Tag Archives: career advice

Feeling Unlucky In Your Career? Here’s How To Change That.

How do you make good fortune come your way?


This year, many of us may have had cause to feel unlucky already. Perhaps the Australian bushfires have given us the opportunity to shine at work – or perhaps they’ve left us feeling overwhelmed. 

The coronavirus might be wreaking havoc on our supply chains. Or more personally, maybe we’ve already missed out on a job or promotion we really thought should be ours. 

When we think of bad luck and its inverse, good luck, we often think about being in either the right or wrong place, at the right or wrong time. We think of it as something that just happens; an act of good or bad random chance. 

But it turns out, luck isn’t as random as we’d like to believe. A number of renowned psychologists studied ‘luck’ for decades, and discovered that it’s about so much more than chance. 

You can, in fact, create your own good luck. And you can do so by employing 4 basic principles that will rapidly increase the amount of good fortune that comes your way. 

Here’s what the 4 principles are and how you can employ them at work.

1. Maximise chance opportunities 

The first principle that psychologists found increases your luck is to maximise your chance opportunities. It makes sense, of course – the more opportunities you expose yourself to, the more likely you’ll be to succeed. 

But maximising your chance opportunities isn’t just about exposing yourself to them. You also need to take advantage of them when they come your way. 

A great way to do this is to be open to meeting new people and having new experiences, and then seeing the positive in everything. You simply never know what might lead to your next big break. 

It’s easy to see how this principle applies at work. Is there a new project you could put your hand up for? Could you go to a not-strictly-necessary meeting and strike up a conversation with a leader you’ve never met? 

The more open you are and the more chances you take, the more likely that one of these opportunities will come to fruition. 

If you’re looking for more chance opportunities in procurement, join Procurious. You’ll gain instant access to more than 37,000 of your peers. 

2. Listen to your intuition 

Opening yourself to more opportunities means you’ll invite both the good – and inevitably, the bad – in. In doing so, you’ll need to learn to listen to your intuition, to ensure you make better decisions about what’s right for you.

Think of your intuition as effectively a filtering system. With more opportunities, you need to take advantage of the best ones to increase your luck (success).

Intuition can be tricky to describe, but we’ve all felt it. Whether it’s a job we’ve gone for only to doubt whether we’ll like the manager, or a supplier we’re unsure of, we all sometimes feel things aren’t quite right. But we may not trust our judgement. From a luck perspective, we should. 

Honing our intuition can be difficult, though. In order to do so, psychologists recommend taking time to consider our decisions, avoiding stress and meditating so we can better connect with how we’re feeling.

3. Expect good fortune

A little over a decade ago, a book by a little-known author, Rhonda Byrne, went viral. That book was called The Secret and it promised that all readers needed to do was ‘invite’ good things to happen to them, and such things would come about. 

The book was soon widely rubbished by sceptics. It became the subject of countless hilarious memes. But as it turns out there was an element of truth in Byrne’s observations. 

Creating good luck in your career isn’t just a matter of inviting it. But research does show the lucky people do have a positive outlook, insomuch as they expect their future to be a success.

This often becomes a self-fulfilling prophecy. Lucky people will persist when trying to achieve their goals (even if the chance of succeeding are slim). And they’ll positively interact with others on the journey, opening up ever more opportunities. 

This is another example in which it’s easy to draw parallels to the workplace. If you’ve missed out on a promotion this time, keep your manager on side, stay positive and keep trying. This will exponentially increase your chances of success. 

No one is going to want to promote you if you’re bitter and negative all the time, regardless of your performance or how hard you work. 

4. Turn bad luck into good luck 

Are you stewing on that time when a co-worker made you look bad or stole your idea? While it’s normal to do so, lucky people have special ways of dealing with the inevitable bad fortune we all experience.

Practising their techniques can help you literally turn bad luck into good luck. 

Here’s what researchers found they do:

  • Lucky people often imagine how things could have been worse –this helps them see the positive in any situation. 
  • Ultimately, lucky people believe it will all work out in the end. Sure, your co-worker might have stolen your idea, but you’ve got plenty more to offer, right? 
  • Lucky people don’t dwell on bad things that have happened to them. This enables them to focus on their next big opportunity. 
  • Lucky people take control of situations and take constructive steps to prevent bad situations from happening again. If your co-worker has made you look bad, let them know! 

Go out and get that luck

French leader Napoleon Bonaparte said: ‘ability is of little account without opportunity’. And that has never been more true, especially when it comes to your career.

So go out there and make your own luck. And when you succeed, know this – your success is the result of your effort, not chance. 

How have you made your own luck? Tell us in the comments below. 

You’ve been fired or made redundant. What do you say to your next boss?

If you’re not proud of how you left your last job, should you lie or tell the truth in your next employment interview?

If it’s never happened to you, it seems like the unthinkable. But if it has, rest assured you’re not alone – being made redundant, or worse, getting fired outright, is a common experience. 

Every year, at least 3% of people are made redundant due to corporate restructuring or downsizing, and many more are either let go or reach a mutual decision to terminate their employment.  

Yet the fact that getting fired is common doesn’t make it easy. And one thing that many people find challenging is how to describe what happened, especially when talking to a recruiter or prospective boss.

Should you lie? Or should you simply tell the truth? If you do tell the truth, do you risk sabotaging your new role? Or if you do lie, could even more be at stake? 

Your reputation and the industry 

Being made redundant or getting fired can be an extremely unpleasant experience. You might feel angry or ashamed, and as a result, may want to ‘save face’ by telling a recruiter or prospective manager that you left for another reason, or that you’re simply still at your previous organisation. 

But Imelda Walsh, manager at The Source, Australia’s premier procurement recruitment consultancy, cautions all procurement professionals against doing this. 

