Use Your Email Subject Line As Resume and Door Opener

Use Your Email Subject Line As Resume and Door OpenerUse Your Email Subject Line As Resume and Door OpenerIf youve been in the market for a new career for any length of time, youve probably discovered that getting your resume in front of industry leading recruiters and hiring managers is a job unto itself. You also know that engaging with the individuals in behauptung critical roles is the fastest, fruchtwein reliable method for landing that job of your dreams. Unfortunately, the kind of quality personnel that often fill these roles tend to be incredibly busy and inundated daily with hundreds of emails from people looking for individual attention, just like you. With all of this extra static surrounding your job search, just how does a serious candidate cut through the noise and get their names in the mix for the biggest, most lucrative and fulfilling positions?Spruce up That Subject LineFor starters, when sending an email to someone who may receive dozens, if not hundreds of communi cations a day, the trick is to make your message intriguing enough to earn that double-click and open. The email subject line is your number one tool for building intrigue and interest, whether with a recruiter or direct company hiring representative. While it may be tempted to open with Youve Won One-Million Dollars type of gimmicky subjects, candidates should still strive for professionalism and convey quality information regarding the desired position.This doesnt mean your email subject needs to be dry and boring. The right equation for an email subject line for a job seeker will have information regarding the job desired (if a posting is available) as well as a few short word or acronyms explaining your experience. Email subject lines typically give you about 60 characters worth of room. If this doesnt seem like a lot of space, dont worry, weve cooked up a few examples.Sample Subject LinesSenior Accountant standort 10 Years ExpJob Listing XXXX Harvard MBA interestedSales Posit ion Listing Top Quality Candidate is InterestedHR Consultant Looking for Long Term PositionSenior Antitrust Associate In Need of Career MoveReferral from Chris Smith for Open PositionMore Email Tricks and HacksYou can use more than just your subject line to drum up initial interest for an open position. While the space available in most email programs or via smartphone mail is around 60 characters, when opened your space in this field will typically expand to around 148. This includes spaces and punctuation, so be sure to choose your wording wisely.Heres an example of an expanded subject line using one of the examples from aboveSenior Accountant Position 10 Years Exp Worked at Big Four With background in AML, KYC and ComplianceIn addition to your subject line, dont forget that many people will use the preview pane for quick views of email when using desktop applications. There is generally only room for an opening paragraph in this small window. Your first few sentences should att ract attention without being ostentatious or otherwise putting off the reader. Quickly give a summary of your reason for writing, desired position and relevant background, all in 2-3 lines. You can expand on these point in detail later on in the email, once youve hooked the reader into opening up your communication.The Wrap UpWhile a basic email with a Job Inquiry headline will serve many candidates just fine, its thinking outside of the box that will help set your name and resume apart from the crowd in todays competitive job market. Convey as much information as you can clearly, and your recipient will appreciate your efforts. Maybe even enough to land you that initial phone screening or call back interview.Martin Yate CPC, is theNY Timesbestselling author ofKnock em Dead The Ultimate Job Search Guide, andSecrets Strategies For Success. As Dun Bradstreet says, Hes really just about the best in the business.www.knockemdead.comThis article welches updated from the original on July 23, 2017

Increase Employee Motivation in 2012

Increase Employee Motivation in 2012Increase Employee Motivation in 2012Increase Employee Motivation in 2012Is employee motivation on your list of resolutions for 2012? If elend, it should be.While new year projections can be unreliable, this year is likely to follow suit with 2011, remaining a competitive environment for top talent. That means employee engagement and retention will be more important than ever.How can you bring new vim and vigor to your employee motivation? The expert insights below will provide inspiration.All the best for a successful 2012Connie Blaszczyk, Managing Editor, Resource CenterOf all the events that contribute to poor inner work life, having setbacks (being blocked or stalled in the work) is by far the most prominent. Even worse, the negative effect of setbacks is two to three times stronger than the positive effect of progress. Yet setbacks are inevitable in complex and difficult work.When someone does have a setback, dont view it as a failure and, abov e all, dont punish it. Rather, view it as a natural part of doing hard work. Then help people extract value from it ask what welches learned that can help the team move forward.The above excerpt above is from Increasing Joy and Employee Engagementby Teresa Amabile and Steven Kramer, co-authors of The Progress Principle Using Small Wins to Ignite Joy, Engagement, and Creativity at Work (Harvard Business Review Press, 2011.)Peyton Manning has one of the best offensive lines in the business, and that enables him to take the time he needs to make decisions in a fast-paced game.He has reached the pinnacle of success in his career and will be the first to tell anyone that he attributes much of his success to his team and the players standing in front of him and blocking.So what does Peyton Manning do? He buys expensive watches, custom suits, and various other gifts for his offensive linemen as a way to show his appreciation.Peyton may get much of the credit for his accomplishments, but wi thout his team and an offensive line that works hard for him, he would not be able even to complete a pass. And in 2010, Manning was the least sacked quarterback in the entire NFL, so his team is certainly holding up their end of the bargain.The best leaders ensure that credit for success is spread as widely as possible throughout the company.The aboveexcerpt is taken fromTeam Leadership Take a Cue from Peyton Manning by Molly Fletcher, author of The Business of Being the Best Inside the World of Go-Getters and Game Changers (Wiley, 2012.)Many organizations put tons of effort into promoting the good news about their company to the outside world in an effort to attract and keep investors. But they neglect their internal customers their workers.Ive seen customers try to strike up conversations with cashiers about a piece of news they read about the industry or even the specific company the cashier works for, only to have the cashier give them a deer-in-the-headlights look.Take it upo n yourself to make your frontline staff feel like an important cog in the wheel of your operation by keeping them informed.The aboveexcerpt is taken from Create a Company Culture that Inspires Successby Eric Chester, author of Reviving Work Ethic (Wiley, 2011.)At 24 years old, I was promoted to the position of sales manager for one reason I was a really good salesman, which is probably the worst reason to make someone a sales manager.Iwas your typical top producing salesperson-turned sales manager and I was awful at the job. I had no patience for anyone whose production did not approach mine. I had this horrible need to be involved in everyones business and every decision, no matter how small. I was convinced I could do everybody elses job better than they could, which might have been true if I wasnt trying to do them all at the same time. It was a disaster.Moral of the story STOP TOUCHING EVERYTHING You hired behauptung people, let them do their jobs. If you dont think they can do it, show them how to do it better. If you made a hiring mistake, get rid of them otherwise get the hell out of the way.The aboveexcerpt is taken from Employee Motivation Create Self-Motivated High Achievers by Warren Greshes, author of The Best Damn Management Book Ever 9 Keys to Creating Self-Motivated High Achievers (Wiley, 2011.)Read moreResolutions for Industrious RecruitersSeven Easy Resolutions to Improve your Recruitment StrategiesBill Taylor For a New Start, a New Hiring Process

