www.gainrep.com
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34.202.199.147
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Submitted URL: https://em.gainrep.com/CL0/https://www.gainrep.com/?t=2&pt=3&s=1&sh=8436d31c-556f-4611-8d58-58aba257bb0e/2/01000193dece...
Effective URL: https://www.gainrep.com/?t=2&pt=3&s=1&sh=8436d31c-556f-4611-8d58-58aba257bb0e
Submission: On January 11 via api from BE — Scanned from DE
Effective URL: https://www.gainrep.com/?t=2&pt=3&s=1&sh=8436d31c-556f-4611-8d58-58aba257bb0e
Submission: On January 11 via api from BE — Scanned from DE
Form analysis 1 forms found in the DOM
Name: aspnetForm — POST ./?t=2&pt=3&s=1&sh=8436d31c-556f-4611-8d58-58aba257bb0e
<form name="aspnetForm" method="post" action="./?t=2&pt=3&s=1&sh=8436d31c-556f-4611-8d58-58aba257bb0e" onsubmit="javascript:return WebForm_OnSubmit();" id="aspnetForm">
<div>
<input type="hidden" name="__EVENTTARGET" id="__EVENTTARGET" value="">
<input type="hidden" name="__EVENTARGUMENT" id="__EVENTARGUMENT" value="">
<input type="hidden" name="__VIEWSTATE" id="__VIEWSTATE"
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<h3 class="postTitle">Gaps in resumes are becoming normalized, but still be ready to explain why</h3><br>
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<a href="https://www.gainrep.com/post/637ee21f-9fbe-457d-b74d-df38cf2857fa" class="black_link_normal" target="_blank">When Sofia Theodorou scrolls through job applicants' resumés, she sometimes notices that people have gaps in their work experience. The applicants may need to do some explaining, but she's more than willing to listen.<br><br>"It doesn't go to another pile if there's a gap. If it's not explained in the resumé, it can still provide an opportunity to understand a prospective job candidate more deeply,"<span id="dots637ee21f-9fbe-457d-b74d-df38cf2857fa">... </span><span id="more637ee21f-9fbe-457d-b74d-df38cf2857fa" class="showmore_bigpart"> says Ms. Theodorou, the chief human experience officer at Securian Canada, an insurance provider headquartered in Toronto.<br><br>The experts we spoke with agree that in 2025, showing a gap in your job application, CV or resumé does not carry the stigma it may have in the past.<br><br>"It's a normal thing these days for people to take time off, for example to take care of their children or their elders. Some people take time off for sabbaticals, or to retrain to transition to a different job or simply to travel," says Pamela Lirio, an associate professor of digital human resources at the University of Montreal.<br><br>Dr. Lirio and others who look at human resources trends say there are several reasons for more flexible attitudes about resumé gaps.<br><br>"Since the pandemic, most employers have been more understanding and less discriminating regarding resumé gaps," writes Marlo Lyons, a U.S. job coach and author who contributes to the Harvard Business Review.<br><br>"But you have to be ready to explain the gaps clearly, confidently and without stumbling," Ms. Lyons says.<br><br>Dr. Lirio agrees that the pandemic has changed employers' attitudes to gaps. "There seems to be better recognition that job seekers can have other priorities besides working continuously," she says. "It also helps build a more diverse work force if people have different experiences rather than moving from one job to another."<br><br>Shari Lash, a Toronto-based professional development coach and head of her own coaching firm, WholeSTEP, says the labour market has been changing for some time. "People aren't staying in the same jobs for 20 or 30 years, so the career path is not necessarily linear any more."<br><br>Indeed, as far back as a decade ago, research by online job site Workopolis showed that Canadians could expect to hold as many as 15 jobs during their careers.<br><br>Moving from job to job allows people to take time off, Ms. Lash says.<br><br>"We all have our ups and downs, life gets in the way and sometimes other things demand more attention than work, and more employers understand this," she says.<br><br>"In some cases a gap can even look like an advantage, for example if you did something to expand your breadth of knowledge or experience. Depending on the job, employers are sometimes looking for breadth over depth; they don't just want people who know a lot, but who are also open to continue to learn," Ms. Lash adds.<br><br>"A career gap can be an opportunity for you to regroup," Ms. Theodorou explains. "When recruiters see a gap, they're looking for what motivated the applicant, what it says about their values and what they learned from the time away."<br><br>It's more of a concern if a person's resumé shows an unusual amount of jumping from job to job, she adds. "In this economy, people often get laid off through no fault of their own, but if they've gone through a lot of jobs in a short time interviewers will want to know why."<br><br>Getting laid off may even be an opportunity to take a break and make long-term plans, Ms. Theodorou says. "If you're getting paid out from your old job, you might decide not to jump into something new right away."<br><br>Most gaps are not particularly awkward to explain - perhaps prison time might be an exception - but gaps should always be addressed, either in the job interview or right in the resumé.<br><br>"I want transparency and honesty. I like when people are pro-active about their stories and come to the table and explain the gap without even being asked," Mr. Theodorou says.<br><br>The opportunity is there to discuss what they gained from not working. "What did you learn? What new skills and experiences do you now have that you might bring to a new job?" she says.<br><br>The job posting site Indeed recommends additional steps in addition to honesty and transparency to explain your gaps. One is to explain the reason for the gap right in the resumé, for example, with a line such as "took time off to care for a sick family member." Another is to reassure the interviewer that you will not require time away from work for the foreseeable future.<br><br>Some professional job applicants in Canada have gaps because they immigrated and did not get certified in their profession here right away. Ms. Lash recommends organizing a "functional" rather than a chronological resumé. "Focus on what you've done and what you're capable of doing rather than the dates of whatever you've done," she says.<br><br>If you did something useful or helpful during your gap, be proud of it, adds Dr. Lirio.<br><br>"I had a student leave a good job for a low-paid internship with an international organization in Europe and he said it was the best thing he ever did. You can use a gap like this to brand yourself. You can frame something you did between jobs to capture peoples' attention and make them want to know more about you," she says.</span> </a><a href="javascript:ShowMore('dots637ee21f-9fbe-457d-b74d-df38cf2857fa','more637ee21f-9fbe-457d-b74d-df38cf2857fa','btnMore637ee21f-9fbe-457d-b74d-df38cf2857fa','more','less')" id="btnMore637ee21f-9fbe-457d-b74d-df38cf2857fa" class="showmore_a">more</a>
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<a href="https://www.gainrep.com/communities/career" style="display: block;"><h3 style="display: inline-block; text-transform: none;">Career development</h3></a>
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<h3 class="postTitle">Essential secrets for acing your next job interview</h3><br>
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<a href="https://www.gainrep.com/post/bf101a32-693b-4aa6-96ec-7777c0b3e338" class="black_link_normal" target="_blank">A comprehensive guide to navigating the modern interview process with confidence<br><br>The competitive nature of today's job market demands more than just qualifications. Success in job interviews requires careful preparation, genuine confidence, and strategic insight. Here's how to transform your interview approach and stand out among other candidates in a field where first impressions can determine<span id="dotsbf101a32-693b-4aa6-96ec-7777c0b3e338">... </span><span id="morebf101a32-693b-4aa6-96ec-7777c0b3e338" class="showmore_bigpart"> career trajectories.<br><br>The foundation of interview success begins long before you enter the room. Start by thoroughly analyzing the job description, highlighting key responsibilities and required qualifications. This knowledge allows you to align your responses with the role's specific demands and demonstrate how your experience matches their needs.<br><br>Understanding company culture has become equally crucial. Examine the organization's mission statement, recent developments, and social media presence. This research demonstrates genuine interest and helps you determine if the company aligns with your career goals. Pay particular attention to recent company achievements, industry position, and growth trajectory.<br><br>Preparing thoughtful questions showcases your strategic thinking. Focus on areas such as team dynamics, project methodologies, and growth opportunities. These questions transform the interview into an engaging dialogue rather than a one-sided examination.<br><br>Professional presentation extends beyond appearance. While appropriate attire matters - choosing clothing that aligns with company culture while erring on the formal side - your initial moments should showcase both confidence and authenticity. Maintain consistent eye contact and positive body language throughout the interaction.<br><br>Develop a compelling personal narrative that connects your experience to the role. This elevator pitch should succinctly describe your background, major achievements, and direct relevance to the position. Practice until it flows naturally, highlighting relevant achievements while avoiding unnecessary details.<br><br>Key preparation points:<br><br>Modern interviews focus heavily on behavioral questions. The STAR method (Situation, Task, Action, Result) provides a framework for structured responses that demonstrate problem-solving abilities and leadership potential. When using this approach, focus on concrete examples that showcase your decision-making process and measurable outcomes.<br><br>When discussing areas for improvement, focus on specific skills you're actively developing. This approach shows self-awareness and commitment to professional growth while maintaining a positive narrative. Be prepared to discuss how you're addressing these areas through continued education, mentorship, or practical experience.