‘Procurement is somewhat of a niche profession,’ she says, ‘and everyone is interconnected. If you aren’t honest, you do run the risk of being caught out.

‘We’ve actually been in the situation a few times where a candidate hasn’t been honest about their reasons for leaving and we’ve discovered this through our network.’ 

Beyond the risk of being ‘found out’, Imelda doesn’t recommend lying simply because of the damage it can do to your personal brand. 

‘If you’re honest,’ she says, ‘it shows you have integrity. If you’re not, it casts doubt over your whole personal brand. It takes an entire career to build a positive personal brand, but only a few minutes to destroy one. 

‘The risk simply isn’t worthwhile.’ 

Deal with your emotions first – don’t vent 

There are undoubtedly many emotions associated with being fired or made redundant, many of them negative. Our natural human response is to take everything personally and to want to vent. But an interview isn’t the time for this, cautions Imelda. 

She says that prior to attending an interview, you need to make a concerted effort to deal with your emotions. In addition to this, you should plan, ahead of time, how you’re going to describe how your employment ended, and ensure you stick to this when you’re in an interview.

‘When candidates aren’t prepared, they tend to go into too much detail about why they left their previous employment,’ she says. ‘This inevitably turns into a vindictive and personal whinge, which can quickly derail an interview.’ 

As recruiters and hiring managers are trying to ascertain your skills, experience and cultural fit, Imelda recommends avoiding at all costs too much focus on the reasons you left your past employer.

How to talk about being fired

Most people would assume that abruptly being asked to leave or mutually decide to leave a role, especially after a short amount of time, is a bad look when you’re re-entering the job market. 

But Imelda doesn’t see it that way: ‘We see a lot of people, really talented people, who mutually decide to leave their role.

‘This can be because the opportunity that was sold to them was misaligned with the reality of the role, or because a change of management has changed their situation.

‘In this case, leaving is the best thing to do. Better that than try to stick it out and do further damage to your career.’ 

If you find yourself in this situation, Imelda recommends being honest, albeit with a professional veneer. She recently encountered someone who did this perfectly: ‘We had an exceptional candidate here recently who said “There was a change of management, and the new team wanted to take the business in a different direction.”

‘After the interview, he discreetly said to me: “Two other people left in the same week as me. I’m sure you can read between the lines.” 

‘Recruiters understand this. We know that not all managers are great, but that a manager can make or break your happiness at work. This is a legitimate reason for leaving or mutually deciding to leave.’ 

How to talk about being made redundant

In years gone by, redundancy was uncommon. But these days? Not so much – 1 in 4 people will be made redundant at some point in their career, with some being made redundant many times. The idea of a ‘job for life’ is rare, and some companies restructure as often as every few years.  

Imelda recommends that if you’re made redundant, simply say so.

‘One of our clients completed two redundancies within less than two years,’ she says. ‘As recruiters, we have a macro view of the industry and we see redundancies all the time. If this has happened to you, just tell us.’ 

Have you ever been made redundant? How have you described it? Tell us in the comments section. 

Are you a procurement professional who wants the best career, technical and leadership advice, plus the opportunity to connect and network with more than 37,000 peers, worldwide? Create a free profile on Procurious today. 

20 Ways To Get Job-Ready for 2020

This is the most popular month to make a career change, which means there’s even more competition – if you want to stand out from the crowd, it pays to be prepared.

Job-seeking is not a numbers game – all you need is one great job offer.

So, get yourself ready to be open to the right opportunities. Follow my list of 20 ways to get job-ready.

1. Don’t set goals – you will be setting yourself up to fail or to make a bad choice

If you set yourself a target of finding a new job by March, say, or earning a particular salary, you will be putting pressure on yourself to accept a job offer even if it is not the best career move for you. 

2. Think about why you’re leaving – just to be sure

Moving jobs takes time and is risky – you have little job security for the first 2 years. 

So work out why you are dissatisfied with your current role.

Need more flexibility? Ask to work a day a week at home.

Want to learn a new skill? Then put in a request. 

You’ve nothing to lose if you are planning to leave anyway. 

3. Make it a positive choice – desperation is not a good look 

Not only will you be in danger of accepting any job rather than the right one, hiring managers want to recruit someone who is positive and passionate about the job, not someone who is disgruntled and oozes negativity.

4. Focus on what you’ll gain – it will energise you

Change your mindset by focusing on what you want to gain, not what you want to leave behind. 

Make a list of all the positives you want from your new role.

For example, if you are stuck in a rut with no prospect of promotion, then training and development and opportunities to progress should be a priority in your job search. If you hate your commute, the location will be key. 

This list will help narrow your search – and help motivate you to make a change.

5. Be patient – it might take time 

Remember, it will probably take until Easter (at the earliest) before you start a new role, so don’t rush into the wrong decision.

6. Remain loyal – it will pay off 

Yes, it’s hard to give your best when all you can think about is leaving – however, don’t relax just yet because you will want a good reference and you might be working in your current role for some time. 

Never badmouth your employer. It could get back to the boss (awkward) or make future employers wary of hiring someone who is obviously so discontented.

7. Identify your strengths – and weaknesses 

You need to be clear about what you can offer future employers. 

To discover what your ‘brand’ is, ask trusted friends and colleagues to list the 5 or 10 things they think you do well – perhaps you have good technical skills or are good at being collaborative?

Then ask if there are any aspects of your personality or performance that they think need work – maybe you are not so good at organisation?

8. Search online for keywords that will sell you 

Next, match what you have to offer with the jobs you are interested in. A quick scan of job boards to see what recruiters are looking for will identify the keywords you need to include in your job applications – from ‘collaborative’ to ‘commercial’. 

