Speak Successfully

Speak SuccessfullySpeak SuccessfullyTake these five steps to clearer speech and more effective communication with hiring managers.How many times have you received a voicemail message that you needed to replay several times just to decipher the persons name?What about your own speech? Are you clear and articulate? Do you speak slowly and clearly enough for the person on the other end of the phone bewerbungsinterview to understand your name and background?Communication skills can mean the difference between not getting a call back for a second interview and landing the job. I am frequently told by managers at banks and other financial institutions and large corporations that poor speech in and of itself may knock a candidate out of the running.Why do people often speak like they have marbles in their mouth? Why is it that some people often need to be asked to repeat what they are saying? In a fast-paced business environment with so much on everybodys plate people tend to speak quickly. They do not even pay attention to how and what they are saying because they are often doing more than one thing at a time. With so much competition for jobs, why not give your self a competitive edge and learn to improve your communication skills in order to stand out among your competition? Better communication skills will make the difference.Statistics reveal that companies lose millions of dollars due to their employees miscommunications. If you are looking to advance your career within your current firm or outside of your present company, think about your own communication skills. Do colleagues frequently ask you to repeat what you have just said? Do they ask you to speak louder? Could your speaking style prevent you from getting that dream job?Consider this You are sitting at your desk, reading an email, thinking of a meeting in five minutes and the telephone rings. You are not completely paying attention to what and how you are speaking since you are busy reading the email. S o, the person on the other end of the telephone asks you to repeat yourself, and only then do you realize that you need to stop typing on the computer and pay attention to the conversation. Sound familiar?Remember these tips to help you improve your communication skills immediately1. Learn to listen. Listening skills are critical. Be sure to pay attention when you are receiving information about a potential job. Give your full attention to the person who is speaking. You may need to recall the information a few minutes later in order to ask intelligent questions based on what welches said. Be sure not to let your mind wander. You cannot listen well if you are thinking of what to say next.Stay focused. Sit up straight and look directly at the speaker if in person or in a mirror if on the phone. Now and then nod to let the speaker know you are actively listening. Be sure to let the speaker finish what they are saying. When you interrupt, it appears as if you are not listening.2. Slow down your rate of speech. Simply slowing down your rate will significantly improve your speech quality. The average rate per minute varies from about 130-150 words. For suggestions on how to check your rate of speech, send an e-mail to infocorporatespeechsolutions.com.3. schliff your words.Remember hearing the saying, Dont swallow your words? People are in such a hurry to complete a task at hand that they forget to finish their words. Old becomes ol fishing becomes fishin business becomes busin. You get the idea. In the course of a conversation, this doesnt just cause sloppy speech, it forces the listener to work harder to understand you. In business, people dont want to work harder. They want to get the information and move to the next item. Learn to finish your words.4. Many words in English sound similar. Still versus steal? Hill versus heal? Cab versus cap? If you do not speak clearly, how will the listener be sure what you are saying? Will you grab the cab? Is your friend askin g you to grab the cap that he left in the other room or the cab so you can head downtown together?5. Learn to speak clearly and effectively on the telephone. Today, most of our daily business is conducted over the telephone. Often we have meetings with multiple people on the telephone. There are many high-frequency sounds that can be lost if you do not learn to speak clearly your message can be misinterpreted.Speaking clearly takes practice, but it is an integral part of effective business communication.