<br><br>The interview process works both ways. While showcasing your qualifications, observe team dynamics and company culture. This mutual assessment helps determine if the role truly aligns with your career goals and professional values.<br><br>Pay attention to the interviewer's communication style and energy level. Matching their tone while maintaining authenticity can create natural rapport and memorable interactions. Show genuine enthusiasm for the role through engaged listening and thoughtful responses to their questions.<br><br>The rise of virtual interviews requires additional preparation. Consider these essential factors:<br><br>Following up effectively can distinguish you from other candidates. Send a thoughtful message within 24 hours, referencing specific conversation points and reiterating your interest in the role. This communication should be concise but personal, demonstrating your attention to detail and continued enthusiasm.<br><br>Use each interview as a learning opportunity, regardless of the outcome. Reflect on your responses and interview dynamics to refine your approach for future opportunities. Keep detailed notes about questions asked and areas where you could improve.<br><br>Interview success requires a balance of thorough preparation and authentic presentation. By implementing these strategies while maintaining genuine enthusiasm for the opportunity, you position yourself as a memorable, qualified candidate.<br><br>Remember that finding the right role takes time and persistence. Each interview provides valuable experience and brings you closer to your ideal position. Stay focused on continuous improvement and maintain a positive, professional approach throughout your search. View each interview as an opportunity to refine your presentation and better understand your professional value.<br><br>The most successful candidates combine thorough preparation with authentic engagement. They understand that an interview is not just about answering questions correctly but about demonstrating how their unique combination of skills, experience, and personality aligns with the organization's needs and culture.</span> </a><a href="javascript:ShowMore('dotsbf101a32-693b-4aa6-96ec-7777c0b3e338','morebf101a32-693b-4aa6-96ec-7777c0b3e338','btnMorebf101a32-693b-4aa6-96ec-7777c0b3e338','more','less')" id="btnMorebf101a32-693b-4aa6-96ec-7777c0b3e338" class="showmore_a">more</a>
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<h3 class="postTitle">The green flags in job candidates that 6 recruiting pros look for during interviews</h3><br>
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<a href="https://www.gainrep.com/post/778c3096-e2c9-4c0f-9097-eedb11afea95" class="black_link_normal" target="_blank">Exhibiting red flags in a job interview can be an easy way to lose out on advancing to the next stage. But on the flip side, there are green flags that can help set you apart and boost your chances. We asked 6 recruiting professionals for the green flags they look for in candidates during job interviews.<br><br>The start of the year is usually one of the busiest times for hiring as many companies have<span id="dots778c3096-e2c9-4c0f-9097-eedb11afea95">... </span><span id="more778c3096-e2c9-4c0f-9097-eedb11afea95" class="showmore_bigpart"> finalized their new budgets.<br><br>If you're brushing up on your interview skills right about now, BI spoke with several current and former recruiters for the traits they say always make a good first impression.<br><br>Here are the green flags they like to see in job candidates:<br><br>Demonstrating accountability<br><br>"Self-reflection, accountability, and confidence in themselves and their work," are green flags to Lauren Monroe, who leads the creative practice group at Aquent, a staffing agency for creative, marketing, and design roles.<br><br>A personalized touch also helps. Monroe recalls one candidate who "studied the job description and prepared success stories and examples for every responsibility" to share in the interview. As the cherry on top, the candidate "created a fun animation using the company's logo and added it to their email signature" in their thank-you note.<br><br>A clear pitch<br><br>Tessa White, a former head HR chief, is the CEO of The Job Doctor and author of "The Unspoken Truths for Career Success."<br><br>"When a candidate comes in and is clear on how they can help the company, and why they are a fit, it's refreshing," she says. "I often tell people, if you don't know what your value proposition is, I guarantee you the company won't know."<br><br>Mentoring others<br><br>Kyle Samuels, who leads executive search agency Creative Talent Endeavors after 20 years in senior-level executive recruiting, looks for candidates with "a history of coaching and mentoring others" because this shows they "want the organization as a whole to operate at a high level."<br><br>Enthusiasm for the job<br><br>Amri Celeste, a recruitment manager and interview coach, watches for applicants who show passion and enthusiasm for the job.<br><br>"When a candidate is particularly enthusiastic or excited about a role, the hiring manager will often be enthusiastic and excited about the candidate," she says. "It's one of the most common pieces of positive feedback I receive from managers about candidates."<br><br>Having prepared "clear examples of any achievements and duties mentioned on a résumé" ticks off another box on the candidate checklist, she adds.<br><br>Asking thoughtful questions<br><br>Marissa Morrison, VP of people at ZipRecruiter, says well-thought-out questions reflect "interest, enthusiasm, and a deeper understanding of the position."<br><br>"For example, asking about how they'd be expected to use AI or a certain new technology in the role in a job interview can be a way to demonstrate that you're up to date with current trends and willing to embrace new technologies to creatively solve problems, drive value, and support your work," she says.<br><br>An upbeat attitude<br><br>"Having a positive attitude, showing enthusiasm for the role, and being engaged during your interview can help set you apart from the competition," Amy Garefis, chief people officer at ZipRecruiter. "In my experience, it is often the tiebreaker for me between candidates with similar skills or professional experience."</span> </a><a href="javascript:ShowMore('dots778c3096-e2c9-4c0f-9097-eedb11afea95','more778c3096-e2c9-4c0f-9097-eedb11afea95','btnMore778c3096-e2c9-4c0f-9097-eedb11afea95','more','less')" id="btnMore778c3096-e2c9-4c0f-9097-eedb11afea95" class="showmore_a">more</a>
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<a href="https://www.gainrep.com/communities/career" style="display: block;"><h3 style="display: inline-block; text-transform: none;">Career development</h3></a>
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<h3 class="postTitle">Never Wear These Four Colors to a Job Interview</h3><br>
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<a href="https://www.gainrep.com/post/34f0632b-c46e-4fff-806f-78df9e6db2d9" class="black_link_normal" target="_blank">We've all been there, pulling clothing and outfits from our closet, trying to figure out what to wear to a job interview. It's like the first day of school all over again, wanting to make a fantastically cool first impression.<br><br>Even if the first interview or two is on Zoom, what you're wearing from your waist up matters.<br><br>I want to preface this by saying that clearly, what you do for a living<span id="dots34f0632b-c46e-4fff-806f-78df9e6db2d9">... </span><span id="more34f0632b-c46e-4fff-806f-78df9e6db2d9" class="showmore_bigpart"> makes a difference. If you're in the creative industry, then you have a bit more leeway with these tips than someone in the business world. That said, trust your gut and do what you do while remembering that what you wear does matter.<br><br>Wait, red is a no-go? But it's a powerful color that exudes confidence. According to the Indeed website, while red is filled with excitement and energy, in an interview, it can send a domineering message and even aggressiveness.<br><br>If you insist on red, wear it as an accent color, such as a scarf, or carry a red handbag.<br><br>Meanwhile, orange is just no -- don't even go there. Brown is boring and gives off a very passive vibe. Multi-colored clothing, like patterns, can be distracting unless you have a solid, neutral-tone blazer over that busy blouse.<br><br>PERFECT JOB INTERVIEW COLORS TO WEAR<br><br>According to Top Interview, blue is the absolute #1 go-to if all else fails in deciding what to wear to a job interview. All shades of blue work.<br><br>Black and white are also perfect interview colors. They're always sleek-looking, and it's easy to add a tiny splash of color to make a statement.<br><br>Oddly, grey is also a top color to wear to an interview. I would have thought this would be simple and dull, like the color brown, but grey exudes classic style and always looks well put together.<br><br>Purples, pinks, greens, and yellows are fantastic for the creative world, but otherwise, Indeed says accent only for these exuberant colors, which can send an unprofessional message.</span> </a><a href="javascript:ShowMore('dots34f0632b-c46e-4fff-806f-78df9e6db2d9','more34f0632b-c46e-4fff-806f-78df9e6db2d9','btnMore34f0632b-c46e-4fff-806f-78df9e6db2d9','more','less')" id="btnMore34f0632b-c46e-4fff-806f-78df9e6db2d9" class="showmore_a">more</a>
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<div class="comment_header"><a href="https://www.gainrep.com/profile/odii.richard" style="float: left;"><h3>Odii Richard</h3></a><span class="comment_time"><img src="/images/clock.png">1h</span></div>
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<p>I deserve the information and it has come at the right time when I needed it, thank you<br></p>
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<div class="comment_header"><a href="https://www.gainrep.com/profile/ifeoma.martha" style="float: left;"><h3>Ifeoma Martha</h3></a><span class="comment_time"><img src="/images/clock.png">8h</span></div>
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<p>Really? Thanks for the update </p>
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<a href="https://www.gainrep.com/communities/career" style="display: block;"><h3 style="display: inline-block; text-transform: none;">Career development</h3></a>
