Why even ambitious people rarely become successful

Why even ambitious people rarely become successfulWhy even ambitious people rarely become successfulSuccess iselendextrinsic.Its bedrngnis measurable.Success can only truly occur internally, because it is based on emotion. At the most basic level, success is your relationship with yourself. Most people are living a lie. They purposefully ignore and distract themselves from what they deep down want for themselves.Many people want something mora for themselves. They have dreams and ambitions. Yet, few of unterstellung people ever get what they intended.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraBeing ambitious isnt enough. Far more important than ambition is commitment.When youre committed to something, you will be and dowhat is required for the attainment of that thing. Youll stop wondering and start building. Youll stop being distracted and start learning. Youll start connecting. Youll sta rt failing.Youll get what you want, rather than have a long list of ambitions. Youll have actual accomplishments that reflect your inner goals and values. Your external environment will reflect your deepest internal views and aims.If youre committed to a marriage, youll change in whatever ways are necessary for your marriage to thrive. Youll become what is required to make it work. If youre committed to your craft, youll change and become what is required to do work at the level of your desire. You wont point to your limitations with a victim mentality. Youll change your limitations so they stop stopping you.Only those who are truly committed will become a new and different person in order to live their commitment.If youre not willing to change, then you arent committed to anything beyond what you currently have. If you dont believe you can change, then you cant commit to anything beyond what life randomly throws at you.The Myth Of The Unchanging SelfBecome a millionaire not for the million dollars, but for what it will make of you to achieve it.Jim RohnYour life is a reflection of you. If you want to change your life, you have to change yourself. If you want to change the world, you have to be that change.If you want to become a millionaire, you need to become the kind of person that can do that. If you want healthy relationships, you need to become the kind of person that has healthy relationships.Interestingly, in our Western Culture, we falsely emphasize fixed traits and personality types. We believe very strongly in an unalterable nature which is uninfluenced and untouched by the environments in which we reside.We believe something about us is self-contained and exists outside of space and time. This is individualism at its finest, and it leads us to believe in some theoretical and true version of ourselves, which cannot and does not change.The truth is that you are always changing. Your brain and even biology are highly malleable. Your worldview is conti nually integrating new information. When you change a part of any system, you change the whole. Thus, overtime, as you have new experiences, surround yourself with new people, and learn new things, you emerge as a new person. Yet, these changes occur gradually and in real-time, and thus are almost impossible for you to notice.Yet, as you learn new things over time, your brain literally creates new connections and is reshaped. The brain you will have in a year from now will literally be a different brain than the one you have now. Especially if you consciously reshape how you see and live in the world.Consequently, when you become fully committed to something, you throw the individualistic myths away. You are part of a dynamic system that is constantly changing.When youre committed, you stop justifying mediocrity in the name of authenticity.You stop lying to yourself about what you want and what you believe in.You create an environment that facilitates your commitment because you kno w that as a person, you take on the form of your environment. The only agency you truly have is to choose the influences that shape you, both internally and externally.If youre not committed, you rely on willpower. You remain indecisive. You leave things up to chance.You leave yourself outs. You never fully decide.When youre not committed, you live in a continual state of self-hatred and internal conflict. Over and over and over, you watch yourself consciously behave in ways that oppose your highest ambitions.Only Those Who Are Committed SucceedBeing ambitious isnt honorable. Wanting more for your life is a common desire.But being completely committed to something is not common. Its rare. Its rare because commitment requires, in the words of T.S. Eliot, nothing short of everything.The hardest thing you will give up is the false idea of what you think you are. You have no clue what you are. More importantly, there is no you that is fixed and permanent, only the individualistic idea y ou have of yourself.This authentic self is your worst enemy. Its the excuse you have for not evolving. Its your justification for not committing to something bigger and better. Its the chain around your neck, stopping you from putting yourself into situations that will demand you become a better version of you.As researcher and professor, Adam Grant,has said, But if authenticity is the value you prize most in life, theres a danger that youll stunt your own development Be true to yourself, but not so much that your true self never evolves.ConclusionIf youre truly committed to something, you will shape the circumstances which support your commitment. Youll let go of even things you once loved, which contradict the ambitions you truly want.Unlike the many people who want more for themselves but never truly get it, youll evolve. Youll be and do more than you ever thought possible because your current self and worldview is extremely limited. And your views, as well as yourself, will chan ge.Will you succeed?Will you be honest enough with yourself to evolve?Or will you continue living a lie? Will you continue pointing to some imaginary version of yourself you must be authentic to?Ready toUpgrade?Ive created a cheat sheet for putting yourself into a PEAK-STATE, immediately. You follow this daily, your life will change very quickly.Get the cheat sheet hereThis article first appeared on Medium.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