5 Common LinkedIn Mistakes New Users Make

5 Common LinkedIn Mistakes New Users Make5 Common LinkedIn Mistakes New Users MakeAre you new to LinkedIn?As a first-time user, you may bedrngnis realize how important LinkedIn can be.Through LinkedIn, you can build professional relationships with those in your industry and increase your opportunities for career growth.However, to find success on LinkedIn, there are some common mistakes you will need to avoid.Below, I will show you what the common LinkedIn mistakes first-time users often make and how you can fix them.leid using the right profile pictureYour LinkedIn picture is often the first thing perspective connections and employers see.Your picture is often what these connections are basing their first impression on.Are you making the right impression?Using an unprofessional photo or no photo at allcould be costing your opportunities.How to fix the LinkedIn profile picChoose a photo that is professional and reflects the image you want to portray.Avoid pictures with inappropriate or unprofessional behaviors, pictures that are low-quality or hard to see, or pictures that involve other people.For a truly professional feel, consider having a headshot taken for your LinkedIn profile picture.Not customizing your headlineDo you know what your headline says?If you have never customized your LinkedIn Headline, the default will be your current job title and company.Your headline is one of the first things people seek when you send a connection request.If you are using the default, you are telling potential connections nothing about who you are and what you are looking for.How to fix the LinkedIn headlineUse your headline to tell who you are, what you do and what you offer.If you are looking for a job, try the followingExperience Level Role you are looking for your valueEntry Level absatzwirtschaft Specialist Highly-Skilled CopywriterFocus on using strategic keywords and expanding on your job title and abilities to create a super LinkedIn headline.Not completing y our profileYour LinkedIn profile is more than just your resume.Its a chance to expand on your experience and show your strengths.However, unless your profile is complete, you could be selling yourself short.Too often, first-time LinkedIn users stop after putting in where they went to school and what jobs they have held.If you havent written your LinkedIn summary or included details of your work history, you arent making your profile stand out from the crowd.How to complete your LinkedIn profileWrite a targeted LinkedIn summary that gives some background into who you are, what youve done, and what you bring to the table.Add in details about what you did at your previous positions, mirroring the descriptions on your resume. Make sure you are using action verbs and add in quantifiable results if you can.Ask your close connections to write a recommendation for you, and give recommendations to your connections.Include any certifications youve earned.Not using a customized URLWhenever you sign up for LinkedIn, you are automatically assigned a URL.Your default URL usually looks something like thishttps//www.linkedin.com/in/your-name-34849f34dWhile it may not seem like a problem at first, the default URL is difficult to read and would be hard to share on your resume or email signature.The benefit of a customized LinkedIn URL is that they are easy to share across different channels and appear higher on Google searches.How to customize your LinkedIn URLWhen looking at your LinkedIn profile, choose Edit Public Profile and URL.Customize your LinkedIn URL to reflect who you are. Try using your first and last name as your URL.https//linkedin.com/in/yournameIf you have a common last name (Jones, Smith, etc.), be prepared to be creative. Try including your middle initial to make it unique to you.Not using personalized connection invitesPart of being on LinkedIn is connecting with other professionals in and around your industry.You build your network with connections to collea gues, alumni, and other professionals.To connect, you send invitations out.However, if you are just clicking on Connect and not including a personalized message, you are making a mistakeSending generic requests without a message doesnt tell your perspective connection anything about who you are and how you know them.Unless the connection is a close friend, it may be hard for them to know who you are or what connection they have to you.How to personalize your LinkedIn invitesWhen sending a connection request, choose the option of adding a note.Include a short message about how or where you know them from and why you would like to connect.If you have mutual connections, you could mention them in this message.