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<h3 class="postTitle">How do I get a job I'm overqualified for?</h3><br>
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<a href="https://www.gainrep.com/post/edd2682e-9516-46cc-b90c-8ef3629c04d9" class="black_link_normal" target="_blank">Q: How do I get a job I'm overqualified for?<br><br>A: Though it may seem counterintuitive to the idea that we should always be climbing a career ladder, there are plenty of reasons to want to take a step down to a role that you are overqualified for. The best approach is to be as straightforward as possible about those reasons.<br><br>First, as with any job opening, submit your résumé via the requested<span id="dotsedd2682e-9516-46cc-b90c-8ef3629c04d9">... </span><span id="moreedd2682e-9516-46cc-b90c-8ef3629c04d9" class="showmore_bigpart"> method (like through a job portal or to HR). Then address the elephant in the room in your cover letter. If the role is at a lower level and pay but at your dream company or in a different industry, explaining your passion can work in your favor. Try saying something like: "While I've worked in senior leadership for the past decade, this role is a perfect for my skills and a pivot to the type of meaningful work I'd like to dedicate myself to for the rest of my career."<br><br>If you are applying for a lower position because you want a less stressful position, that's okay to admit, too. In this instance you can say something along the lines of: "I'm proud of what I've accomplished in my most recent roles, and I'm excited by the chance to use those skills in a more hands-on way that will allow me to retain a better work-life balance."<br><br>From those starting points you can get into the details about the role and the company. Perhaps you've been in management and you'd like to go back to more of a contributor role. If it's a career or industry change, emphasize what skills you bring from your past work and your willingness to start again to do work you've always wanted to pursue.<br><br>If you're applying for a lower position out of desperation because you've been out of work for a long time or because you are unhappy at your current job, you don't necessarily have to reveal that. Instead, focus on what is appealing about the company or role.<br><br>This is another good opportunity to seek out the hiring manager and send them a heads up about your application and re-iterate why they should consider you for a job that seems below your level.<br><br>It's also good to address the two biggest things that will give the hiring manager hesitation: salary and longevity. If the salary range is posted with the position, know that there may be some wiggle room, but likely not much. In your cover letter or email to the hiring manager, say something like: "I'm aware that this role comes with a lower salary than my previous position and I'm comfortable taking a pay cut to for a role/company/industry that is a fit for my interests."</span> </a><a href="javascript:ShowMore('dotsedd2682e-9516-46cc-b90c-8ef3629c04d9','moreedd2682e-9516-46cc-b90c-8ef3629c04d9','btnMoreedd2682e-9516-46cc-b90c-8ef3629c04d9','more','less')" id="btnMoreedd2682e-9516-46cc-b90c-8ef3629c04d9" class="showmore_a">more</a>
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<a href="https://www.gainrep.com/profile/lzzoh.mwas" style="display: inline-block;"><h3>lzzoh mwas</h3></a> <br>
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<a href="https://www.gainrep.com/post/c5be5f84-706a-4346-8481-4ff19292e38e" class="black_link_normal" target="_blank">Hello gainrep family. A question has been lingering in my mind for a while. I am currently transitioning from my information science job to a copywriting job, how best can i move without looking back at the current job that i have?</a>
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<a href="https://www.gainrep.com/post/be5c1de8-deb6-4193-a284-e53140493787" class="black_link_normal" target="_blank">If you're back in the job market, or looking for your first position after graduating, you'll need to think about how to ace a job interview.<br><br>Getting shortlisted for interview is a significant achievement on its own, given managers routinely consider hundreds of other applicants for each position. But to interview well, you need to be prepared, confident (but not arrogant) and stand out from<span id="dotsbe5c1de8-deb6-4193-a284-e53140493787">... </span><span id="morebe5c1de8-deb6-4193-a284-e53140493787" class="showmore_bigpart"> other applicants.<br><br>A good job interview means assuring a prospective employer you can fit into their company, have the skills to do or adapt to the job, and can work well with others.<br><br>So, how can you put your best foot forward in a job interview? Here are five tips. 1. Talk about your cultural and organisational fit<br><br>Explain how you would be a great fit in the new job.<br><br>Establishing your fit doesn't mean talking up your skills, but convincing the panel you are the right person to join the company.<br><br>Make it clear you know what the company does well (more on that later), offer examples of where you've worked well in teams before, and explain how you could contribute to the organisation's mission, goals and achievements. 2. Prepare answers for important questions<br><br>They will almost certainly ask:"why should we hire you?"<br><br>Variations of this question include:"why are you the best person for this job?" and"why do you want this job?"<br><br>You may be asked these kinds of questions right at the start of your interview.<br><br>It's not an invitation to brag about what you have done or exaggerate your claims. It's an opportunity to demonstrate how you would fit into the company with your skills, track record and personal values.<br><br>This is your chance to outline your skills and position yourself as the best person for the job.<br><br>But these questions also allow you to give an early indication about whether your working style and personal values align with the organisation's values . 3. Show your enthusiasm and commitment<br><br>It is important to show you are enthusiastic and excited to be part of their organisation.<br><br>You are looking to give your employer a sense of your personality and your interest in not just the job but the company.<br><br>What is it about this company's work that interests you? Can you name examples of things they've done well in the past? If you got the job, why would you be proud to work there?<br><br>Demonstrate you have read up on the company and people and be specific about what you can offer as a future employee.<br><br>Research the company and the person who is interviewing you. Make it clear you understand the business and its recent output, as well as the person and their preferences.<br><br>Don't simply regurgitate information about the company from their website. Instead, come up with some interesting questions such as how they've managed a big change in the industry, or how they are adapting to a new technology.<br><br>The company will probably research or"cybervet" you. Ensure your public profile and other accessible information is professional and shows you at your best. Lose the wild party pics. 5. Give 'I' answers<br><br>"I" answers show how your skills would benefit the company and suit the position. You could talk, for example, about how you're passionate about helping people, so you did an internship in aged care administration during your business studies and also volunteered at your local aged care home.<br><br>Or that you won an award in recognition of your contribution to your industry, and explain what you did that won you this award.<br><br>The story of you as a talented and committed job seeker should not only be compelling but have an internal narrative logic. For example:<br><br>Research has also shown doing an internship gives you a better chance of winning a job.<br><br>If you've got gaps in your resume, fold them into your narrative about how you have built your experiences, education, skills and capacities. For example,<br><br>A job interview is not just about how well you did in your studies or your previous job but how you can build your skills and capabilities into a sustainable career in your new role. The interviewer is looking for how you can add value to the organisation.</span> </a><a href="javascript:ShowMore('dotsbe5c1de8-deb6-4193-a284-e53140493787','morebe5c1de8-deb6-4193-a284-e53140493787','btnMorebe5c1de8-deb6-4193-a284-e53140493787','more','less')" id="btnMorebe5c1de8-deb6-4193-a284-e53140493787" class="showmore_a">more</a>
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<a href="https://www.gainrep.com/communities/career" style="display: block;"><h3 style="display: inline-block; text-transform: none;">Career development</h3></a>
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<h3 class="postTitle">The 2 Things That Matter More Than Experience In The Job Interview</h3><br>