The Onboarding Process for Week One

The Onboarding Process for Week OneThe Onboarding Process for Week OneAfter you successfully recruit a highly sought-after job candidate, you can be left feeling like you just ran a marathon - accomplished and excited, but exhausted. So when you find the right fit, you dont want a poor onboarding experience to make your new employee think they chose the wrong employer.Skilled workers are in high demand, and they know it. If they start questioning your firms competency so quickly, they may not wait around to see if the situation improves. In todays market, a new recruit may jump ship just to see if another employer can offer a better fit.The importance of Week OneThe reality is that you dont know for sure if the newly minted employee is fully committed to their new work situation. Change is hard and stressful for everyone. People navigating a new work environment are bound to feel like a fish out of water. Theres also a chance the employee is wistful for their old job and missing for mer colleagues. Another possibility They might still be thinking about another employment opportunity they were pursuing.The best way to show new employees your firm is the right place for them is to have a strong onboarding process in place. Good or bad, you make lasting impressions in those first few days, so its essential to keep emphasizing to your new hire that they are in the right place. Dont let them doubt for a second that your company is excited to have them on the team.Heres some advice for doing week-one onboarding the right way.Lay the groundwork earlyBefore your new employee even starts, theres a lot you can do to make sure theyre feeling confident about their new path.For example, call them or send a quick email to tell them how glad the team is to have them on board. Use that time to provide an overview of what they can expect on their first day (Were taking you out to lunch so you can get to know everyone.) and during the first week (Theres an all-hands meeting on W ednesday, and itll be a great opportunity for you to learn about the company and department.)Consider sending your new hire any paperwork they can fill out ahead of time so they dont have to spend most of their first day on the job meeting with human resources. Also, forward any work materials they can review in advance so they can get up to speed on their new role and better understand expectations. Include an organizational chart that highlights key people theyll be working with.Dont forget to reach out to your existing staff during this time, too. Update them about the new hires professional background and how they will be contributing to the team.HIRING? WE CAN HELPMake the workspace sparkleEmployers often overlook the importance of making an employees workspace both comfortable and functional. Few things are mora demoralizing than showing up for your first day of work to find the company has done little or nothing to prepare for your arrival.The new hires workspace should be cl ean and stocked with everything needed to get down to business - from basic office supplies to a working phone and computer and a comfortable chair. Make sure all the current documentation for setting up email, voicemail and other work tools is readily available (and easy to understand).Its also good practice to have someone from IT standing by to help troubleshoot any technology issues so the employee doesnt spend their first day waiting to access email or the companys intranet. This simple courtesy also shows the new hire that the company is ready to help them succeed.Set aside some quality timeTaking a new hire to lunch on their first day is a well-known best practice. Also, consider setting up lunches or coffee meetings with people theyll be collaborating with. That will allow them to start forming new work relationships right away.It will also help your current staff to get to know their new colleague. Remember They need to adjust to the change, as well. Making sure everyone h as an opportunity to spend some quality time together during that first week helps promote an inclusive corporate culture.Dont forget to reserve some quality time on your calendar during that first week so you can get to know the employee and discuss their job duties and your expectations. Be available. Be present. Be engaged. Encourage them to come to you with any problems or concerns. Check in regularly to make sure theyre settling in. And touch base with other staff members to get their feedback on how their new colleague is performing and adjusting to the new environment.Give the green light to get workingAnother way to engage your new hire during Week One is to assign a meaningful task or project. That will show youre eager for them to contribute. It will also demonstrate your confidence in their abilities, which can help them feel like they made the right decision to join your firm.Just be careful not overwhelm your new employee. Even the most experienced workers require a lea rning curve. If they need any training, connect them with the necessary resources as soon as possible.Remember First impressions matter. If you want your new employee to stay for the long term, you need to ensure your onboarding process is a positive experience from Day One, through Week One and into the months ahead. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired.McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Pric e Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the companys operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelors degree in business administration with a concentration in accounting from St. Bonaventure University in New York.

