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5 Reasons Why You're Not Landing Any Job Interviews
- Unfocused Job Search: Target specific companies and roles to streamline efforts and stay motivated.
- Overqualification: Address concerns by articulating genuine motivations for applying, such as career shifts or seeking work-life balance, in your cover letter and professional summary.
- Underselling Yourself: Highlight measurable achievements and confidently communicate your worth to potential employers.
- Underutilizing Your Network: Leverage connections for referrals, as many jobs are filled through networking.
- Lacking Social Media Presence: Maintain a professional online image, especially on LinkedIn, as employers often screen candidates.
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Ghazal Alagh says Infosys, LinkedIn founders don’t believe in work-life balance, details the ‘misunderstood’ concept in
- Mamaearth CEO Ghazal Alagh in a recent post, Ghazal Alagh highlighted the misunderstood concept of work-life balance, citing the beliefs of founders from prominent companies like Infosys and LinkedIn.
- Alagh emphasized that work-life balance is subjective and varies based on individual aspirations and priorities. She illustrated diverse approaches, from daily to decade-long balances, stressing that it's about creating harmony between professional and personal pursuits.
- Reactions echoed her sentiment, with individuals expressing agreement on the fluid nature of balance, where work and personal life coexist without strict boundaries.
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The Beautiful Mess
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TBM 284: Why Aren't We Talking About Continuous Improvement?
- Continuous improvement, particularly in the context of Lean and Agile, has been a deeply appealing concept for many.
- However, there is a noticeable lack of emphasis on continuous improvement in companies and teams, even those claiming to be high-performing or undergoing transformation.
- Employees are rarely involved in finding solutions or suggesting areas for improvement, leading to a lack of engagement and innovation.
- Despite this, there are pockets of empowered leaders in some companies who are successfully implementing continuous improvement practices by prioritizing respect for people and fostering a culture of Kaizen.
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‘Quit-Tok’: what is the latest viral trend and how should employers manage it?
- The latest viral trend, "Quit-Tok," showcases young workers resigning from their jobs on social media platforms like TikTok.
- These videos often call out workplace injustices, prompting accountability from businesses. However, they also raise concerns about fairness and online reputation. Employers must navigate this new landscape by fostering open communication and addressing grievances internally.
- While Quit-Tok reflects a shift in attitudes towards work and identity, it also highlights the need for constructive dialogue between employers and employees to create more inclusive and supportive workplaces.
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Lenny's Newsletter
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How to make an impact in your first 90 days
- Your first 90 days at a new job are crucial. These sharp tech operators suggest quick wins that make an impact, e.g. by identifying and addressing friction in the funnel, implementing a blurred UI to improve sign-ups, tweaking pricing models, ditching meetings in favour of the most important rituals and feedback for trust building.
- Among the key quick wins suggested are to look for opportunities that go against pre-existing assumptions, improve latency in freemium products, and test a CTA where drop-off is highest within the funnel to help drive monetisation.
- Focusing on feature gating can help to convert free users into paying customers faster and save companies money in the long run, while the data behind feature packaging can also reveal where companies are giving away too much.
- Another quick win is to challenge the status quo and develop a provocative point of view, creating thoughtful leadership that challenges people's perceptions and stands out in the market, say the experts.
- For growing a remote team, regular weekly written updates can be beneficial for scaling leadership visibility, particularly in uncertain times, as can asking for and giving feedback to help build trust in the team.
- Audit pricing and packaging for gating features. Usage limits can be a positive impact among users, if done well, adds one expert.
- Branding and visibility can go hand in hand, and the use of GIFs is one way to achieve this. Looking out for friction points is key, and sometimes the ideas are hiding in plain sight, notes one expert.
- Developing a personal data dashboard of metrics that matter to success is another quick win, while understanding the inputs and outputs of the business equation, and documenting how the business works can reap rewards.
- The report stresses that building trust is critical in the first 30 days, but, if done right, this can be achieved through receiving feedback regularly, while building this feedback loop out to build a strong rapport within the team is also important.
- Mining the data can be a powerful tool, helping either to reinforce pre-existing ideas or uncovering some missed opportunities within the marketplace.
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Ex-Amazon, Deloitte HR executive shares 3 tips for candidates appearing for a job interview
- In navigating the often nerve-wracking terrain of job interviews, Teresa Freeman, an ex-Amazon and Deloitte HR executive, offers invaluable insights.
- Her three tips serve as a compass for candidates facing challenging questions. First, she advocates for clarifying queries by either repeating or reframing them, ensuring a clear understanding.
- Secondly, if direct answers elude, redirecting the discussion to related expertise showcases adaptability.
- Lastly, demonstrating eagerness to learn, even in areas lacking prior experience, underscores commitment and enthusiasm. Freeman's advice underscores the importance of positivity, energy, and interest, traits that can significantly bolster one's candidacy in the competitive job market.
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Don’t use these 3 types of phrases in your resume, says ex-Google recruiter
- Avoid mundane task listings: Former Google recruiter, Nolan Church, advises against detailing everyday tasks like "coordinating meetings with X" in your resume. Instead, highlight tangible contributions that made a significant impact on the business, such as securing new clients or surpassing sales targets.
- Avoid keyword overload: Incorporate job description keywords sparingly to avoid a confusing "word salad." Stick to one keyword per sentence for clarity and relevance.