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<a href="https://www.gainrep.com/post/90af14a7-9383-4cf7-b8e0-b2fa85d39f05" class="black_link_normal" target="_blank">The job interview went well. Your experience was spot on. Nice work! But despite your best storytelling, not to mention the questions you asked at the end, you didn't get the job. As companies focus more on skills-based hiring, it's easy to imagine that experience is what gets the gig. If you're in the interview, the company believes (on some level) that you have the experience they're seeking. So<span id="dots90af14a7-9383-4cf7-b8e0-b2fa85d39f05">... </span><span id="more90af14a7-9383-4cf7-b8e0-b2fa85d39f05" class="showmore_bigpart"> what else can get you closer to your next opportunity? In the job interview, these two things are vital - because they matter more than your experience.<br><br>"So, tell me about yourself," is the question that everyone asks. It's an invitation to share your experience, history and qualifications, right? Wrong. There's a question behind the question, and that unspoken inquiry is more important than your experience. When an interviewer asks, "Tell me about you" what they are really asking is, "Tell me about how you can help us".<br><br>In my coaching work with executives and aspiring leaders, I emphasize the importance of making the second person first. Second person is "you". Not you, dear reader. I'm talking about the person right in front of you - your audience - in the job interview. Talking about yourself is self-serving, if you don't make a connection. The second person is the one who matters most. How are you letting him or her know that you can help?<br><br>The storytelling strategy here is to use the past to create the future. Entrepreneurs who pitch their business ideas to investors do this for a living. The business pitch is filled with "forward-looking statements". Entrepreneurs seeking millions in investment talk about what could transpire if an investment is made. In the interview, you are asking the company to invest in you - and sharing the past as context for future possibility.<br><br>You have to consider the one thing that matters more than your experience: it's your service. "Service" doesn't mean customer service, repair service or food service. Service means helping others - and, by extension, helping entire organizations. Helping team members to succeed, helping board members to make the right decision, helping get that controller fixed so that the drone will work - you get the idea. In the interview, the real job is helping hiring managers to see the best investment for the role (you) - and that decision gets easier around service.<br><br>Connect your accomplishments to the service you can provide. That service is your solution - and ultimately, companies are hiring solutions providers. The takeaway here is to remember that the past doesn't create the future. The future is always created from right now. And right now, in the job interview, your service determines your future. How many people can you help? In what way? And to what degree? How quickly can you create that valuable service, and what would you do first if you had the job?<br><br>Focus on outcomes, using phrases like "because" and "so that" to link your other jobs to the one you really want. What stories can you share, to emphasize your contribution (which is another way to say "service")?<br><br>According to Carmen Simon, PhD, a Stanford neuroscientist and author of Impossible to Ignore and Made You Look, says that the past is only useful in that it helps us to predict the future. While past performance is no indication of future results, according to my broker, the past is often used to predict a candidate's success in the job interview. But would you hire someone with great experience....if you did not trust that person?<br><br>Trust matters more than experience in the job interview. Stories are the key to confidence and trust. Examples of how others have come to rely on you, or how you went above and beyond in difficult circumstances, establish the credibility and trust that you need.<br><br>To establish trust, consider how your job interview responses can cover these areas:<br><br>Your experience matters. Skills are vital. But without an attitude of service, your skills aren't going to connect to the interviewer - or the opportunity at hand. Moreover, establishing trust is vital to how your stories are received in the interview. Trust brings your skills into context. Make the second person first, and concentrate on how your background can offer service, solutions and possibilities to your potential employer. Because service and trustworthiness matter more than your experience in the job interview.</span> </a><a href="javascript:ShowMore('dots90af14a7-9383-4cf7-b8e0-b2fa85d39f05','more90af14a7-9383-4cf7-b8e0-b2fa85d39f05','btnMore90af14a7-9383-4cf7-b8e0-b2fa85d39f05','more','less')" id="btnMore90af14a7-9383-4cf7-b8e0-b2fa85d39f05" class="showmore_a">more</a>
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<div class="comment_header"><a href="https://www.gainrep.com/profile/cecilia.kimani.59970223" style="float: left;"><h3>Cecilia Kimani</h3></a><span class="comment_time"><img src="/images/clock.png">23h</span></div>
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<p>Very good information there on service and trust. <br>Thank you very much!</p>
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<div class="comment_header"><a href="https://www.gainrep.com/profile/mohammed.ganiwu" style="float: left;"><h3>mohammed ganiwu</h3></a><span class="comment_time"><img src="/images/clock.png">1d</span></div>
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<p>Thanks very much for the insight </p>
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<h3 class="postTitle">9 Steps to Master Job Task Analysis Fast * Toggl Hire</h3><br>
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<a href="https://www.gainrep.com/post/8167d4db-804d-4e1b-ba0e-de61868f4e38" class="black_link_normal" target="_blank">Only one in two employees strongly agree they know what's expected of them at work. That's right. Half of your workers lack clarity on the ins and outs of their own job position.<br><br>And if they don't even understand their individual responsibilities, how on earth are they supposed to know what their teammates are up to? They won't know who to ask for guidance, who to escalate an issue to, or who<span id="dots8167d4db-804d-4e1b-ba0e-de61868f4e38">... </span><span id="more8167d4db-804d-4e1b-ba0e-de61868f4e38" class="showmore_bigpart"> gets the final say on a decision.<br><br>A job analysis provides the details in black and white so all your employees know the expectations of each role in your org chart.<br><br>Along with being the first step in crafting detailed job descriptions (which is super useful for recruitment candidates, too), the job analysis process also supports your development processes by showing employees how they can progress in their careers.<br><br>This guide describes the steps involved in using a job analysis to gain crystal clear clarity on what everyone's supposed to be doing round here.<br><br>TL;DR - Key Takeaways<br><br>What is a job analysis?<br><br>A job analysis is the process of creating a detailed description of a specific role's responsibilities, tasks, compensation, required qualifications, working conditions, and relationship to other roles.<br><br>This systematic process encompasses everything from gathering information about the role to documenting and presenting it to stakeholders.<br><br>Through performing job analyses, you establish the components of a role, which helps internally with employee career development and externally with crafting accurate job descriptions that attract suitable candidates.<br><br>The goal of a job analysis is to explain exactly what a role entails. For example, instead of telling an entry-level marketing team member they're "responsible for social media," a job analysis could clarify that they should "post on LinkedIn and Bluesky social media platforms twice a week."<br><br>Job description vs. job analysis: What's the difference?<br><br>A job description is the result of the job analysis -- they're not the same thing; one follows the other. The job description paints a full picture of a job opportunity, including:<br><br>But to get to this point, your job analysis is the process of gathering all the information you need to create a summary of the role's tasks and subtasks. The findings from this analysis are included in the job description as its core responsibilities.<br><br>You might have heard of a similar concept called a competency model. To avoid any confusion, a competency model breaks down how a person performs a role. In other words, all the skills, knowledge, capabilities, and experience someone needs to succeed in a particular role.<br><br>Example job analysis for a junior marketer<br><br>Tweak this job analysis template to suit your own process:<br><br>Position summary: The Junior Marketer supports the marketing team by executing digital and traditional marketing strategies. This role focuses on content creation, social media management, campaign support, and data tracking to enhance brand awareness and drive customer engagement.<br><br>Key responsibilities<br><br>Skills and qualifications<br><br>Working conditions<br><br>Performance evaluation criteria<br><br>Why should you use job analysis?<br><br>HR teams are busy. They have a lot of spinning plates, and job analysis is yet another process to commit to and invest resources in. But trust us, it's worth it. Why?<br><br>The core benefits include:<br><br>HR professionals can use job analysis data in many different ways, including:<br><br>6 core job analysis methods<br><br>There are a variety of ways you can perform a thorough job analysis. Choose which one (or a combo) would best suit the particular role you're analyzing.<br><br>The journey begins with the insights gleaned from job analysis data. So, let's see how to get started with the data collection process.<br><br>#1. Establish the purpose<br><br>Kick-off by determining why you want to perform your job evaluation. For example, is it to improve the quality of job applicants you receive by clarifying your job ad role descriptions?<br><br>Or perhaps it's to improve your performance management process to provide more clarity about the necessary skills and training needs for each position. There's no right or wrong here. It's about choosing a purpose that aligns with your particular organization.<br><br>#2. Choose the method of job analysis<br><br>Decide which method, or a combo of methods, best suits your work environment and role responsibilities. For example, if you need to get data from a busy executive, you could use a questionnaire.<br><br>#3. Collect data<br><br>Appoint a job analyst (or an entire team) to gather all the information you can about the job you're assessing. The more sources you use, such as job descriptions, subject matter experts, employee growth plans, observations, and industry best practices, the more context you have for your analysis, and the more impactful it'll be.<br><br>#4. Analyze the data<br><br>Next, analyze the data you've collected. How you do this depends on volume. For example, if you're conducting a job analysis process in a small business, a simple Excel spreadsheet might be enough. But if you quickly outgrow the grids, you might prefer to use a dedicated human resources management platform with built-in analytics to make sense of the data.<br><br>Whatever approach you use, the aim is to distinguish which job tasks or responsibilities are essential and which detract from the role's key outputs or goals.