Make a list. Then rephrase your skills so they fit these descriptions – for example, ‘ambitious’ could be ‘target-driven’. 

9. While you are looking, is there anything you are missing? 

If nearly every job spec is asking for a particular skill, then perhaps it’s time to get a qualification. 

For example, if the spec says ‘must be proficient in data analytics, including Excel’ and you use Excel but don’t have a certificate, go online and do a quick course. If there are any glaring gaps in your skills, perhaps you need to invest in a professional qualification. 

Also, check out the Procurious Training & Learning section.

10. Update your CV – only a generic one at this stage

Pay attention to the style: No more than two sides of A4.

Start with a personal statement. List jobs with the most recent first and avoid giving your entire life history. Focus on what you can do rather than what you have done. 

Include some examples of where you have met/exceeded expectations using the STAR (situation, task, activity, result) approach. This will clearly demonstrate you are up to the job without appearing arrogant. 

Don’t be tempted to invent hobbies and interests to make yourself appear more interesting or to lie (dates, job titles etc. are easy to check). 

And don’t forget to double-check grammar and spelling.

11. Remember to tailor your application/CV to each role 

When you get to the stage of applying, carefully read the job specification and include all of the keywords listed – using the exact same wording. 

Look through your list of skills and keywords that sell your brand and include those that are required or you think will add value to the job. Remember, at this stage, you need to show that you are an obvious fit for the job.

12. Have a professional photo taken

While many recruiters hate photos on CVs, they do like to see them online – either on your own website (if you have one) or your online profiles. 

A really good photo (remember to smile or at least look approachable) is, therefore, a must. At the very least, avoid holiday or party selfies.

13. Get your online presence ready – LinkedIn in particular

Think of this as your shop window – a potential employer or recruitment consultant might come across your profile and at the very least will check it. 

Ask a few key contacts if they will provide you with a recommendation and add a bit of personality by posting a few blogs or sharing some newsworthy links. Also, boost your network by requesting others to join it – the more senior the better.

14. Use Procurious as a resource

Make sure your Procurious profile is more than just a bland description of your current job. 

Use phrases like ‘passionate about’, ‘driven’ and/or ‘highly experienced’ and really sell yourself – don’t forget a photo. 

Also, click on ‘Build your network’ and start to reach out to professionals in key positions – someone might even approach you to offer you a job. 

15. Don’t forget to clean up your social media 

An inappropriate image or even just liking a less-than-tasteful joke can rule you out of a job.

16. Get signed up to job boards 

Get the apps (you can search on your daily commute) and sign up for job alerts (so you don’t miss an opportunity).

17. Identify your ideal employers 

Make a list of the firms you would like to work for and start researching them – you will want to talk their language in your job applications and be prepared for interviews. 

Also, check out glassdoor.co.uk to see how existing employees rate them – to avoid making a bad move.

18. Engage in strategic networking 

Find ways to network with staff who work for your ideal employers to find out what it is like to work there. 

You can then ask them if they have a referral scheme (existing employees are often given a bonus for recommending a new employee) or to let you know if there are any opportunities. 

19. Encourage approaches – a bit like putting up a ‘For Sale’ sign

Many job movers don’t ever apply for a new role. Instead, they are approached. 

Go to LinkedIn and click on ‘Show recruiters you are open to job opportunities’. (Don’t worry – you can control who sees this, so the boss won’t necessarily find out.) 

Also, get on the books of recruitment consultants specialising in your area so they can put your name forward for any relevant jobs.

20. Practise your pitch – it will keep you positive

Some people find it awkward to self-promote while others just come across as arrogant.

So practise telling stories that showcase how you have met a challenge, achieved a target or developed a skill – you can use these on application letters, when networking and in interviews.

It’s also a very self-affirming – and will help you deal with the disappointment when employers don’t even bother to acknowledge your application or reject you. 

So keep these 20 tips in mind to boost your spirits while job-hunting – and increase your chances of success. Good luck!

And if you want to move up in your career, change industries, or even need some extra motivation for the new year (and new decade!), start 2020 off with a bang in our upcoming webinar – Don’t Quit Your Day Job. Register here for free.

How To Get Moving On Your Career Path To The Top

Ambitious and driven? Plot your way to the top with the help of the Procurious webinar featuring advice from three senior leaders 

Are you looking for the next steps to get moving on your career path? Or are you thinking of quitting the day job in search of a new path to the summit?

Do you have questions?

Good news! Procurious has produced a webinar, ‘Don’t Quit the Day Job – Your Path to the Top’ with all the answers you need.

We have assembled a panel of experienced senior leaders from different industries and different parts of the world – Lara Naqushbandi (Google), Christina Morrow (Ricoh USA) and Imelda Walsh (The Source) – to offer career advice. 

And they have plenty of great insights to share with you.

Plan to succeed

Top of their list of recommendations is to have a plan.

Some people like a fully worked-out, detailed action plan. Others prefer a few tasks on a to-do list. 

Either way, you’ll benefit from having made a plan. It’s a good place to start to identify the things you need to do. 

And – as Imelda points out – you’re much more likely to succeed when that plan is written down.

But once you’ve made the plan don’t feel tied to it. Don’t feel you always need to stick to the programme.

Because sometimes doing that can stop you considering potential new roles that could be a great fit for you. 

Take Christina’s advice and ask yourself how you would define professional success. Use that as your guide to consider whether to stick to or deviate from your plan when a new opportunity arises.

Ask what’s important now

Although the financial side of work is an important consideration, the panel members stress the drawbacks of being blindsided by the money associated with a role. 

‘Look at the whole package, not just the pay cheque,’ Lara advises. 

In her experience getting the balance right between work and home life is something that everyone should consider before taking on a new role.

