I just finished the Positive Intelligence, or mental fitness training program and it was challenging to say the least.
I found myself struggling and battling my judge (that person in my head who tells me I can't do it, or I'm not good enough), and then noticing my Saboteurs, (those restless thoughts that keep distracting me), and I realized it's hard to change your though patterns and neural pathways to the Sage (that place where things just flow, and every challenge can be turned into a gift and opportunity.
Mental fitness is a measure of your positive mental muscles (Sage) versus your negative mental muscles (Saboteur). The measure of your mental fitness is called Positive Intelligence Quotient (PQ). - Shirzad Chamine
By using specific techniques to weaken the Saboteurs and strengthen the Sage, we can feel less stressed, more peace, and consistent happiness.
This brings me to, so what does this have to do with changing careers or looking for a job. Well everything. If you can use mental fitness to stay positive, shift your mindset to the Sage perspective and not listen to your Saboteurs, anything is possible. Including finding your dream job.
If you want to learn more, please contact me for a strategy session at Tara@careerfitconsulting.com
Thinking about working with a recruiter in you job search? Here's everything you need to know. Watch the interview on youtube: https://www.youtube.com/channel/UCSbRN70tocMFZwsjLqzmo5Q
1. What’s most important to you when you look at someone’s resume?
Short answer is keywords. But more involved answer: is to make it easy to understand what they have done and the impact they've made.
This is especially important if you're changing industries or job type. Also important when applying to a specific Job Description.
When applying to a specific Job Description:
Read thru the JD and be honest with yourself about the things you're targeting. If the company is saying they want someone with B2C consumer experience and you have all B2B or Saas, ask yourself if you're really qualified.
2. When you search for candidates on LinkedIn, what draws you in from their profile?
LI is all SEO - recruiters are mostly searching via keywords.
3. From your perspective, how often do companies use ATS systems, and what’s your suggestion to get your resume processed through them?
Keywords - ATS systems highlight the things the recruiter is looking for and those that have those keywords the highest match.
4. How does a candidate stand out in an interview your opinion?
In an interview
5. What's the difference between an internal recruiter, an external recruiter, and HR and what's the best way for candidates to work with each?
I can talk about how these different parties work, how they work together, and how candidates can leverage each one to get the most out of their job search.
6. Any tips on negotiating salary or compensation during an interview process?
1. Get clear on what's most important to you and why (i.e. if you're changing positions maybe you make a lateral move into a better sector, and then seek a growth path)
2. Do research on typical/common ranges for the industry, position and experience (glassdoor, levels, salary.com, etc)
3. Be up front about your limits and expectations
4. Why candidates are afraid of sharing salary
Afraid to be low balled - it really comes down to what you're willing to accept
Afraid to be priced out - it comes down to what things are imp to you and where you're willing to flex