<br><br>For example, a social media manager has started transcribing customer interviews in addition to their main duties. You discover the transcribing task takes a lot of their time and doesn't contribute to improving social media metrics, so you red-flag it.<br><br>#5. Verify your findings<br><br>When you've completed the job analysis and analyzed the data, then you'll need to verify your findings. As a best practice, discuss them with the current employee in the role, a supervisor, and a hiring manager. You could also compare the findings to competitors' job ads for further confirmation.<br><br>#6. Set out the role responsibilities and job tasks<br><br>From the info you've verified, you'll now have what you need to put together a detailed breakdown of the role's essential duties.<br><br>Use your job analysis data to get a clear picture of the role and start to see what candidates or employees need to perform the duties successfully. You'll have all the knowledge requirements to create accurate job descriptions that reflect the physical demands, day-to-day tasks, professional and legal guidelines, and any other details that apply to the role.<br><br>#7. Identify skills gaps<br><br>You can now determine if there are any skill gaps with the employees in that role by comparing the job tasks list with what they're actually doing and the quality of their work.<br><br>Some of these gaps may be caused by a lack of knowledge or experience, but they can also be caused by the rapid pace of technological changes (ahem, Chat-GPT 4o, anyone?).<br><br>It's important to identify skill gaps during the job analysis process, such as a lack of knowledge or need for advanced training.<br><br>Now you should have all the pieces you need to develop a job description that is:<br><br>When you're creating job descriptions based on your job analysis, also ensure the copy is clear and concise and shows off your company culture.<br><br>The whole point of conducting a job analysis, besides creating a detailed job description, is to continually streamline and evolve the position with industry changes and organizational growth. Once you have conducted an in-depth evaluation of the job duties and identified skills gaps, remember that your efforts will only stay relevant for a couple of years or so.<br><br>Identify skill gaps fast with online skills tests<br><br>Performing a job analysis may sound like a major time suck. But, when done right, your team can actually save heaps of time in the overall hiring, employee selection, and onboarding process. Not to mention, you'll ensure current employees are no longer in the dark about what's expected of them. And that's pretty darn important.<br><br>Skills testing complements the job analysis process perfectly by ensuring your employees and job seekers have the required skills to perform well in their respective roles.<br><br>Toggl Hire offers an all-in-one skills assessment platform with 150+ ready-made templates available to test 180+ skills. The whole process is automated, saving your team loads of time. You can create customized skills tests in two clicks and make them role-specific (with valid questions sourced from SMEs!)</span> </a><a href="javascript:ShowMore('dots8167d4db-804d-4e1b-ba0e-de61868f4e38','more8167d4db-804d-4e1b-ba0e-de61868f4e38','btnMore8167d4db-804d-4e1b-ba0e-de61868f4e38','more','less')" id="btnMore8167d4db-804d-4e1b-ba0e-de61868f4e38" class="showmore_a">more</a>
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<h3 style="display: inline-block; text-transform: none; font-weight: normal;">Anonymous member</h3>
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<span style="display: inline-block; color: #b2b2b2; font-size: 14px;"><img src="/images/clock.png" style="margin-top: 0px !important; margin-right: 4px;">4d</span>
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<div class="question_title post_desc"><a href="https://www.gainrep.com/post/94c495a1-1ef3-419d-99a3-b23648ccfb62" class="black_link_normal" target="_blank">morning everyone, and complements of the new season, I am an Advocate who served Pupillage and i am strugling to get briefs ,kindly assist.
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</form>Text Content
* Sign in Career Advice Jobs People Communities Trending New Newest comments Ask for a career advice Share career news * Ask for a career advice * I seek a job * Professional question * Share career news * Get recommendations Recommended for you CAREER DEVELOPMENT 1h * Post page * Share on * Share on GAPS IN RESUMES ARE BECOMING NORMALIZED, BUT STILL BE READY TO EXPLAIN WHY * * Fulltime * When Sofia Theodorou scrolls through job applicants' resumés, she sometimes notices that people have gaps in their work experience. The applicants may need to do some explaining, but she's more than willing to listen. "It doesn't go to another pile if there's a gap. If it's not explained in the resumé, it can still provide an opportunity to understand a prospective job candidate more deeply,"... says Ms. Theodorou, the chief human experience officer at Securian Canada, an insurance provider headquartered in Toronto. The experts we spoke with agree that in 2025, showing a gap in your job application, CV or resumé does not carry the stigma it may have in the past. "It's a normal thing these days for people to take time off, for example to take care of their children or their elders. Some people take time off for sabbaticals, or to retrain to transition to a different job or simply to travel," says Pamela Lirio, an associate professor of digital human resources at the University of Montreal. Dr. Lirio and others who look at human resources trends say there are several reasons for more flexible attitudes about resumé gaps. "Since the pandemic, most employers have been more understanding and less discriminating regarding resumé gaps," writes Marlo Lyons, a U.S. job coach and author who contributes to the Harvard Business Review. "But you have to be ready to explain the gaps clearly, confidently and without stumbling," Ms. Lyons says. Dr. Lirio agrees that the pandemic has changed employers' attitudes to gaps. "There seems to be better recognition that job seekers can have other priorities besides working continuously," she says. "It also helps build a more diverse work force if people have different experiences rather than moving from one job to another." Shari Lash, a Toronto-based professional development coach and head of her own coaching firm, WholeSTEP, says the labour market has been changing for some time. "People aren't staying in the same jobs for 20 or 30 years, so the career path is not necessarily linear any more." Indeed, as far back as a decade ago, research by online job site Workopolis showed that Canadians could expect to hold as many as 15 jobs during their careers. Moving from job to job allows people to take time off, Ms. Lash says. "We all have our ups and downs, life gets in the way and sometimes other things demand more attention than work, and more employers understand this," she says. "In some cases a gap can even look like an advantage, for example if you did something to expand your breadth of knowledge or experience. Depending on the job, employers are sometimes looking for breadth over depth; they don't just want people who know a lot, but who are also open to continue to learn," Ms. Lash adds. "A career gap can be an opportunity for you to regroup," Ms. Theodorou explains. "When recruiters see a gap, they're looking for what motivated the applicant, what it says about their values and what they learned from the time away." It's more of a concern if a person's resumé shows an unusual amount of jumping from job to job, she adds. "In this economy, people often get laid off through no fault of their own, but if they've gone through a lot of jobs in a short time interviewers will want to know why." Getting laid off may even be an opportunity to take a break and make long-term plans, Ms. Theodorou says. "If you're getting paid out from your old job, you might decide not to jump into something new right away." Most gaps are not particularly awkward to explain - perhaps prison time might be an exception - but gaps should always be addressed, either in the job interview or right in the resumé. "I want transparency and honesty. I like when people are pro-active about their stories and come to the table and explain the gap without even being asked," Mr. Theodorou says. The opportunity is there to discuss what they gained from not working. "What did you learn? What new skills and experiences do you now have that you might bring to a new job?" she says. The job posting site Indeed recommends additional steps in addition to honesty and transparency to explain your gaps. One is to explain the reason for the gap right in the resumé, for example, with a line such as "took time off to care for a sick family member." Another is to reassure the interviewer that you will not require time away from work for the foreseeable future. Some professional job applicants in Canada have gaps because they immigrated and did not get certified in their profession here right away. Ms. Lash recommends organizing a "functional" rather than a chronological resumé. "Focus on what you've done and what you're capable of doing rather than the dates of whatever you've done," she says. If you did something useful or helpful during your gap, be proud of it, adds Dr. Lirio. "I had a student leave a good job for a low-paid internship with an international organization in Europe and he said it was the best thing he ever did. You can use a gap like this to brand yourself. You can frame something you did between jobs to capture peoples' attention and make them want to know more about you," she says. more * Recommended for you CAREER DEVELOPMENT 1h * Post page * Share on * Share on ESSENTIAL SECRETS FOR ACING YOUR NEXT JOB INTERVIEW * * Fulltime * A comprehensive guide to navigating the modern interview process with confidence The competitive nature of today's job market demands more than just qualifications. Success in job interviews requires careful preparation, genuine confidence, and strategic insight. Here's how to transform your interview approach and stand out among other candidates in a field where first impressions can determine... career trajectories. The foundation of interview success begins long before you enter the room. Start by