How Indie Record Labels Work

How Indie Record Labels Work How Indie Record Labels Work An independent label, also known as an indie label, is a record label that is independently funded and not connected to one of the big three major labels - Universal, Sony and Warner. Indie labels range from home-based hobby labels to highly profitable, large businesses. In the 1990s, the line between indie labels and major labels began to blur somewhat, and now some large indie labels are actually distributed by the big three major labels. Indie labels often face an uphill battle trying to get their music heard, as they typically have far fewer financial resources to promote their music than the major labels do. Despite the struggle, many independents have survived and thrived for years. Many others may not have lasted forever but had a tremendous impact on music both creatively and in terms of business. History of Indie Labels Independent record labels have been around for much longer than most people think. In fact, some of the first indie labels were started in the post-war era. Traditionally, many of these labels worked with artists who were not considered mainstream. For example, independents like Sun Records, which was founded in 1950 in Memphis, signed country and rock artists. Some of these artists include Elvis Presley, Roy Orbison, and Johnny Cash.  A lot of independents still operate that way -  signing on talent that may be on the fringe. Britain was a hotspot for the independent scene, leading to the creation of several popular labels like Triumph and Chrysalis Records. Several successful artists British launched their own independent labels in the 60s and 70s  - notably, The Beatles launched Apple Records and Elton John, who created The Rocket Record Company. The latter didnt fare so well and closed in 2007. As time went on and more people grew to understand the music and record industry, newer labels were coming to the limelight. In the 80s and 90s, rap artists were gaining notoriety after being signed by independent labels like Def Jam and Bad Boy. Madonna - whose first label was Sire Records (once an independent itself) - helped other new artists on her own independent label, Maverick Records. Indie Market vs Majors Independent record labels are not necessarily profitable on their own. But according to Digital Music News, independents now outshine the major three record labels when it comes to revenue. The magazine reported independents collectively had more than 32% of the market share in revenue for both physical and digital music sales - more than each of the big three in 2017. Universal brought in 29.7%, while Sony and Warner raked in 21.9% and 16.2% respectively. Independents as a group also accounted for the most physical music sales when compared to each of the big three. There is no way to pinpoint how many independent record labels there are in existence. This is due to the rise in popularity of digital music, which allows people to create their own labels easily. According to Profitable Venture, a small, standard independent record label can be started easily with very little money - anywhere between $20,000 and $50,000. Benefits of Signing With an Indie Label Indie labels have more freedom to pick and choose which artists they sign. If they decide to sign with you, its because they like your music and your taste. They are less likely to insist on changes to your sound or image than major companies. That means you will have more creative control with an indie label than with one of the Big Three. There is also a bigger likelihood you will own the rights to your own music. That means you can do what you like with the song once its recorded, whether you sell it for a commercial or for use in a movie or television show. The other, obvious benefit is the close relationship youll have with those who sign you on. You will get to know the indie label staff very well. With fewer artists to work with and a more intimate staff, you are more likely to connect with someone and get a quick response. Most indie labels also sign smaller, shorter contracts, so if it doesnt work out, youre not stuck with the same company for very long. Drawbacks of Working With an Indie Label One of the biggest drawbacks to signing with an indie label is money. While there are some very profitable labels, most independent ventures are very tight on funds. Not only can they not afford large payouts, bonuses or large recording contracts, they also cannot afford large marketing campaigns or promotional tours to help build awareness of your work. This can make it more difficult to build a name for yourself and sell your records. Additionally, because indie labels are so small and often short-staffed, they can be disorganized and even confusing. Many of their agreements are done with just a handshake rather than a formal contract, so details can be missed and issues can arise due to misunderstandings. Finally, the smaller size of indie labels can limit your future opportunities. Because of their smaller budgets and smaller string of artists, independent labels typically dont have strong relationships with the press, making coverage of your events hard to come by. Signing with an independent label has its upsides and downsides. Before you sign an agreement with any label, make sure you understand what you are agreeing to and what your options are. Who you sign with has huge implications for the future of your career.