Having a passion for what you do is something all our panel members cited as important. Imelda reports that she’s been most successful when she has a role that focuses on her passion. 

Christina has always taken time out regularly to reflect on what she enjoys doing so that she’s clear on what she might want from any prospective new position.

Take risks

Be open to taking risks.

This may involve deviating from your plan or exploring options to try something new. 

Lara is a great believer in having an openness to risk. Going off the beaten path can often bring great benefits when thinking about the next step in a career. That’s an approach that has definitely worked for her.

But taking a step up can present new challenges and in Christina’s experience, there is always something from a previous role that you can use to build on for the next. 

So don’t stay too long in one job and get bored is her advice. Take a risk and try something out of your comfort zone. 

The soft skills we use every day in procurement and supply chain – like leadership, negotiation and collaboration – are just what are needed for the challenges of a new role.

Hone your network

Having a network is a great resource you can use for securing a new role.

Imelda sees many candidates who have used a mentor to help them develop and grow, achieving great success.

And mentors can help you think about how to adjust to a culture and brief that a new job can bring. 

Moving between different companies can mean adjusting to completely new working environments and procedures – and even sometimes changing continents. 

Lara has found she’s had to adapt her style to accommodate each company’s culture and management style.

Listen in

Why not listen in to our webinar to find out more from our panel about how you can create your path to the top by:
Planning your route
Asking what’s important 
Taking risks
Making the most of your network.

Register for our upcoming (free) webinar here and start 2020 out with a bang!

Don’t Overlook This One Critical Factor When Choosing Your Next Role

Many mention salary as a reason to look elsewhere. So, what possibly could go wrong when you chase the money?

When Tom* was headhunted for a procurement specialist role at a major energy supplier, his eyes lit up. It was literally his dream job – and at a salary $30,000 higher than he was being paid. 

What could possibly go wrong? 

Tom resigned immediately and started planning the lavish holiday on which he’d now be able to take his family. 

Yet less than 6 months later Tom found himself in my office, miserable. 

Tyrannical boss

It turned out that what had seemed like a lucrative move was anything but.

The long hours and high stress of his new role – combined with a tyrannical and workaholic boss – had made the situation untenable. 

‘I’ve learnt the hard way,’ Tom told me, ‘that it’s not all about money.’ 

As general manager of The Source, I meet hundreds of talented procurement professionals every year.

Like Tom, many mention salary as one of the reasons they want to look elsewhere. 

But I often tell candidates that money shouldn’t be the only reason for choosing a job. And in many cases it shouldn’t be an influencing factor at all. 

Here’s why. 

Flexibility and well-being are key

Workplace satisfaction research conducted over the last decade tells us that, contrary to popular belief, salary isn’t one of the driving factors when it comes to happiness at work. 

In fact, salary comes close to last on the list. 

What makes us truly happy at work is, in fact, a combination of permanent workplace flexibility, a commitment to health and well-being and the feeling that we’re doing meaningful and interesting work. 

We also need to feel respected at work. 

We need and want our leaders to notice and listen to us.

And, to an extent, we want them to praise us for our efforts.

In Tom’s situation, he had ended up with none of these. 

He wasn’t getting any respect. In fact, his new manager often berated him in front of other colleagues. 

He also had little flexibility. 

Despite the fact that the organisation had a strong policy on workplace flexibility, Tom’s workaholic manager made him feel like he could never take advantage of it. 

Finally, the lack of flexibility, high expectations and poor management had a knock-on effect on Tom’s health and well-being.

He was stressed and tired all the time – and struggled to stay motivated. 

Again, the organisation had a policy on employee well-being. But that hardly mattered to Tom, whose entire experience was being dictated by a manager he hated. 

People leave their bosses, not their jobs

After talking to me about his situation, Tom quickly came to another realisation about his poor career move.

And this time it wasn’t about salary. 

When you look at the drivers of workplace satisfaction, almost all can be achieved – or derailed – by your leader. 

This is something that’s enshrined in fact: 75% of all people leave their bosses, not their jobs. 

So if you think about it like that, risking leaving a good boss for the unknown can make the salary gain pale in comparison. 

Sure, that extra money might get you a great holiday, help you pay off your debt or buy you the car you’ve always wanted, but what are you giving up in return? 

Your job is a 40-hour-a-week, 48-week-per-year reality, and your career – which a manager can also make or break – is a lifelong endeavour. 

After a few months of searching, we eventually placed Tom in a new role, with a leader I know will give him the career experience he wants and deserves. 

But for all of you thinking of your next move this year, let this be a cautionary tale. 

How much does salary really mean? And how much emphasis should you place on that against working for someone who holds the key to your workplace happiness? 

I’d love to hear your experiences – please share them in the comments section below. 

Interested in some more career advice? Whether you want to move up in your career, change industries, or even need some extra motivation for the new year (and new decade!), start 2020 off with a bang in our upcoming webinar – Don’t Quit Your Day Job. Register here.

Tony Megally is the General Manager of The Source, Australia’s leading procurement recruitment and executive search firm. If you’re looking to hire in the procurement space, or alternatively, you’d like to have a confidential chat about your next role, please contact Tony on +613 9650 6665 or via email on [email protected]

*Name changed to protect privacy

How To Stop The Computer Saying ‘No’! Clever Hacks For Getting Hired

AI is increasingly involved in recruitment. But how do you get on the right side of a computer that is reading your CV, running an aptitude test or assessing you in an online interview?

It’s impossible to argue with a computer, which is why the famous Little Britain TV comedy skit – ‘The computer says “No”!’ – is so memorable. However, there are ways to get around recruitment algorithms and perform better in an AI video interview.

You have just a few seconds (between 5 and 7) to impress someone with your CV. Hiring managers will quickly scan your résumé to decide whether or not to reject your application.