thoroughly analyzing the job description, highlighting key responsibilities and required qualifications. This knowledge allows you to align your responses with the role's specific demands and demonstrate how your experience matches their needs. Understanding company culture has become equally crucial. Examine the organization's mission statement, recent developments, and social media presence. This research demonstrates genuine interest and helps you determine if the company aligns with your career goals. Pay particular attention to recent company achievements, industry position, and growth trajectory. Preparing thoughtful questions showcases your strategic thinking. Focus on areas such as team dynamics, project methodologies, and growth opportunities. These questions transform the interview into an engaging dialogue rather than a one-sided examination. Professional presentation extends beyond appearance. While appropriate attire matters - choosing clothing that aligns with company culture while erring on the formal side - your initial moments should showcase both confidence and authenticity. Maintain consistent eye contact and positive body language throughout the interaction. Develop a compelling personal narrative that connects your experience to the role. This elevator pitch should succinctly describe your background, major achievements, and direct relevance to the position. Practice until it flows naturally, highlighting relevant achievements while avoiding unnecessary details. Key preparation points: Modern interviews focus heavily on behavioral questions. The STAR method (Situation, Task, Action, Result) provides a framework for structured responses that demonstrate problem-solving abilities and leadership potential. When using this approach, focus on concrete examples that showcase your decision-making process and measurable outcomes. When discussing areas for improvement, focus on specific skills you're actively developing. This approach shows self-awareness and commitment to professional growth while maintaining a positive narrative. Be prepared to discuss how you're addressing these areas through continued education, mentorship, or practical experience. The interview process works both ways. While showcasing your qualifications, observe team dynamics and company culture. This mutual assessment helps determine if the role truly aligns with your career goals and professional values. Pay attention to the interviewer's communication style and energy level. Matching their tone while maintaining authenticity can create natural rapport and memorable interactions. Show genuine enthusiasm for the role through engaged listening and thoughtful responses to their questions. The rise of virtual interviews requires additional preparation. Consider these essential factors: Following up effectively can distinguish you from other candidates. Send a thoughtful message within 24 hours, referencing specific conversation points and reiterating your interest in the role. This communication should be concise but personal, demonstrating your attention to detail and continued enthusiasm. Use each interview as a learning opportunity, regardless of the outcome. Reflect on your responses and interview dynamics to refine your approach for future opportunities. Keep detailed notes about questions asked and areas where you could improve. Interview success requires a balance of thorough preparation and authentic presentation. By implementing these strategies while maintaining genuine enthusiasm for the opportunity, you position yourself as a memorable, qualified candidate. Remember that finding the right role takes time and persistence. Each interview provides valuable experience and brings you closer to your ideal position. Stay focused on continuous improvement and maintain a positive, professional approach throughout your search. View each interview as an opportunity to refine your presentation and better understand your professional value. The most successful candidates combine thorough preparation with authentic engagement. They understand that an interview is not just about answering questions correctly but about demonstrating how their unique combination of skills, experience, and personality aligns with the organization's needs and culture. more * Recommended for you CAREER DEVELOPMENT 1d * Post page * Share on * Share on THE GREEN FLAGS IN JOB CANDIDATES THAT 6 RECRUITING PROS LOOK FOR DURING INTERVIEWS * * Fulltime * Exhibiting red flags in a job interview can be an easy way to lose out on advancing to the next stage. But on the flip side, there are green flags that can help set you apart and boost your chances. We asked 6 recruiting professionals for the green flags they look for in candidates during job interviews. The start of the year is usually one of the busiest times for hiring as many companies have... finalized their new budgets. If you're brushing up on your interview skills right about now, BI spoke with several current and former recruiters for the traits they say always make a good first impression. Here are the green flags they like to see in job candidates: Demonstrating accountability "Self-reflection, accountability, and confidence in themselves and their work," are green flags to Lauren Monroe, who leads the creative practice group at Aquent, a staffing agency for creative, marketing, and design roles. A personalized touch also helps. Monroe recalls one candidate who "studied the job description and prepared success stories and examples for every responsibility" to share in the interview. As the cherry on top, the candidate "created a fun animation using the company's logo and added it to their email signature" in their thank-you note. A clear pitch Tessa White, a former head HR chief, is the CEO of The Job Doctor and author of "The Unspoken Truths for Career Success." "When a candidate comes in and is clear on how they can help the company, and why they are a fit, it's refreshing," she says. "I often tell people, if you don't know what your value proposition is, I guarantee you the company won't know." Mentoring others Kyle Samuels, who leads executive search agency Creative Talent Endeavors after 20 years in senior-level executive recruiting, looks for candidates with "a history of coaching and mentoring others" because this shows they "want the organization as a whole to operate at a high level." Enthusiasm for the job Amri Celeste, a recruitment manager and interview coach, watches for applicants who show passion and enthusiasm for the job. "When a candidate is particularly enthusiastic or excited about a role, the hiring manager will often be enthusiastic and excited about the candidate," she says. "It's one of the most common pieces of positive feedback I receive from managers about candidates." Having prepared "clear examples of any achievements and duties mentioned on a résumé" ticks off another box on the candidate checklist, she adds. Asking thoughtful questions Marissa Morrison, VP of people at ZipRecruiter, says well-thought-out questions reflect "interest, enthusiasm, and a deeper understanding of the position." "For example, asking about how they'd be expected to use AI or a certain new technology in the role in a job interview can be a way to demonstrate that you're up to date with current trends and willing to embrace new technologies to creatively solve problems, drive value, and support your work," she says. An upbeat attitude "Having a positive attitude, showing enthusiasm for the role, and being engaged during your interview can help set you apart from the competition," Amy Garefis, chief people officer at ZipRecruiter. "In my experience, it is often the tiebreaker for me between candidates with similar skills or professional experience." more * 2 Recommended for you CAREER DEVELOPMENT 1d * Post page * Share on * Share on NEVER WEAR THESE FOUR COLORS TO A JOB INTERVIEW * * Fulltime * We've all been there, pulling clothing and outfits from our closet, trying to figure out what to wear to a job interview. It's like the first day of school all over again, wanting to make a fantastically cool first impression. Even if the first interview or two is on Zoom, what you're wearing from your waist up matters. I want to preface this by saying that clearly, what you do for a living... makes a difference. If you're in the creative industry, then you have a bit more leeway with these tips than someone in the business world. That said, trust your gut and do what you do while remembering that what you wear does matter. Wait, red is a no-go? But it's a powerful color that exudes confidence. According to the Indeed website, while red is filled with excitement and energy, in an interview, it can send a domineering message and even aggressiveness. If you insist on red, wear it as an accent color, such as a scarf, or carry a red handbag. Meanwhile, orange is just no -- don't even go there. Brown is boring and gives off a very passive vibe. Multi-colored clothing, like patterns, can be distracting unless you have a solid, neutral-tone blazer over that busy blouse. PERFECT JOB INTERVIEW COLORS TO WEAR According to Top Interview, blue is the absolute #1 go-to if all else fails in deciding what to wear to a job interview. All shades of blue work. Black and white are also perfect interview colors. They're always sleek-looking, and it's easy to add a tiny splash of color to make a statement. Oddly, grey is also a top color to wear to an interview. I would have thought this would be simple and dull, like the color brown, but grey exudes classic style and always looks well put together. Purples, pinks, greens, and yellows are fantastic for the creative world, but otherwise, Indeed says accent only for these exuberant colors, which can send an unprofessional message. more * * ODII RICHARD 1h I deserve the information and it has come at the right time when I needed it, thank you * IFEOMA MARTHA 8h Really? Thanks for the update Load more... Recommended for you CAREER DEVELOPMENT 2d * Post page * Share on * Share on HOW DO I GET A JOB I'M OVERQUALIFIED FOR? * * Fulltime * Q: How do I get a job I'm overqualified for? A: Though it may seem counterintuitive to the idea that we should always be climbing a career ladder, there are plenty of reasons to want to take a step down to a role that you are overqualified for. The best approach is to be as straightforward as possible about those