How to master the art of focus and concentration from a legendary archer

How to master the art of focus and concentration from a legendary archer How to master the art of focus and concentration from a legendary archer After four painful years of training in archery, Herrigel had grown impatient with his lack of progress, and was on the verge of quitting.Four years prior (during the 1920s), Eugen Herrigel, a German professor, took a leap of faith and moved his entire family to Japan, in hopes of learning the Japanese tradition of Zen in Archery.Herrigel had everything planned out: he’d teach philosophy at the University of Tokyo and master the art of archery within a few years.And after much protesting and pleading, Herrigel convinced the legendary Japanese archer, Master Kenzo Awa, to take him on as a pupil in Kyudo, the Japanese martial art of archery.Like most people who pursue a new goal, Herrigel was excited, highly motivated and a tad bit overconfident in his archery abilities.But as the years passed by, Herrigel struggled to improve at his desired pace (in fact, for years he was only allowed to shoot at a roll of straw rather than a target) and he began to lose his focus and motivation.One day, in his fourth year of training, a frustrated Herrigel grumbled to the Master that his stay at Japan was limited and time was running out.The Master calmly replied, “The way to the goal is not to be measured! Of what importance are weeks, months, years?”Herrigel nodded and made a resolution that he’d stop worrying about his goals, and shift his entire focus to practice instead.Day in and day out for months, Herrigel would pick up his bow and arrow, and shoot. It didn’t matter how motivated he felt, or how badly he missed his targets, he’d still show up to practice.And then one day, Herrigel received a special invite from Master Kenzo, to participate in the final archery test he’d spent the last five years training to pass.During a spectacular ceremony, in front of a large crowd, Herrigel tuned out all distractions, and effortlessly executed on the test exercises, just like he’d practiced over the years.A short distance away, Master Kenzo smiled like a proud father , walked up to Herrigel with a diploma and said to him:“You have now reached a stage where teacher and pupil are no longer two persons, but one. You can separate from me anytime you wish…I need not ask you to keep up your regular practicing.”Herrigel was relieved. His hard work had paid off and he’d finally achieved his goal. But, this couldn’t have been possible without the help of Master Kenzo, who taught him how to master the art of focus.Here’s what Herrigel learned about  mastering the art of focus and concentration during his 5 years spent with Master Kenzo Awa.Master Kenzo’s effortless focus and concentration in action. By unknown photographer. (Image Source: Henry and Nancy Rosin Collection of Early Photography of Japan)Aim without aiming“The right art … is purposeless, aimless! The more obstinately you try to learn how to shoot the arrow for the sake of hitting the goal, the less you will succeed…What stands in your way is that you think that what you do not do yourself does not happen,” exclaimed Master Kenzo during a lesson.At the time, Herrigel couldn’t make any sense of this. He thought: how can you hit a target without aiming at or focusing on it?For a few months, Herrigel practiced shooting without taking aim, but most of his shots missed the target. And he was becoming increasingly frustrated.One day, Herrigel complained to Master Kenzo about his failure to hit the goal, the Master replied, “I see the goal as though I did not see it.” Herrigel had had enough of the Master’s unsatisfactory responses and blurted out, “Then you ought to be able to hit it blindfolded!”Master Kenzo slowly turned his head towards Herrigel and in a firm tone said, “Come to see me this evening.”That evening, Herrigel met the Master at the practice hall. Very few words were exchanged.Master Kenzo slowly bent over, picked up his bow and arrow, walked up to a spot, spread his legs in a ceremonial fashion and took aim at a target in pi tch-dark.Within a few seconds, Herrigel heard two quiet thuds. He sprung off the floor and swiftly rushed to switch on the lights.To his amazement, Master Kenzo had hit the target straight in the middle with both shots without being able to see it.It was on that day that Herrigel learned an important piece of wisdom from the legendary archer on mastering the art of focus and concentration, that is:Do not focus on the goal, focus on  Zanshin  instead.Master the relaxed art of ZanshinZanshin  is a word used in Japanese martial arts to refer to a state of relaxed alertness.The literal translation of  Zanshin  means “the mind with no remainder.” It describes a state of mind when there is complete focus and awareness of the body.During his early lessons with Master Kenzo, Herrigel struggled to achieve  Zanshin.Each time he picked up the bow, he’d use considerable force to bend it, his hands would tremble, and he’d run out of breath.One day, whilst Herrigel was drawing the bow in his usual tiresome fashion, Master Kenzo calmly said to him, “Relax!..You cannot do it..because you do not breathe right. If it is done properly, you will feel the shooting becoming easier every day.”Herrigel took note, but didn’t yet understand the profound wisdom of the Master.A few months later, Herrigel lamented that he’d tried tirelessly to stay focused and relaxed, but couldn’t do so. The Master replied, “That’s just the trouble, you make an effort to think about it. Concentrate entirely on your breathing, as if you had nothing else to do!”After a year of trial and error, Herrigel finally learned  how to stay focused, draw the bow and release it, in a completely relaxed manner.He mastered the art of  Zanshin  and achieved his goals as a by-product.In his book,  Zen in the Art of Archery    (audiobook), Herrigel describes the details of his story and explains how  Zanshin  led to his significant improvement in archery:“So that was it: not a technical trick I h ad tried in vain to pick up, but liberating breath-control with new and far-reaching possibilities.”Herrigel didn’t focus on his goals or even his knowledge, he just focused on  Zanshin,  and this enabled him to focus on a task at hand, despite a million and one distractions:“The more one concentrates on breathing, the more the external stimuli fade into the background.”Therein lies the secret to mastering the art of focus and concentration.The more relaxed the state of our mind and body, the more likely we’ll stay focused, avoid distractions and achieve our goals in the process.It’s so simple, yet so profound.Focus on ZanshinIn the seventeenth-century, legendary Zen master, Takuan Soho, suggested that the difference between a beginner and Master swordsman isn’t skill or knowledge, but focus.Whilst the beginner swordsman focuses on his goals and overthinks how he can best hit his opponent, the Master swordsman is completely detached not only from the opponent, but also himself.The Master swordsman intentionally shifts his focus away from the goal, towards his body and mind in a state of relaxed awareness that is  Zanshin.It’s from this place of  Zanshin  that the master swordsman effortlessly focuses on a target and achieves his goals, even when he can’t see the target.And two hundred plus years later, the legendary archer, Master Kenzo Awa, successfully passed on this ancient wisdom of  Zanshin  to Herrigel.By shifting our focus away from the outcome and towards the process, we can significantly improve the odds of achieving success in whatever we do.The next time you’re struggling to stay focused on your work, relationships, health or finances, just remember this: forget the goal, aim without aiming and  Zanshin.P.S.  If you’d like to learn practical strategies to help you master the art of focus, eliminate distractions, shave up to 10 hours off your workweek and get important things done, check out  The Art of Stress-Free Focus Seminar .Mayo Oshin writes at  MayoOshin.Com, where he shares the best practical ideas based on proven science and the habits of highly successful people for stress-free productivity and improved mental performance. To get these strategies to stop procrastinating, get more things by doing less and improve your focus,  join his free weekly newsletter.”A version of this  article  originally appeared at  mayooshin.com  as  â€œZanshin: How to Master the Art of Focus and Concentration From a Legendary Japanese Archer.”Footnotes The power of proper breathing cannot be overstated for breaking bad habits and developing the willpower to resist distractions. Rare  video footage  of the traditional Zen archery.