The surprising way gendered jobs hurt both men women

The surprising way 'gendered' jobs hurt both men women The surprising way 'gendered' jobs hurt both men women Fighting against workplace inequality is just a typical day at the office for most women and minorities. Recently it has dominated the news cycle due to the outrage over sexual misconduct, the #MeToo movement and the birth of the #TimesUp campaign in Hollywood. But is there a more subconscious, widespread culprit at play as well?If you’ve been following the arguments and discussion around equal pay and the gender gap for any length of time, you’ll often hear that women gravitate to fields that pay less (for example teachers, social workers, nurses) than ones dominated by men. This argument typically sends me into a tailspin preaching about how our current system often compels women towards lower-paying and more-flexible work, since they are ultimately responsible for bearing children (hence the motherhood penalty).While I still maintain that the maternal wall needs to be discussed more broadly, a recent study suggests that part of the problem is that we actually gender stereotype certain jobs themselves. And once a job is stereotyped for a woman, that job subsequently has less authority and arguably becomes lower paying.Think about it: while the rules are definitely not hard and fast when you consider almost any job, you’re likely to have a gender in mind. Nurse = Woman; Doctor = Man; Administrative Assistant = Woman; Firefighter = Man. This continues to surface even at the C-Suite. CEOs often tout how many women they have on their leadership teams, but too often the women are running HR, Marketing or Operations, while the men are running the revenue-generating arms of a business.So instead of fighting to get more women into male-dominated roles, is the answer to actually fight to keep jobs from being stereotyped in the first place?In their recently published study in the American Sociological Review, Laura Doering and Sarah Tehbaud examined microfinancing in Central America, a relatively undefined role in terms of gender. While managers in the field are split about 50/50 between men and women, their study showed that borrowers were more likely to make their payments on time when their manager was a man, and they were more likely to miss payments when their account was overseen by a woman. They attribute this to an immediate gender stereotyping of the position that gives women the perception of having less authority than their male counterparts.Surprisingly, when a male manager took over the account from a female colleague, the role was still perceived as “women’s work” and his authority was undermined as well. Rather than only affecting female professionals, their conclusion is that stereotyping jobs is harming society overall.While I’m sure most people don’t find the results shocking, taking corrective action seems more difficult since these stereotypes seem to become assigned and ingrained quickly. Judith Baxter, emeritus professor of applied linguistics at Aston University, argues that one place to start is with job ti tles and job descriptions. By removing gendered language we may slowly move the needle on what is defined as normal for both men and women.According to Baxter, “If we use non-gendered words most of the time, we begin to see people and professions as non-gendered too.”So perhaps we all need to take a step back and look at our language. The more we utilize non-gendered language, perhaps we can change the views of more people at work and in our day-to-day life.This article first appeared on Fairygodboss.

5 Signs Youre Nagging a Recruiter Sabotaging Your Chances for a Job

5 Signs You're Nagging a Recruiter Sabotaging Your Chances for a Job 5 Signs You're Nagging a Recruiter Sabotaging Your Chances for a Job The fine art of communicating with recruiters doesn’t come naturally to everyone. On one hand, you want to impress them and be enthusiastic so that they’ll consider you for a position. On the other, you don’t want to appear too eager or desperate. Still, job hunting often gets stressful, and no one likes playing the waiting game. When a recruiter is the one person who is able to tell you whether you’re being considered for a position, if you landed an interview, or if you actually got the job, it can be very tempting to reach out to them frequently to express your continued interest. There are definitely times when it’s appropriate to check in, but it’s very easy to cross into nagging territory if you’re not careful. Here’s how to know if you’re driving the people who can help you land a gig crazy, straight from recruiters themselves.   There’s likely a pretty good reason they’re not getting back to you. If you’ve already interviewed or corresponded with a recruiter, don’t worry if they don’t get back to you immediately. “Each recruiter is most likely managing 50+ active candidates at a time, and it takes time to collect feedback from interviewers and then connect with hiring managers to decide what next steps look like for each candidate in play,” explains James Parker, an Employee Recruiting Manager for Glassdoor. So what should you do if you’ve emailed a recruiter for feedback or to check in and haven’t gotten a response? “Candidates should give at least a two day window before seeking more information on the decision-making process,” he says. You might feel like you’re being proactive or simply showing how excited you are about a position, but most of the time, when recruiters say they’ll get back to you on a certain day, they really mean it. “This can send the wrong message and come across as desperate or too pushy, especially when candidates cold call a recruiter for an update,” says Linda Schubert, an Employee Recruiting Manager for Glassdoor. By all means, feel free to ask when you might hear back, but Schubert says you then have to respect the date the recruiter gives you in response. And if you don’t hear back by the date they’ve given you? “Send a polite and concise follow-up email asking if there are any updates, or if there is anything the recruiter needs from you as the team looks to make their decision.” Maybe you think you didn’t get a fair shot, or you want a certain company to know that you really want to work there, so you decide to submit your application again. Whatever the reason, when a candidate is rejected from a position and given feedback as to why, it’s a pretty major misstep to then ask to be reconsidered the same position (or a similar one) right away. “We love to reconsider candidates, but a reasonable amount of time (6+ months) would need to pass where they could have gained new experience or skills that would make the hiring manager want to re-interview them,” Parker says. If you do get rejected from a job you really want, his advice is to ask for feedback if it wasn’t provided, then make an effort to develop skills in the areas needed. “When reapplying at a later stage, candidates should include a cover letter explaining how they have developed the skills that weren’t sufficient previously,” he adds.” If you plan to do this, it’s also a good i dea to ask the recruiter what the appropriate timing would be to submit another application. Calling, emailing, and Facebook messaging a recruiter all at once is a serious faux pas . “Sometimes I get the same question emailed, sent through LinkedIn, texted to me, and left in a voice message within the same day from the same candidate,” Schubert says. “That doesn’t do anything good to help their chances. There is a fine line between being proactive and nagging, and by bombarding a recruiter with messages that aren’t essential, you are leaning towards the latter.” It’s best to stick to the same messaging medium the recruiter has used to communicate with you before, and if they haven’t ever responded to you before, pick one method and wait a few days before trying another. If a recruiter tells you that they’ll be in touch when they have an opportunity for you or if anything should change in the future with the role you’ve applied for, it’s likely that they are not inviting you to check in with them frequently. “At this point, it is safe to assume you should stop following up with the recruiter,” Parker says. “If you are a great candidate, you better believe the recruiter will contact you the very second another role opens. There is nothing wrong with a follow-up email, but if you hear crickets, it’s best to cut your losses and move on.”