reasons. First, as with any job opening, submit your résumé via the requested... method (like through a job portal or to HR). Then address the elephant in the room in your cover letter. If the role is at a lower level and pay but at your dream company or in a different industry, explaining your passion can work in your favor. Try saying something like: "While I've worked in senior leadership for the past decade, this role is a perfect for my skills and a pivot to the type of meaningful work I'd like to dedicate myself to for the rest of my career." If you are applying for a lower position because you want a less stressful position, that's okay to admit, too. In this instance you can say something along the lines of: "I'm proud of what I've accomplished in my most recent roles, and I'm excited by the chance to use those skills in a more hands-on way that will allow me to retain a better work-life balance." From those starting points you can get into the details about the role and the company. Perhaps you've been in management and you'd like to go back to more of a contributor role. If it's a career or industry change, emphasize what skills you bring from your past work and your willingness to start again to do work you've always wanted to pursue. If you're applying for a lower position out of desperation because you've been out of work for a long time or because you are unhappy at your current job, you don't necessarily have to reveal that. Instead, focus on what is appealing about the company or role. This is another good opportunity to seek out the hiring manager and send them a heads up about your application and re-iterate why they should consider you for a job that seems below your level. It's also good to address the two biggest things that will give the hiring manager hesitation: salary and longevity. If the salary range is posted with the position, know that there may be some wiggle room, but likely not much. In your cover letter or email to the hiring manager, say something like: "I'm aware that this role comes with a lower salary than my previous position and I'm comfortable taking a pay cut to for a role/company/industry that is a fit for my interests." more * 5 Recommended for you LZZOH MWAS Career development 2d * Post page * Share on * Share on * * Fulltime * Hello gainrep family. A question has been lingering in my mind for a while. I am currently transitioning from my information science job to a copywriting job, how best can i move without looking back at the current job that i have? * 3 Recommended for you CAREER DEVELOPMENT 4d * Post page * Share on * Share on 5 TIPS TO ACE A JOB INTERVIEW INCLUDING HOW TO PREPARE FOR THE QUESTION THEY'LL DEFINITELY ASK * * Fulltime * If you're back in the job market, or looking for your first position after graduating, you'll need to think about how to ace a job interview. Getting shortlisted for interview is a significant achievement on its own, given managers routinely consider hundreds of other applicants for each position. But to interview well, you need to be prepared, confident (but not arrogant) and stand out from... other applicants. A good job interview means assuring a prospective employer you can fit into their company, have the skills to do or adapt to the job, and can work well with others. So, how can you put your best foot forward in a job interview? Here are five tips. 1. Talk about your cultural and organisational fit Explain how you would be a great fit in the new job. Establishing your fit doesn't mean talking up your skills, but convincing the panel you are the right person to join the company. Make it clear you know what the company does well (more on that later), offer examples of where you've worked well in teams before, and explain how you could contribute to the organisation's mission, goals and achievements. 2. Prepare answers for important questions They will almost certainly ask:"why should we hire you?" Variations of this question include:"why are you the best person for this job?" and"why do you want this job?" You may be asked these kinds of questions right at the start of your interview. It's not an invitation to brag about what you have done or exaggerate your claims. It's an opportunity to demonstrate how you would fit into the company with your skills, track record and personal values. This is your chance to outline your skills and position yourself as the best person for the job. But these questions also allow you to give an early indication about whether your working style and personal values align with the organisation's values . 3. Show your enthusiasm and commitment It is important to show you are enthusiastic and excited to be part of their organisation. You are looking to give your employer a sense of your personality and your interest in not just the job but the company. What is it about this company's work that interests you? Can you name examples of things they've done well in the past? If you got the job, why would you be proud to work there? Demonstrate you have read up on the company and people and be specific about what you can offer as a future employee. Research the company and the person who is interviewing you. Make it clear you understand the business and its recent output, as well as the person and their preferences. Don't simply regurgitate information about the company from their website. Instead, come up with some interesting questions such as how they've managed a big change in the industry, or how they are adapting to a new technology. The company will probably research or"cybervet" you. Ensure your public profile and other accessible information is professional and shows you at your best. Lose the wild party pics. 5. Give 'I' answers "I" answers show how your skills would benefit the company and suit the position. You could talk, for example, about how you're passionate about helping people, so you did an internship in aged care administration during your business studies and also volunteered at your local aged care home. Or that you won an award in recognition of your contribution to your industry, and explain what you did that won you this award. The story of you as a talented and committed job seeker should not only be compelling but have an internal narrative logic. For example: Research has also shown doing an internship gives you a better chance of winning a job. If you've got gaps in your resume, fold them into your narrative about how you have built your experiences, education, skills and capacities. For example, A job interview is not just about how well you did in your studies or your previous job but how you can build your skills and capabilities into a sustainable career in your new role. The interviewer is looking for how you can add value to the organisation. more * 5 Recommended for you CAREER DEVELOPMENT 4d * Post page * Share on * Share on THE 2 THINGS THAT MATTER MORE THAN EXPERIENCE IN THE JOB INTERVIEW * * Fulltime * The job interview went well. Your experience was spot on. Nice work! But despite your best storytelling, not to mention the questions you asked at the end, you didn't get the job. As companies focus more on skills-based hiring, it's easy to imagine that experience is what gets the gig. If you're in the interview, the company believes (on some level) that you have the experience they're seeking. So... what else can get you closer to your next opportunity? In the job interview, these two things are vital - because they matter more than your experience. "So, tell me about yourself," is the question that everyone asks. It's an invitation to share your experience, history and qualifications, right? Wrong. There's a question behind the question, and that unspoken inquiry is more important than your experience. When an interviewer asks, "Tell me about you" what they are really asking is, "Tell me about how you can help us". In my coaching work with executives and aspiring leaders, I emphasize the importance of making the second person first. Second person is "you". Not you, dear reader. I'm talking about the person right in front of you - your audience - in the job interview. Talking about yourself is self-serving, if you don't make a connection. The second person is the one who matters most. How are you letting him or her know that you can help? The storytelling strategy here is to use the past to create the future. Entrepreneurs who pitch their business ideas to investors do this for a living. The business pitch is filled with "forward-looking statements". Entrepreneurs seeking millions in investment talk about what could transpire if an investment is made. In the interview, you are asking the company to invest in you - and sharing the past as context for future possibility. You have to consider the one thing that matters more than your experience: it's your service. "Service" doesn't mean customer service, repair service or food service. Service means helping others - and, by extension, helping entire organizations. Helping team members to succeed, helping board members to make the right decision, helping get that controller fixed so that the drone will work - you get the idea. In the interview, the real job is helping hiring managers to see the best investment for the role (you) - and that decision gets easier around service. Connect your accomplishments to the service you can provide. That service is your solution - and ultimately, companies are hiring solutions providers. The takeaway here is to remember that the past doesn't create the future. The future is always created from right now. And right now, in the job interview, your service determines your future. How many people can you help? In what way? And to what degree? How quickly can you create that valuable service, and what would you do first if you had the job? Focus on outcomes, using phrases like "because" and "so that" to link your other jobs to the one you really want. What stories can you share, to emphasize your contribution (which is another way to say "service")? According to Carmen Simon, PhD, a Stanford neuroscientist and author of Impossible to Ignore and Made You Look, says that the past is only useful in that it helps us to predict the future. While past performance is no indication of future results, according to my broker, the past is often used to predict a candidate's success in the job interview. But would you hire someone with great experience....if you did