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Networking Tips
Fear of public speaking has been proven time and
again as one of the top ten fears people experience.
I've come to believe that fear of networking belongs
there as well.
Truth be told, many people think about their
network only when they've been let go or fear they are
about to lose their job. Networking is for everyone, not
just individuals looking for new employment or
business opportunities. So why does networking
strike so much fear in people who otherwise are
productive and successful, even those who others
consider to be very outgoing and friendly?
Prior negative experiences and misconceptions
can lead one to avoid networking. Most people believe
that networking is about lead generation, information
exchange, and relationship building. All these things
are true, but the most important part of networking is
being a giver first.
Your goal is to became a great resource for
others. Focus on the needs of others and forget about
marketing yourself. That may sound counterintuitive,
but how many times have you attended an event only
to have someone who you just met and don't know
begin to dog you about his or her services or to ask for
employment or business leads? Next time you see
that person, you avoid him or her. So do others.
Challenge yourself when you meet others for the
first time, whether at a leads group, professional
association, civic club, and so on, to establish rapport
and show genuine interest in what others do, enjoy,
need, would like to do, or would like to achieve.
Listen and pay close attention. Seek first to learn
and to help others. Introduce your business network,
that is people you know who sell services or products
you do not, to your personal network, that is your
friends, associates, clients, and strangers.
By concentrating on helping others, you feel good
about yourself and you are less likely to feel nervous
or out of place. When others need your services,
they're far more likely to reach out to you when you've
been so helpful to them.
You can and should master your thirty-second
marketing speech, refine your lead passing skills, and
develop other elements of effective networking. Just
remember the number one principle is that givers
gain.
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Greetings!
Do-It-Write, Inc., is the career marketing company
that empowers you to be your best and unleash the
power of choice by creating a personal brand,
providing you a deeper understanding of your value in
the marketplace, ramping up your job search, and
enabling you to negotiate prime compensation.
"Recognize, relate, assimilate.... Thinking is not
creative unless it is followed by
action."—Napoleon Hill
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| Job Seekers Overwhelm UAE Recruiters |
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Recruitment companies in the United Arab
Emirates are experiencing an interesting trend as the
global credit crisis worsens. Professionals from North
America, Western Europe, Australia, India, and
Pakistan who have already been displaced or fear
being laid off from financial services, real estate, and
construction firms are increasingly seeking
employment in the UAE.
Over the past two months, some recruiting firms
have witnessed a ten-fold increase in applications,
particularly from professionals in the U.S. and Britain.
Richard Ross, the London manager of UAE Staffing,
said that "the UAE right now is one of the top 10 spots
in the world for jobs." The UAE's economic and
employment boom is a beacon that draws
professionals from around the world who are having a
hard time finding work elsewhere.
William Buck, the Middle East director of
Macdonald and Company, a leading recruiting firm,
said "applications from North Americans and
Europeans looking to work in the UAE property sector
had tripled in the past six months."
After a recent three-week job hunting trip to the
UAE, one former asset manager from London
remarked about how optimistic the people are and
more positive the circumstances seem in the UAE as
compared to the U.K.
Mr. Buck cautioned, however, that applicants may
seek a move to the UAE as an escape rather than as
a long-term career commitment requiring several
years of work. (Source: The National, October
12, 2008)
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| Fast Facts |
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Reducing Commuting Costs: In an August
2008 poll conducted by LifeCare, Inc., a life event
management company, the top two methods
overwhelmingly favored by workers themselves for
reducing commuting costs are a four-day work week
(45%) and more telecommuting opportunities (34%).
Employees of LifeCare's 1,500 client organizations
were invited to respond to the poll. Other choices were
far less popular, including having employers
subsidize public transportation (7%), car pools (5%),
or incentives for walking, biking, or carpooling to work
(4%). (Source: LifeCare News, September 8,
2008)
Social Networking: According to a recent
Careerbuilder survey of 31,000 employers, 22% of
employers already search social networking sites to
screen job applicants and another 9% are planning to
do so. This number has more than doubled since
2006. More than 33% said they excluded a candidate
because of information uncovered during their search
of social networks like MySpace and Facebook, while
another 24% of hiring managers said the content they
found convinced them to hire a candidate. Make sure
your digital information is positive. While it may seem
obvious, employers frequently found negative
information, such as drug or alcohol use,
inappropriate photos, and unflattering comments
about former or current employers and fellow
employees. Other dangers to avoid are
unprofessional screen names and evidence of poor
communication skills. (Source:
Computerworld, September 12, 2008)
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| Recruiting Tools: Benchmarking Workplace Behaviors |
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Jobs today are increasingly complex, and employees
are constantly having to adapt to changing workplace
needs. Over time, job descriptions may encompass
the duties of three or four jobs, requiring an employee
to be all things to all people. Such situations create
extreme stress. Behavioral fit is a proven strategy for
improved retention, greater job satisfaction, and
higher productivity.
Using the Workplace Behaviors™ report, your
organization can benchmark key positions to
determine the special behavioral demands of each
role and the types of individuals who would likely be
the most successful in each of those positions. This
report in conjunction with the Management-
Staff™ report provides you the opportunity to
evaluate a candidate's natural style against the
benchmark for each position to determine whether he
or she would be a good fit for that role. The Workplace
Behaviors™ also helps you identify whether
managers have an unrealistic expectation of a job.
Sample report
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| Coming Soon! Blog |
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I'm planning to launch a blog soon, and I'll be focusing
on a wide variety of topics, both career, professional,
and personal. But, as always, I'll be sticking to my core
themes of exploration, discovery, empowerment, and
achievement. It'll be fun, thought-provoking, and
informative.
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