It’s easy to spot ones that will be instantly dismissed: too short or too long (2 pages max), too unusual (the rejection rate for those with photos is around 88%), badly presented and littered with spelling mistakes . . . with barely a glance, these will all be filed away (or binned).

It doesn’t give you much time to make a good impression.

However, if you think that someone in HR is hard to please, try impressing a computer algorithm.

A human being might, at least, see your potential if you write a convincing personal statement and a powerful cover letter showing that you have the ability and determination to succeed in a role for which you don’t quite have the right qualifications or experience.

When the process is automated, whether or not you get past the first few stages of the hiring process is all down to data. If you fail to score highly, you’ll never get hired – however brilliant you are. So what are the clever hacks?

Algorithm Aces

Always include everything asked for in the job spec in your CV . . . and use exactly the same words.

So if the candidate requirements say ‘Must be proficient in Excel’, say ‘proficient in Excel’ rather than ‘Have experience of using spreadsheets’.

Yes, you might not quite have the required level of expertise, but you can then explain that. The main thing is to pass the first hurdle. You could, for example, say ‘Proficient in Excel: with a relevant qualification’ – then go online to sites such as reed.co.uk or udemy.com and sign up for an online course. For £10 or so and 4–16 hours of online study you could have a qualification.

The other advantage is that you can then add this to your LinkedIn profile and other job applications.

At the very least make sure you include all the ‘musts’ and as many of the ‘desirables’ as possible.

Tips:
  • Tailor your CV to each job. You won’t know in advance which applications are screened by algorithms and which by a human being . . . so play safe.
  • Don’t lie – but be creative. If the job spec requires ‘At least 5 years in a leadership role’ you could add in leading a team (even if that was only 2 of you) or leading a project, to stretch your years of experience to 5.
  • Remember your aim is to get to the interview stage – most firms are struggling to find candidates that tick all the boxes, so don’t be afraid of applying for jobs where you don’t quite have all the qualifications and experience that is required. As long as you pass the initial screening, you can then elaborate on your answers in person . . . and hopefully impress the interviewer so much that you land the job.

Aptitude Hacks

Increasingly often employers are posting online assessment tests to pre-screen applicants.

If possible, set up a dummy account, so that you can go through the process and familiarize yourself with it before doing it for real. Also see if there are any similar aptitude tests online.

Tips:
  • If the test is timed or a stretch, you might want to do a test run several times. However, if you find the test a real struggle perhaps this isn’t the job for you.
  • If the employer leaves the assessment until the day of the interview, prepare – you might be asked to prove your proficiency in a particular program, so go online and do a quick refresher course to get up to speed.

Assessment Musts

Some employers also undertake personality profiling to make sure you have the right characteristics for the role.

The key with this is to be totally honest. Relax and complete the assessment truthfully – using the first thing that comes to mind as your answer, rather than overthinking each question.

If you lie in a personality test, it can be easily spotted. Often assessments take this into account – as they know that people tend to answer with what they think they should say, rather than what they honestly feel in the first 10 or 20 answers. After that they tend to relax and tell the truth.

Tips:
  • Being honest is important – if you are the wrong fit for the job, it will not work out and you could find yourself out of work and with little or no severance (remember, you have virtually no rights in the first 2 years of employment).
  • If the assessment is in a group situation or you are asked to perform a mock sales pitch/presentation etc. at the interview, be the best version of yourself rather than trying to be someone else.

Video Tricks

Unconscious bias is a problem in recruitment and is the reason for a lack of diversity within organizations.

Interviewers tend to have preconceptions about individuals and often look for similarities – leading to them hiring a ‘mini me’. This can leave organizations open to discrimination claims.

This – along with the need to reduce costs – has led to the introduction of AI as an interviewing tool.

However, it is very disconcerting to find yourself talking to a computer screen rather than a real human being.

Tips:
  • Practise, practise, practise. You will often be given a set time limit to answer each question. Umming and ahhing or lengthy pauses will impact on your score.
  • Video yourself answering questions – some AI programs look at your body language, which can give away tell-tale signs of lying (such as looking away or to one side).
  • Treat a video interview as a real interview – get a good night’s sleep, dress to impress, don’t drink too much coffee and try to relax.
  • Stick a photo of someone you like and want to impress (even a celebrity) next to your screen camera. Visualize yourself talking to this real person and your conversation will be more natural – your eyes will also be looking towards the camera, rather than down, and this can make you appear more professional and confident.

So be prepared for AI when you’re applying for your next position. Remember these few tips and behavioural tweaks to handle selection and assessment algorithms and give yourself the best chance of having a happy ending to your job-search story.

Think you could use a little career motivation for the new year and new decade? Join our upcoming webinar – Don’t Quit Your Day Job!

The Resume is Dead – Long Live the Digital Footprint!

Well, maybe not quite. But they should be! And we should all be focusing on our digital footprint now…

digital footprint
Photo by Magda Ehlers from Pexels

I am often asked about feedback on resumes. I’m always happy to help but if you want my true feeling on the topic RESUMES ARE REDUNDANT! Well, maybe not quite yet but they should be – here’s why…

We live in an era where most people have access to many more creative ways to present themselves. In my opinion, if you’re not using one of them you won’t truly stand out no matter what you do. Resumes are also super subjective, what’s perfect to the person you ask for advice could be worst practice in the eyes of someone else.

Your digital footprint is where it’s at!

Your digital footprint is more important than you might think. Creating a good one involves more than deleting your best friend on Facebook and asking them to make sure all of your drunken photos are locked away using the privacy features. If anything, your aim should be to become more transparent digitally so you take the guess work out of getting to know you.