Sample Resume for Church Secretary Job Position

Sample Resume for Church Secretary Job Position Sample Resume for Church Secretary Job Position A professional resume plays a critical role in landing any job and is an excellent way to make a positive first impression with an employer. Churches are always in need of secretaries, and detailing similar job experiences can give you a significant edge over other applicants.List skills such as being well-organized and being proficient in computer applications, as they are critical for secretarial tasks. Highlighting any prior experience working in a church environment or other secretarial jobs can help distinguish your resume from others. High school is typically the minimum educational requirement, but any additional training or a college degree could capture an employers attention.Check out the church secretary resume template below for more ideas for crafting a highly effective document. Create this Resume Audrey Egbert3494 Goldleaf LaneNewark, NJ 7102(123)-135-5362a.egbert@smail.comObjectiveTo obtain a position in an institution as Church Secretary to render assistance and ser vice with improvements in the services tendered.Summary of QualificationsProficient in computer applicationsKnowledge in handling the operations of the churchSkills in motivating staff and employeesAbility to organize appointments of the churchProfessional ExperienceChurch Secretary, January 2007 Present Our Father Catholic Church, Los Angeles, California ResponsibilitiesAccomplished plans and policies of the church.Ensured the churchs objectives are achieved.Coordinated with the priests of the schedules of meetings and events.Assigned tasks and duties to the church staff and employees.Accounted all incomes of the church.Church Secretary, March 2004 December 2006 St Mary Christian Church, Kansas City, Missouri ResponsibilitiesAssisted the priests in composing their sermons for the mass offering.Scheduled all the wedding ceremonies of the church.Organized the priests and nuns during the general assembly of the church.Managed the schedules of the church for bookings of events like wedding, baptismal, etc.Handled the objectives of the church to ensure compliance.EducationMasters Degree in Commerce, 2004University of ArizonaBachelor of Science in Commerce, 2001 University of Arizona Customize ResumeMore Sample Resumes:Cheerleading Coach Resume Chief Marketing Officer Resume Choreographer Resume Church Musician Resume Church Secretary Resume Church Volunteer Resume