4 Ways Companies Are Preparing For Tax Changes

4 Ways Companies Are Preparing For Tax Changes 4 Ways Companies Are Preparing For Tax Changes What do the new tax changes mean for companies, small, medium and large? That appears to be the question on the minds of many firms. The passing of the Tax Cuts and Jobs Act, signed into law at the end of 2017, changes the way all types of businesses, public and private, are taxed and already is having an impact on accounting methods and workloads. Not only will graduated tax brackets be replaced by a flat 21 percent corporate tax rate, but sweeping financial reporting changes will impact companies beginning this fiscal year. The new rules are expected to affect expensing of capital expenditures, deductions, purchases, inventories, charges for foreign earnings and profits, net operating losses, year-end disclosures and more. So, what should accounting and finance managers do to make sure they’re in compliance with the law? A new survey by Finance Accounting shows only about a third of companies (32 percent) consider themselves very prepared for the new demands. “Companies need to move quickly to get the right people and teams in place, provide training and upgrade systems to ensure a smooth transition to the new tax mandates,” said Steve Saah, executive director of Finance Accounting. “Acting fast to make necessary hires takes on greater importance given today’s low unemployment rates and shortages of top talent.” Here are four strategies companies are using to prepare for the tax changes: 1. Hire full-time accounting and finance staff In some companies, Saah says, the CFO or controller may take the lead at working through the requirements and impacts of the new law. At a small- or medium-sized company, this could fall under the scope of duties of senior or staff accountants. Large companies with dedicated tax departments may hire full-time tax accountants or consultants to help map out compliance. Regardless of size, companies will likely find themselves looking for more resources. If that takes the form of hiring accounting staff to help with the additional workload, contacting a specialized recruitment firm is your best first step in today’s ever-tightening job market. 2. Learn from subject-matter experts Training, including in-house presentations and guest speakers, is a must for financial executives and their teams. Teaming up with an industry group gives you a chance to share ideas with colleagues and hear from experts in your industry. Professional associations like the American Institute of CPAs (AICPA) are already featuring a wide range of training sessions dedicated to tax reform at their conferences. And CPA firms are offering webcasts, seminars and continuing professional education (CPE) courses on financial planning considerations and strategies associated with the new tax changes. 3. Bring in consultants for your staff Another option is to look to outside consultants for tax expertise. Consultants can step in when and for as long as needed, while providing expertise not available internally. These experts can also train full-time staff on new tax laws, financial systems or internal processes. Contact us for information about our interim management staffing, financial staffing and project consultant solutions. 4. Upgrade financial systems Are your corporate financial reporting systems capable of handling the changes? Some companies are finding their systems fall short in their ability to handle the complexities associated with compliance. With the changes to the deductions for meals and entertainment, companies may need technical assistance to separate the two expenses in their general ledger, for example. In payroll, changes in withholding methods and calculations may require new systems as a result of the tax law. Planning for the tax changes As you start to feel the effects of this first major tax overhaul in decades, you’re likely asking what the changes mean for the short and long term. How should you plan for the future? Start now by preparing your strategies for compliance, Saah advises. “If you don’t start today or if you haven’t yet started, you are already behind. The law is going to impact every company in every industry.”