As someone who has recruited in candidate short markets, I have a few pearls of wisdom for candidates (and you’re all candidates) regardless of whether you’re open to new opportunities right now or not.

Use your digital footprint to make your brand known!

Everyone has a personal brand whether we realise it or not. I may be preaching to the converted given we’re on LinkedIn but the creation of your personal brand is what will see you snag the ‘dream job’ you have been hoping for. There’s a few reasons for this, the most important being, most awesome jobs aren’t advertised.

In the age of social media some of the most interesting (niche) jobs are never advertised. They don’t need to be because superhero talent scouts and hiring managers are well connected or well versed in finding top talent.

Here’s some of the ways recruiters like me are finding people just like you every day:

1.     Keyword searches for role titles, job tasks, education, previous experience:

Some organisations have very creative titles and that’s great (is anyone else noticing the increased amount of ninjas around??). This being said, you can’t always expect your network to know who you are or how to find you if you don’t give them clues. Make use of key words, mention parts of your role, interests and achievements which can be searched even if your title really is “The People Whisperer” or something equally as unique.

2.     Following articles/posts in your industry to find people who write and engage with relevant content:

So important! Add value through content – yours or shares. By engaging with content, you are subliminally letting people in your network know what you’re passionate about and building a profile. You don’t need to be a content creator for this to work. Your recent activity will show posts you have created, liked, shared, and commented on. These actions represent you when someone visits your profile or scans articles in your industry for potential candidates.

This kind of ongoing activity and profile building is FAR more powerful than any fluffy list of skills on a resume. This shows your character and is likely to result in a tap on the shoulder telling you about opportunities you’re well suited for. This is because consistent activity will keep you and things you’re passionate about front of mind for people in your industry.

3.     Looking for authenticity and cultural alignment:

We want everyone to want to reach out to us with job offers right? WRONG! We’re not all purple squirrels (rare candidates in high demand) but even those who are should let organisations opt out! Be yourself in your personal description and interactions. One of the biggest mistakes you can make is portraying yourself in a way you think you should to be considered for certain roles.

If you’re not being yourself and someone offers you a role, chances are you won’t enjoy the environment/role they have identified as a good fit. If you’re authentic in the look and feel of your profile and your interactions, you give people the chance to opt in or out of reaching out.

Whether you’re comfortable with it or not, you’re arguably always a “passive candidate” so be a good one! Instead of spending time perfecting your resume when you’re looking for a job (which is exceptionally subjective by the way)…work on being yourself and amplifying your message and digital footprint! At the risk of sounding very 1984, George Orwell or Big Brother, Gretel Killeen, your network is watching!

This article was written by Catherine Triandafilidis and originally published on LinkedIn.

5 Favourite Supply Chain Job Interview Questions…And Answers – Best of the Blog 2019

There is no limit to the types of questions that can be asked at an interview for a mid-level role in supply chain management (SCM).  We have selected five of our favourites which come up regularly…

interview questions
Photo by Johanna Buguet on Unsplash

This article was written by Elaine Porteous and first published in August.

There is no limit to the types of questions that can be asked at an interview for a mid-level role in supply chain management (SCM).  We have selected five of our favourites which come up regularly but first, let’s pause for thought about what employers are looking for and why.    

Supply chain careers of the future

According to Unilever, a big global employer with complex supply chains, future opportunities are in:

  • Manufacturing
  • Data analysis 
  • Procurement
  • Transportation
  • Customer service

The accepted way top employers assess your specific skills and technical competencies and your future potential is by conducting a behavioural based interview.  You may be asked to describe situations or tasks you were involved in, your exact role and the results. 

They may say “tell me about a time when ………” The skill here is to steer the answers to the best work you have done. Aim to demonstrate how you understand the challenges of today’s complex supply chains, especially theirs. This should lead the interviewers to outline their current problem areas. 

What competencies are employers looking for?  

Problem-Solving

Day-to-day supply chain management involves facing unexpected problems, failures and disruptions. Interviewers need to find out if candidates can identify issues and establish root causes. You may be asked to explain how you resolved types of situations or if you did not, what lessons you learned.

Analytical Skills

To stay competitive companies have to find ways to reduce costs, move goods more quickly and manage supporting operations. You will need to demonstrate your ability to find solutions and implement process improvements using available data.

Communication

Interviewers want to know how you can manage difficult situations such as an angry customer or unhappy service provider.  They will try and establish whether there is likely to be a communication barrier between you and others, both internally and externally.

Global Perspective

Businesses are becoming increasingly global; online connectivity is available 24/7. Interviewers are likely to try to establish your grasp of economics, cultural differences and current world events that may impact their business. 

Five favourite supply chain interview questions

Q1. What is supply chain management? or  What are the key elements of supply chain management?

A. There is no one correct answer. Basically, the purpose of SCM is to make goods or services readily available to fulfil customer demand. One possible answer is “supply chain management encompasses the planning and management of all activities involved in sourcing and procurement, conversion, and all logistics management activities.” (CSCMP’s definition). 

Consider adapting your answer to suit the employer; its business may be more involved in services than goods.   

Q2. What experience can you bring this role?

A. This is where you can shine. Using what you know from the job specification, be prepared to explain what you have achieved in similar circumstances.  .The key is to be specific and factual when describing projects. Include actual values such as savings achieved, processes improved and size of teams. Go on to describe how these projects benefitted your employer. 

Interviewers use the STAR technique:

  • SITUATION  you were in
  • TASK performed
  • ACTION you took
  • RESULT of this activity.

Important: do not overstate your level of experience. It is possible that the interview will dig deep. 

Q3. How can you add value to our business?

A. Your research into the current financial and operational status of the company and its place in the market is useful here. Listen carefully to any additional information the interviewer gives you on what’s important to them so that you can respond directly to their problem areas in the supply chain. 

