanie Jones (not her real name) was looking for a new job after spending two years out of the workforce to be with her newborn. She wanted to work in an entirely new field for her: social media. She hadn’t been searching for very long when she found the perfect opportunity with a national marketing company.
At the end of her first interview, she felt uneasy. Although she had performed well, her potential boss hadn’t answered an important question. “When I asked him about the previous person in the position, he glossed over his response,” says Stephanie. “I brushed it off because the next day I was offered a second interview.”
The second interview went off without any red flags, but afterward Stephanie decided to do some research. She searched for employees of the company using LinkedIn. After a little digging, she noticed a couple of former employees had short tenures in the same department she was hoping to work in. Stephanie sent messages to all three, and one of them responded. “It turns out this manager was a nightmare to work for,” she says. “Although he was hard on everyone in general, he had a tendency to be harder on women than men.”
When a company representative called to offer her the job a week later, she had to decline. Although it was a hard decision, it paid off. “I now do contract work for the same company. I’ve been working with the company for about three years now, and in that time, the position I initially applied for has been vacated and filled at least once a year,” she says.