- Be concise: With recruiters spending mere seconds per resume, keep sentences under 25 words to quickly convey achievements and grab attention in the competitive job market.
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Ex-CEO of Snapdeal Kunal Bahl shares his reaction when a founder asked him 'Can I present in Hindi?'
- Former Snapdeal CEO Kunal Bahl advocates for business presentations in native languages, emphasizing effective communication over English fluency.
- He recounts a founder's hesitation to present in Hindi, highlighting the unnecessary colonial mindset around English proficiency. Bahl asserts confidence in using mother tongues in business, resonating with entrepreneurs who've faced language barriers.
- Pritesh Lakhani shares losing an opportunity due to discomfort with English presentations. Others echo similar experiences, underscoring the need for inclusivity in business communication.
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HR executive shares 4 reasons why some employees quit after 6 months
- Bharti Pawar, an HR Executive at Impact Infotech Pvt. Ltd., took to LinkedIn to list reasons that mainly guide the decision of an employee to leave a new job. She highlighted four reasons: “Toxic work culture”, “less salary, unpaid overtime”, “work pressure beyond their limit”, and “nepotism and office politics”.
- Responses varied, with some citing personal experiences of mistreatment, while others criticized HR's role in fostering office politics.
- One user advocated for stricter evaluation of companies before joining, while another highlighted the trend of shorter job tenures for career advancement.
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Navigating Skills-Based Hiring: A 3-Step Adaptation Guide for Job Seekers
- Skill-Centric Profiles: Craft your online presence to spotlight key skills. Ensure your LinkedIn, cover letters, and networking pitches emphasize relevant proficiencies aligned with job requirements.
- Real-Time Skill Demonstration: Prepare for live assessments by honing test-taking abilities and assembling a portfolio showcasing tangible skills. Practice relaxation techniques to manage test anxiety and consider online courses for skill reinforcement.
- Invest in Side Projects: Fill skill gaps by engaging in hands-on projects outside of work. Volunteer roles, consulting, or professional associations offer valuable opportunities to develop and demonstrate sought-after skills.
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Consulting firms step up efforts to push out their low performers
- Consulting firms, notably McKinsey, are intensifying efforts to trim their workforce, targeting underperforming employees amid sluggish growth.
- McKinsey's recent mid-year performance reviews signal a return to formal grading, aiming to expedite exits. This shift contrasts sharply with the job market dynamics of the Great Resignation, as firms now struggle with historically low voluntary departures.
- Financial incentives and layoffs characterize McKinsey's approach, reflecting a broader trend in the industry. With attrition rates plummeting, firms face challenges in maintaining their traditional "up or out" model, potentially impacting promotions and career advancement.
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6 Effective Ways To Answer Your Salary Expectations In Job Interviews
- Research Your Worth: Understand your market value to avoid undervaluing yourself or setting unrealistic expectations.
- Redirect Diplomatically: Politely steer salary inquiries back to the interviewer to maintain focus on qualifications.
- Highlight Your Value: Emphasize skills and achievements to justify aiming for the higher end of salary ranges.
- Offer a Thoughtful Range: Provide a well-researched salary range, slightly higher than your target, for negotiation.
- Keep Past Salaries Private: Refrain from disclosing previous salaries and focus on industry standards instead.
- Initiate Negotiations: Don’t shy away from negotiating; express gratitude and collaborate for a mutually beneficial outcome.
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TCS employees with less than 60% attendance in office won't get variable pay?
- Tata Consultancy Services (TCS) has implemented a stringent return-to-office policy, mandating employees to work from the office five days a week.
- According to recent reports, TCS employees with less than 60% attendance may not be eligible for quarterly bonuses. The policy allocates variable pay based on attendance levels, with full variable pay granted to those with over 85% attendance.
- K Krithivasan, CEO and MD of TCS, expressed confidence in the policy, highlighting its role in preserving the company's organizational culture. Despite a decline in full-year headcount, TCS remains committed to hiring fresh talent, aiming for approximately 40,000 freshers in FY25.
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Job applicant gets rejected in just 3 minutes, expresses frustration with the UK job market
- A Reddit user, 'ParkingMetre,' expressed frustration after being rejected by a UK company just three minutes after applying. Despite spending hours crafting a cover letter, the swift rejection highlighted challenges in the job market.
- Screenshots shared by the user depicted rapid dismissal despite initial acknowledgment. Responses reflected widespread experiences, with one user recounting a similar swift rejection for a mining job despite ample experience.
- Others attributed such rejections to automated resume screening, emphasizing the prevalence of this practice in major companies. Despite varied reactions, the post garnered over 14,000 likes, resonating with many navigating the complexities of job hunting.
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Netflix founder reveals strategy that made it a $240 billion company
- In a recent podcast interview, Netflix Founder and Executive Chairman Reed Hastings unveiled a strategy crucial to the streaming giant's success: "farming for dissent."
- Hastings emphasized the importance of fostering an environment where employees feel comfortable challenging authority, stating, "If you're a leader, it's important to farm for dissent." This approach involves encouraging constructive criticism and innovative thinking among team members, ultimately leading to better decision-making.
- Reflecting on past mistakes, such as the ill-fated Qwickster venture in 2011, Hastings highlighted the necessity of seeking diverse perspectives to avoid costly missteps.
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