Explain about your ability to use the new tools and technologies available, how you would improve supplier relationships and what you would do to save them money, (e.g. reduce inventory, eliminate wastage, procure better).  The aim is to demonstrate your understanding of the role on offer and how you are a perfect fit for their needs.

Q4. How much do you know about our company and our supply chain?

A.  Organisations expect you to know what they do, where they fit into their industry hierarchy and who their main competitors are. You have to demonstrate that you have done the required homework. They may ask for example: “what do you know about our products and services” or “what is our approach to sustainability?”

Fast-moving consumer goods manufacturers and retailers are particularly expert at this. Interviewees at L’Oréal and Diageo have been asked for detail about product ranges, customer bases and global sales figures.

Q5. How are you keeping up with the new developments in supply chain management?

A. Explain what you are actively doing to understand the new developments in processes and technology, especially as it affects their operations. However, be honest and realistic when you express how you will use this new knowledge to further their goals.

The interviewer is trying to assess your future potential. Consider your answer to an imaginary question such “ what do you think we can do to improve our supply chain agility?”

A hot tip

Many inexperienced interviewers ask silly and irrelevant questions. Some questions are just pointless such as “what is your greatest weakness?” or “how would you describe yourself in three words?”  

Read up on these inane questions beforehand and be prepared to address them with stock answers.

At the end of the interview

Ask questions about any areas that you feel have not been adequately covered to your satisfaction. Remember, they may be interviewing you but you are also considering whether you want to work for them. After thanking the interviewer, ask about the next steps in the process and a possible time frame for an offer. This is the point at which you have the opportunity to close the deal. 

10 Phrases You Should Never Say at Work – Best of the Blog 2019

What are the phrases you should avoid in the workplace? We reveal the top ten most irritating and annoying phrases that are guaranteed to wind up your colleagues…

never say these phrases
Photo by Kat Jayne from Pexels

This article was originally published in June.

Some are just totally meaningless pieces of jargon – thrown into the conversation to disguise the fact that you have don’t know what you talking about. Others are downright rude or deliberately confusing. While some of the things we say at work just make us look stupid.

So, what are the phrases to avoid? Well the top 10 most irritating and annoying phrases to say at work (things that are guaranteed to wind up your colleagues) are:

1. With all due respect

When someone says this, what do they actually mean?

Often, it is the exact opposite… this is just a passive/aggressive way of saying, “I know better than you”.  Respect you? Well, they obviously don’t.

So, it is probably no surprise that these four words really wind us up and have been voted the most aggravating in the workplace by around half of those surveyed by CV-Library. If you are ever tempted to use this phrase (even ironically), don’t.

2. Reach out

The problem with this phrase, is that it can have so many meanings. When you thank someone for “reaching out” to you, are you implying they are offering to help you or that they are asking for help? Telling someone else to do this (as in ‘go and reach out to accounts’) is patronising particularly if what you really want them to do is make contact in a highly professional manner.

While “I’ll get my people to reach out to you” is incredibly confusing. What does mean? That they will be in touch next week? Or is this just a polite way of saying “don’t call us and we won’t call you”?

3. At the end of the day and 4. It is what it is

So, the boss is stumped…and cannot think of a solution. So, they say “it is what it is” as a way of saying let’s just accept a bad situation. Worse, “at the end of the day” implies that what will be, will be. Put the two phrases together – At the end of the day, it is what it is – and you might as well throw your hands in the air and give up. Please: just say it like it is.

5. Think outside the box

What is wrong with telling someone to think creatively and come up with innovative solutions? Context. Generally, you are told to “think outside the box” when everyone else is stumped for ideas. So, you are being asked to do the impossible. Also, most organisations don’t actually welcome unconventional and original thinking.

6. Let’s regroup

This is another phrase that has too many meanings. Is this a polite way of telling a group that they are all useless and new people need to be brought into the meeting? Or that you need fresh ideas? Or just more time to think of new ideas? Confused? You will be.

7. Can I borrow you for a second? and 8. Have you got two minutes?

Another irritating habit is using a euphemism to impose on your time when you are already extremely busy. Let’s face facts: the interruption is never for two minutes let alone a second. The person who uses this phrase, knows you would refuse to give up your afternoon to help them. But when they pretend that all they need is just a small amount of your time, it is really hard to say “’no” without appearing difficult. Irritating, isn’t it? When you are tempted to use either of these phrases, think about that.

9. At this moment in time

This is a great way to obfuscate when you do not have a clue/haven’t completed the project/forgot to follow a lead/don’t want to commit to a yes or no.  etc. So, “Is the client going to make that purchase?”. Answer: “At this moment in time, they are considering it”. The truth? Anyone’s guess.

10. Get the ball rolling

This is a bit last century when sporting metaphors dominated the world of business gobbledegook. Remember: “pass the ball”, “left field”, and “knocking it out of the park”?  Not only is this dated, once again it is not good communication… tell it like it is.

Surprisingly, motoring metaphors such as “in the fast lane”, “shift up a gear”, “put the brakes on”…or that highly annoying “let’s park this to one side”, don’t feature in the top ten.

So next time you are tempted to slip into jargon remember it is highly irritating. Also, being direct gets better results. “People may take what you are saying the wrong way,” says Lee Biggins, founder and CEO of CV-Library. “If you’re hinting a circling back to the task later or asking for more hands on deck, this can come across as rude. Are they not good enough for this task?”

….AND THE 10 THINGS THAT YOU SHOULD NEVER SAY IF YOU WANT A PROMOTION

While jargon is annoying, in an interview for a step-up the career ladder, it is being too informal that is the problem.