Americas sweetheart Chrissy Teigen makes tearful confession

America's sweetheart Chrissy Teigen makes tearful confession America's sweetheart Chrissy Teigen makes tearful confession Model Chrissy Teigen made a surprising confession Monday as she accepted an honor at Glamour Magazine’s Women of the Year awards. “I never thought I’d be the kind of person that would win anything,” she said. “I was used to seeing John do it, and I was used to being on his arm.” As her “trophy husband” John Legend introduced her, he remembered an evening only a decade before when she had felt she did not belong among such esteemed company. Alongside icons such as Michelle Obama at a Time 100 celebration, Teigen became overwhelmed and sought refuge in a dressing room. When Oprah walked in, she crammed herself behind a door as she continued to sob.With his eyes brimming, Legend told his wife,  â€œYou are more than worthy of this honor tonight.” “I am amazed by the woman that you’ve become, and I’m truly glad that the rest of the world has found out about it, too,” he said.  A tearful Tiegen accepted her award and likened  the audience she addressed to the pe ople at the Time 100 celebration. “I don’t think you should ever feel quite comfortable in a room like this,” she said. “I think it’s always good to look up to people, and to see the things they’re doing, and to want to be your better self.” With more than 20 million followers on Instagram and more than 10 million followers on Twitter, Teigen has built a social media fan base that follows her every move. Over the last few years, she has used her popularity to speak out policies such as family separation. She has also been vocal about her own experiences with postpartum depression, bringing the mental health problem into the mainstream. “I’m so honored to be able to have this platform to talk to all of you and to be able to share any kind of message,” Teigen said, “whether it’s chicken pot pies or getting blocked by Donald.” close dialogAdvertisement close dialog/* effects for .bx-campaign-1012255 *//* custom css .bx-campaign-1012255 */.bx-custom.bx-c ampaign-1012255.bx-type-agilityzone .bx-close { z-index: 2;}@-ms-keyframes bx-anim-1012255-spin { from { -ms-transform: rotate(0deg); } to { -ms-transform: rotate(360deg); } } @-moz-keyframes bx-anim-1012255-spin { from { -moz-transform: rotate(0deg); } to { -moz-transform: rotate(360deg); } } @-webkit-keyframes bx-anim-1012255-spin { from { -webkit-transform: rotate(0deg); } to { -webkit-transform: rotate(360deg); } } @keyframes bx-anim-1012255-spin { from { transform: rotate(0deg); } to { transform: rotate(360deg); } } #bx-close-inside-1012255 { top: 0; right: 0; } /* KD - Remove padding from video wrapper and set height to 100% */.bx-custom.bx-campaign-1012255 .bx-row-video .bx-video-wrapper { padding-top: 0!important; height: 100%;}.bx-custom#bx-campaign-1012255 #bx-creative-1012255 .bx-wrap { height: auto;}/* KD - Change positioning to static as that was not necesaary and here you can adjust the height of the video element */.bx-custom.bx-campaign-1012255 .bx-row-video .bx-video-wrapper video { position: static;}/* rendered styles .bx-campaign-1012255 */.bxc.bx-campaign-1012255.bx-active-step-1 .bx-creative *:first-child {width: 100%;}.bxc.bx-campaign-1012255.bx-active-step-1 .bx-creative {background-color: transparent;border-style: none;max-width: 900px;}.bxc.bx-campaign-1012255.bx-active-step-1 .bx-close {stroke: white;background-color: black;border-style: solid;border-color: white;border-width: 1px;}.bxc.bx-campaign-1012255 .bx-group-1012255-AFvXBOB {padding: 10px;display: block;width: auto;}.bxc.bx-campaign-1012255 .bx-element-1012255-J0EiS8Y {width: auto;}.bxc.bx-campaign-1012255 .bx-element-1012255-J0EiS8Y *:first-child {padding: 2px 4px;font-size: 10px;color: rgb(255, 255, 255);text-transform: uppercase;background-color: rgb(0, 0, 0);background-color: rgba (0, 0, 0, 0.34);}