Sample Resumes for Technology Executives

Sample Resumes for Technology Executives Sample Resumes for Technology Executives A tech pro’s resume has to match the speed of this fast-changing industry.IT pros, polish those resumes: Technology staffing firms and recruiters say hiring is finally growing at a steady pace again.“IT is [becoming] stronger and stronger each month,” said Dave Willmer, executive director of IT staffing firm Robert Half Technology (RHI). Willmer in mid-July had just returned from Microsoft’s Worldwide Partner Conference, where businesses heading into the third fiscal quarter reported they plan to staff up for new projects, including Windows 7 deployments.In fact, RHI has witnessed healthier application-development hiring in the first half of the year, and now the firm is seeing more interest in infrastructure skills - just the type of hiring you’d expect in a business environment overdue for Windows 7 rollouts, Willmer said.Before technology professionals tackle the reawakening job market, they should take the time to look at what distinguishes a well-done IT resume from i ts generic brethren. Technology’s an animal unto itself. Its fast pace means musty resumes won’t pass muster. In addition, the project-based nature of most IT organizations means special handling of the document’s work-history section. IT workers have to portray both technical and functional skills. We checked in with IT staffing pros, and what follows is their advice on how to do an IT resume right.Be specificShana Westerman is a recruiter and resume expert at IT staffing firm Sapphire Technologies. She finds hiring managers with whom she works look for two things in an IT resume: specifics and consistent experience.IT pros must spell out whatever skill set is specifically relevant to a given position. Even if some skills might seem self-evident, they still need to be listed, Westerman said.“Even if skill sets are mundane for the role, people still want to know that [job candidates] are doing them,” she said, “and how far back [their experience] goes, as well as [their ability] to integrate technology components. That creates its own dynamic.”Here’s an example: Basic job duties for a business analyst include meeting with users, gathering project requirements and documenting the requirements.“A lot of people might think, ?Well, you’re a business analyst, of course you’re going to do that.’ But some companies might structure job duties differently, and some of those responsibilities might fall to another person,” Westerman said. “It’s important to highlight those skills. Just because you do it at Company A, you can’t assume somebody did it at Company B. Hiring managers aren’t going to assume that just because you have the job title there, you have the skill set they need.”Don’t delugePour on the specifics, but don’t bury the most important items. You want to be specific and list every skill relevant to the job, not every skill you’ve ever exercised, and don’t date your resume with out-of-date skill sets, RHI’s Willm er said.Be sure to highlight the most sought-after skills that are tough to find, he said, such as SharePoint development; ASP.NET; and C++ (not new, but still important). Then resist the temptation to list 13 others that everyone else has. “You’ve used Outlook and Word and pretty basic things. You don’t list them all,” he said. “One common mistake, especially with a very tenured person, is to list out every thing you’ve done skill-wise. The most important is, what do you have that’s most current? Less is more, especially when it relates” to skills that are relevant to a targeted job.ProjectsTo deal with the project-based nature of IT work, Westerman typically tells job candidates to write a summary of the project in a paragraph form comprising five to six lines that detail: The project’s end result The technologies involved Day-to-day project tasks (underneath, in a bulleted responsibility section) Highlight one or another component depending on where the project intersects with a targeted job description. One focus might be whether the project came in under budget, if the team was rewarded for on-time delivery, or specifically what you were accountable for within the project. Alternatively, focus on the project being Web-based, internal, or external and rolled out to clients, if that’s how it will complement the targeted job, Westerman said.Listing quantifiablesTechnology professionals can represent a big investment for a hiring company, whether it’s project-based contract work or full-time, Willmer said. That makes it particularly important for a resume to demonstrate a candidate’s return on investment: The financial impact of his or her being on staff or on a project.That means a resume should show not just, for example, C++ experience, but that use of the skill generated 200 thousand additional hits in four months, with a bottom-line revenue increase of $4 million.RHI is constantly working with candidates on how to spell out this kind of ROI. It’s not so easy. “From an IT perspective, your financial value, somebody doesn’t know that,” Willmer said. “Somebody doesn’t bump into you in the hall and say, ?Hey, nice work on that site, it generated $4 million for us.’ You might have to do some homework with supervisors and peers if it’s not shown to you. Anything relating to direct impact on [revenue or productivity] is very important.”Resume lengthWith multiple projects per job and lots of skills to list, it shouldn’t come as a surprise that IT resumes tend to be longer than those of the typical job seeker. Westerman said that five to seven years of experience on a three to four page resume is typical, with more senior positions going a little longer.Technical people’s resumes also run slighter longer than functional workers. You can trim some length if you write a brief summary of projects (three lines each), summarizing multip le projects and then providing a detailed, concise bulleted responsibility section of day-to-day tasks.