Is It Better to Take a Bad Job With a Good Boss, or a Good Job With a Bad Boss

Is It Better to Take a Bad Job With a Good Boss, or a Good Job With a Bad Boss Is It Better to Take a Bad Job With a Good Boss, or a Good Job With a Bad Boss Todays question comes from a busy professionalCurrently Im working with a good boss, but the job isnt that great (because there is no future there, and the pay isnt that great). I recently found a good job (pay is good with medical insurance, commission, and bonuses), but the boss there is kind of stupid and a nightmare to work with. What is my better vorkaufsrecht? Should I take the schwimmschwimmbad job and the good boss, or the good job and the bad boss?The false premise is that there are only two options good bossanda bad job, or bad boss anda good job. In reality, there isan abundance of other opportunities out there including good jobs with good bosses.The other mistake is to think that yourcurrent situation is permanent, rather than temporary.So what if, for today, there is no future at the job and the pay isnt that gr eat? Thats a temporary situation. Perhaps the pay isnt that great and theres no future for someone with your current skill set and experience.Perhaps if you update your skill set to match the next-generation tools and gain moreclient advocacy experience, you will be eligible for a new role with a higher salary range. Perhaps the company will head in a differentdirection, and if you areprepared and you align yourself with the companys goals and vision, you couldgeta better position.Now, lets talk about the good job with the nightmare boss. Who is to say that the boss is a nightmare? Your friend Joe, may need more hand-holding in his job, andmaybethis boss isnt a micromanager. Therefore, Joe might feel this boss is terrible. But maybe you, on the other hand,work best when you have some autonomy and that would make this boss a good boss to you.Perhaps this is the worst boss in the universe you are stillmaking the erroneous assumption that this is the only boss or manager in this organ ization. Whos tosay that, once you are in this role, you cant network and build relationships with other, better managersand move onto their teams?When faced with the good job/bad boss and bad job/good boss dilemma, you actually have a lot of opportunities. It isnt even really a dilemma at all. So what will your next step be?What Does a Bad Boss Mean to You?If you have a bad boss, define why you feel this person is a bad boss. Once you know this information, you can take some steps to make your life with this bad boss a little more comfortable.For instance, maybe you feel your boss is a bad boss because he is a micromanager. If so, you canbe proactive in supplying him with status updates and details of your work. Understand what your bossneeds to feel comfortable, and what he needs for his success. Once you understand the bosssposition and start thinking like him, you can better appreciate and anticipate his requests and maybe start to feel a little less like he is a bad boss.No M ore Bad Bosses Make an Individual Career Mission StatementIf you havent created your individual career mission statement yet, do that now. Your career mission statement should include yourSMART career goals and the specific steps you will take to achieve them. You should also create an individual development plan, which will include your professional skills and income goals.If youhave a great boss, seek their eingabe onyour career goals. Theywill have a different perspective on whats available or just around the corner for the company. Work with your mentors, coaches, and even external recruiters to find out which of your skills are outdated, which are in need of some polishing, and which are in demand or going to be in demand.If you are not networking with people outside of your department and even outside of your companys walls, well start doing that. Attend professional association meetings and local conferences, and do some networking on LinkedIn.Spend more time defining what y ou really want to be, do, and have and then go after it.For more information on everything discussed here, feel free to reach out to me.We canschedule an appointment, and I can get to know more about your unique situation. I will be happy to make recommendations on what your best steps are moving forward.ContactLauraRoseRoseCoaching.info.