How to Prepare for Your Annual Employee Review

How to Prepare for Your Annual Employee Review How to Prepare for Your Annual Employee Review Your annual employee performance review is an important opportunity to review your goals and accomplishments and receive feedback on your past performance and suggestions for improvement. Performance reviews can be used to justify raises or promotions or to request additional responsibility, so it’s important that your performance is accurately documented. With a healthy amount of upfront planning, an annual performance review can be a positive experience that can further your career. Prepare for Your Annual Performance Review Properly preparing for your annual performance review throughout the year, not just a week or two before it occurs, can lessen any surprises and increase the likelihood of a productive, successful meeting. Maintain a detailed log of your goals and accomplishments that you can refer to throughout the year and use them in preparation for your annual review. This will ensure that the information you provide is detailed, complete and accurate, and lessen the likelihood of missing a key item in your review. In addition, stay current on whats expected of you to meet company goals. Company strategies are always changing and your job description may change along with it. Therefore, meet regularly with your manager to make sure you continue to meet present expectations. Five Ways to Prepare for a Performance Review Key points to remember for a smooth performance review are:Know your managers expectations and your goals before the review.Obtain manager feedback on a regular basis.Maintain a record of your accomplishments and changing goals throughout the year.Keep your manager informed.Provide input to your manager. Manage Job Expectations Understand managements expectations, as well as your goals well before your annual review. Take a look at the job posting that was used to advertise your position. When you are applying for a job, or new at a job, it’s not uncommon to only have a superficial understanding of your job duties. However, once you’re there for a few months, you should have a better understanding of the job requirements. Many managers schedule weekly one-on-ones with their employees to stay informed about their employees work, which can include reviewing job expectations, especially when duties change along with changing company goals. Above all, its important to have your manager explain how your performance will be assessed throughout the year. Even if your manager or company doesn’t have a formal goal-setting or development-planning process, you can still set informal goals with your manager. By doing so, you’re not only demonstrating to your manager that you are ambitious and results-oriented, you are minimizing the chances of being surprised during the annual review discussion. Get Feedback Ask your manager for feedback twice a month or monthly. This can be done during scheduled status meetings. The information will help you to keep track of your goals and accomplishments, and set expectations. Feedback will also help you to make any necessary improvements. You can, therefore, be assured that you are performing your job properly throughout the year. Record Accomplishments Record and maintain a log of your accomplishments thought the year. For example, keep a folder of good and bad performance, customer feedback, performance reports, progress on goals, and anything else that supports your performance expectations and goals. Keeping a record of your major accomplishments and summarizing them on an annual basis is also the perfect time to update your resume. Each year, you should add at least a couple of accomplishments to your resume and LinkedIn profile. Keep Manager Informed Don’t assume your manager is aware of your performance status and accomplishments. Without overdoing it, let your manager know when you’ve done something great. It’s also important to own up to any mistakes, as managers dislike surprises and will appreciate that you are accountable for your actions.   Give Input to Manager Provide input to your manager, even if it is not requested during your annual review. Your input during this meeting is a rare opportunity to mention your accomplishments to increase your chances for advancement. Electronic Review Process Many companies have adopted an efficient process that records and tracks an employees progress throughout their years of employment. For example, there are software programs that simplify the review process by asking management to fill in employee goals that must be met throughout the year. The employee then explains, in the required fields, how they met these goals along with providing specific examples. The manager then reviews the employees comments and accomplishments and may rate the employee, from didnt meet expectations to exceeded expectations and adds their own comments. The employee then meets with their manager to review the findings, which is the basis of the annual review.