5 Candidate Types You Should Know

5 Candidate Types You Should Know 5 Candidate Types You Should Know Thats because finding the right fit for your company isnt just a list of qualifications, degrees and experience. Its about finding a personality that fits your companys culture and goals. You have to get a feel for how they interact with other people in a professional environment. Unique personalities are what makes the human race so diverse and every relationship or interaction exciting. So when you start looking at resumes and cover letters, its important to know you will run into many different types of candidates from shy and sensitive types to extroverts. That is why it is crucial to know about the different types of job candidates you could potentially interview so you ask the right questions and get the best person for the job. So how many different types of candidates could you potentially see during the recruiting process? Who knows. Think of your family friends and how many different personalities you deal with on a daily basis. You cant possibly prepare for dealing with every type of person, but you can be aware of the most common types of recruit personalities and the pros and cons of each. 1. The Analytic/Detail-Oriented Type Pros: This recruit comes to the interview prepared. Not only does he or she know about the company or organization, but he or she also has questions ready to ask at the end. Analytic types follow the rules and have unprecedented organizational skills. This recruit is also very reliable and accurate with any task. He or she will not only do the job, but make sure it is done correctly. Cons: Many personality experts say that these type of people enjoy working alone rather than with a team or group. This could cause problems if you need him or her to work on a project with one or two other co-workers. 2. Flexible/Amiable Type Pros: The flexible or amiable recruit is free of worry and stress. He or she is easy going and not afraid to change plans or go with the flow if need be. Unlike the analyical type, this recruit takes time to interact with others, works well with a team and enjoys hearing ideas from his or her co-workers. Cons: Because this type of recruit is very easy going, they may have the tendency to forget about tasks. He or she may also be a push over or allow other employees or even the boss to walk all over them because they are afraid to say, no. While it may be nice in theory to have a people pleaser on your team, it could cause trouble in the future if others easily roll over them. 3. Confident and Outgoing Pros: Can also be referred to as a smooth talker. This candidate looks you in the eye when answering questions and has a well thought out and good answer every time. Because he or she rarely looses their cool, their answers may appear scripted or rehearsed. If he or she is interviewing for a sales job, you should seriously consider them for the job. Cons: The confident and outgoing smooth talker may have trouble deviating from his scripted responses. Ask open-ended questions that should require thought and see if the recruit sticks to stock answers or actually shows high-level thinking skills. 4. The Driven Candidate Pros: You know a driven person as soon as you hear them talk or watch their body language. Often referred to as a Type A personality, this candidate has a plan and is 100 percent results oriented. If you need to get the job done or move forward quickly with a project, this is the recruit for you. Cons: These types of recruits get results in the workplace, but they can unfortunately be tough to work with. Driven people are sometimes bossy or impatient, especially if others dont agree or work at the same pace as them. They believe their way is not only the best approach, but in many cases the only way. 5. Quiet and Shy Pros: Because these candidates are less talkative and appear less confident than other recruits, they typically have stellar resumes, references and work experience to make up for it. They can work by themselves or with a team and will get the job done. Cons: Interviewing these candidates can be challenging. Due to his or her introverted and shy personality, they may answer questions with only one or two sentences, leaving you wanting to hear more. The key with these candidates is not throwing more questions at them, but to ask the right questions. Ask open-ended questions that encourage longer responses and give the candidate plenty of time to respond. However, if you are recruiting a sales person, this may not be the candidate for you, so keep in mind the job description. Zoho Recruit is an Online Recruitment Software for true recruiting professionals across the globe