not trust that person? Trust matters more than experience in the job interview. Stories are the key to confidence and trust. Examples of how others have come to rely on you, or how you went above and beyond in difficult circumstances, establish the credibility and trust that you need. To establish trust, consider how your job interview responses can cover these areas: Your experience matters. Skills are vital. But without an attitude of service, your skills aren't going to connect to the interviewer - or the opportunity at hand. Moreover, establishing trust is vital to how your stories are received in the interview. Trust brings your skills into context. Make the second person first, and concentrate on how your background can offer service, solutions and possibilities to your potential employer. Because service and trustworthiness matter more than your experience in the job interview. more * 1 * CECILIA KIMANI 23h Very good information there on service and trust. Thank you very much! * MOHAMMED GANIWU 1d Thanks very much for the insight Load more... HR & RECRUITMENT 4d * Post page * Share on * Share on 9 STEPS TO MASTER JOB TASK ANALYSIS FAST * TOGGL HIRE * * Fulltime * Only one in two employees strongly agree they know what's expected of them at work. That's right. Half of your workers lack clarity on the ins and outs of their own job position. And if they don't even understand their individual responsibilities, how on earth are they supposed to know what their teammates are up to? They won't know who to ask for guidance, who to escalate an issue to, or who... gets the final say on a decision. A job analysis provides the details in black and white so all your employees know the expectations of each role in your org chart. Along with being the first step in crafting detailed job descriptions (which is super useful for recruitment candidates, too), the job analysis process also supports your development processes by showing employees how they can progress in their careers. This guide describes the steps involved in using a job analysis to gain crystal clear clarity on what everyone's supposed to be doing round here. TL;DR - Key Takeaways What is a job analysis? A job analysis is the process of creating a detailed description of a specific role's responsibilities, tasks, compensation, required qualifications, working conditions, and relationship to other roles. This systematic process encompasses everything from gathering information about the role to documenting and presenting it to stakeholders. Through performing job analyses, you establish the components of a role, which helps internally with employee career development and externally with crafting accurate job descriptions that attract suitable candidates. The goal of a job analysis is to explain exactly what a role entails. For example, instead of telling an entry-level marketing team member they're "responsible for social media," a job analysis could clarify that they should "post on LinkedIn and Bluesky social media platforms twice a week." Job description vs. job analysis: What's the difference? A job description is the result of the job analysis -- they're not the same thing; one follows the other. The job description paints a full picture of a job opportunity, including: But to get to this point, your job analysis is the process of gathering all the information you need to create a summary of the role's tasks and subtasks. The findings from this analysis are included in the job description as its core responsibilities. You might have heard of a similar concept called a competency model. To avoid any confusion, a competency model breaks down how a person performs a role. In other words, all the skills, knowledge, capabilities, and experience someone needs to succeed in a particular role. Example job analysis for a junior marketer Tweak this job analysis template to suit your own process: Position summary: The Junior Marketer supports the marketing team by executing digital and traditional marketing strategies. This role focuses on content creation, social media management, campaign support, and data tracking to enhance brand awareness and drive customer engagement. Key responsibilities Skills and qualifications Working conditions Performance evaluation criteria Why should you use job analysis? HR teams are busy. They have a lot of spinning plates, and job analysis is yet another process to commit to and invest resources in. But trust us, it's worth it. Why? The core benefits include: HR professionals can use job analysis data in many different ways, including: 6 core job analysis methods There are a variety of ways you can perform a thorough job analysis. Choose which one (or a combo) would best suit the particular role you're analyzing. The journey begins with the insights gleaned from job analysis data. So, let's see how to get started with the data collection process. #1. Establish the purpose Kick-off by determining why you want to perform your job evaluation. For example, is it to improve the quality of job applicants you receive by clarifying your job ad role descriptions? Or perhaps it's to improve your performance management process to provide more clarity about the necessary skills and training needs for each position. There's no right or wrong here. It's about choosing a purpose that aligns with your particular organization. #2. Choose the method of job analysis Decide which method, or a combo of methods, best suits your work environment and role responsibilities. For example, if you need to get data from a busy executive, you could use a questionnaire. #3. Collect data Appoint a job analyst (or an entire team) to gather all the information you can about the job you're assessing. The more sources you use, such as job descriptions, subject matter experts, employee growth plans, observations, and industry best practices, the more context you have for your analysis, and the more impactful it'll be. #4. Analyze the data Next, analyze the data you've collected. How you do this depends on volume. For example, if you're conducting a job analysis process in a small business, a simple Excel spreadsheet might be enough. But if you quickly outgrow the grids, you might prefer to use a dedicated human resources management platform with built-in analytics to make sense of the data. Whatever approach you use, the aim is to distinguish which job tasks or responsibilities are essential and which detract from the role's key outputs or goals. For example, a social media manager has started transcribing customer interviews in addition to their main duties. You discover the transcribing task takes a lot of their time and doesn't contribute to improving social media metrics, so you red-flag it. #5. Verify your findings When you've completed the job analysis and analyzed the data, then you'll need to verify your findings. As a best practice, discuss them with the current employee in the role, a supervisor, and a hiring manager. You could also compare the findings to competitors' job ads for further confirmation. #6. Set out the role responsibilities and job tasks From the info you've verified, you'll now have what you need to put together a detailed breakdown of the role's essential duties. Use your job analysis data to get a clear picture of the role and start to see what candidates or employees need to perform the duties successfully. You'll have all the knowledge requirements to create accurate job descriptions that reflect the physical demands, day-to-day tasks, professional and legal guidelines, and any other details that apply to the role. #7. Identify skills gaps You can now determine if there are any skill gaps with the employees in that role by comparing the job tasks list with what they're actually doing and the quality of their work. Some of these gaps may be caused by a lack of knowledge or experience, but they can also be caused by the rapid pace of technological changes (ahem, Chat-GPT 4o, anyone?). It's important to identify skill gaps during the job analysis process, such as a lack of knowledge or need for advanced training. Now you should have all the pieces you need to develop a job description that is: When you're creating job descriptions based on your job analysis, also ensure the copy is clear and concise and shows off your company culture. The whole point of conducting a job analysis, besides creating a detailed job description, is to continually streamline and evolve the position with industry changes and organizational growth. Once you have conducted an in-depth evaluation of the job duties and identified skills gaps, remember that your efforts will only stay relevant for a couple of years or so. Identify skill gaps fast with online skills tests Performing a job analysis may sound like a major time suck. But, when done right, your team can actually save heaps of time in the overall hiring, employee selection, and onboarding process. Not to mention, you'll ensure current employees are no longer in the dark about what's expected of them. And that's pretty darn important. Skills testing complements the job analysis process perfectly by ensuring your employees and job seekers have the required skills to perform well in their respective roles. Toggl Hire offers an all-in-one skills assessment platform with 150+ ready-made templates available to test 180+ skills. The whole process is automated, saving your team loads of time. You can create customized skills tests in two clicks and make them role-specific (with valid questions sourced from SMEs!) more * 2 ANONYMOUS MEMBER 4d * Post page * Share on * Share on * * Fulltime * morning everyone, and complements of the new season, I am an Advocate who served Pupillage and i am strugling to get briefs ,kindly assist. * Copyright 2024 * English * Українська * Русский Terms Privacy policy Cookies Support ASK FOR RECOMMENDATIONS Via social networks or with a link Ask friends and colleagues Share Copy link By email Message * * * CONNECT × Close × At the current plan, you cannot send contact requests, or the daily limit exceeded. Details You have no jobs. Post a job to be able to offer it to candidates. Close FILTERS × Adobe Photoshop DevOps HR ICT illustrator IT Photoshop PR QA SEO SMM Select from popular * Adobe Photoshop * DevOps * HR * ICT * illustrator * IT * Photoshop * PR * QA * SEO * SMM Save Close PROMOTE POST × 1. 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