What are you trying to convey? If you are a more mature candidate, perhaps you believe (wrongly) that saying words like “epic fail” makes you down with the kids. It doesn’t.

Or if you genuinely litter your conversations with “totes” perhaps you don’t realise that this is NOT the way to get a better job (even if it is a very informal setting). It is just not professional.

So don’t be tempted. These are the buzzwords employers are fed up with hearing:

  1. Literally 
  2. Like
  3. Just sayin’ 
  4. Banter
  5. Totes
  6. Amazeballs
  7. My bad
  8. Yolo 
  9. Me thinks
  10. Sorry not sorry

“Be mindful that if you’re after a promotion, your employer won’t appreciate you saying a buzzword like ‘my bad’ to excuse yourself for making a mistake,” advises Lee Biggins who warns that using colloquialisms makes you appear less intelligent, can confuse colleagues if they don’t know exactly what you mean and frustrates those you work with because there is a “lack of substance” behind what you’re saying.

5 Awkward Conversations You’ll Have at the Office Party

Awkward conversations at the office holiday party are inevitable. But at least now you have some tips on how to deal with them!

awkward conversations

Need some advice for the inevitable awkward conversations at the office party? Here are some top tips for you!

Scenario 1: You’re stuck making small-talk with the boss and can’t think of anything to say. Awkward!

You’ve spent the entire party trying to avoid anyone in a management position and then you find yourself at the bar or buffet with the boss. And there’s nobody else there to share the conversational burden.

“So, are you enjoying the party?” enquires to boss. “Yes, thanks” is your answer. Then the conversation goes dead.

You have to fill the vacuum. After all, you don’t want him/her to think you have absolutely nothing to say. This is your chance to make a great impression…(or not!).

Don’ts:

  • Stand there grinning – come on, you can do better than that!
  • Walk off – that’s more embarrassing than an awkward silence.
  • Tell a joke – humour is subjective.
  • Make demands – now is not the time to say “as we are finally having a chat, I wanted to ask about a promotion”.
  • Try too hard to impress – avoid self-promotion. You may appear arrogant rather than self-confident if you start boasting about your sales or whatever. Now is not the time or place.

Do’s:

  • Prepare – think of something neutral you could say in advance. For example, I really prefer this venue to last year and then talk about best/worst party venues. But don’t rehearse the conversation (it won’t feel natural). If you are at the buffet you could even talk about the food. In desperation, ask about holiday plans.
  • Ask questions – when you are nervous there is a temptation to talk too quickly and too much. Remember a conversation is a two-way exchange so try to get the boss to do more of the talking by asking questions. And remember to actively listen.
  • Watch your body language – this can say more than words. Make eye contact, smile and try to look engaged and interested even if your instinct is to run and hide in the toilet.

Scenario 2: A colleague is flirting with you and is becoming increasingly suggestive and getting inappropriately close but you really are not interested.

Handle this carefully. If you publicly humiliate someone they will probably feel embarrassed and could accuse you of reading the situation wrongly. And if you have overthought it, you will look like an idiot for suggesting they were coming on to you.

Don’ts:

  • Be dismissive – telling someone that you are just not interested, even if you are being polite rather than rude, is a rejection. Most people don’t handle rejection well.
  • Go along with it – if you are not interested, don’t take advantage.
  • Make a big deal of it – drawing attention to the situation is going to make it worse.

Do’s:

  • Change the subject – if you can, and then find an excuse to move away and stay away even if you have to say you need the toilet. You don’t want to be left alone with them again.
  • Reject them without rejecting them – talk about your partner to make it clear you are not available. However, don’t lie (for example, say you are married when you are not) or try to deflect their attention by telling them someone else fancies them. That could lead to even more trouble.

Scenario 3: Your colleagues are pressuring you to join in with their drunken banter. You really don’t want to get involved because in past years this type of behaviour has cost people their careers.

Peer pressure is very powerful particularly when it is in the public setting of an office party. Everyone is doing shots, playing ‘truth or dare’ or ‘snog, marry, avoid’ (or other variations such as snog, marry, kill).

If you don’t join in, you might find you are not invited to the pub in future. But if you do, you could damage your career.

Don’ts:

  • Criticise – it is not your place to tell others what to do or how to behave (unless it is your place – in which case, you’ll have to come up with a more acceptable activity. Anyone for karaoke?)
  • Go along with it – if you are not comfortable with the way the conversation is going or are being asked to do something that could compromise your career, just don’t join in – even if you are called a chicken/wimp/loser etc.

Do’s:

  • Say no – do not do anything you are not comfortable with just to fit in. You can be identified as a trouble maker/sexist bully/aggressive drunk etc., just by associating with people who behave in this way.
  • Deflect attention – even if it means offering to buy everyone a drink to avoid the situation.

Scenario 4: The office gossip or political Machiavelli is grilling you for information. You don’t want to reveal too much, but you don’t want to get on their wrong side either.

The last thing you need is a reputation as the office gossip. For one, it may ruin any level of trust you have built up with colleagues. For another, you may end up hurting someone.

Don’t

  • Blurt out everyone’s secrets – they will find out it was you.

Do’s:

  • Be non-committal – don’t agree that someone is ‘awful’ but don’t disagree either. Say as little as possible.
  • Feign ignorance – pretend you don’t know what they are talking about. They will soon get bored and find another victim.

Scenario 5: You are desperately trying to talk to people, but they all make excuses and walk away leaving you standing awkwardly by yourself.

This can be a problem if you work from home part-time, usually leave early when everyone goes to the pub on a Friday, are not in the same age group as your colleagues, or suffer from social anxiety.

If you are not part of the “in” crowd, a work party can be a living hell particularly if you are left standing all on your own and everyone you smile at or say ‘hi’ to looks away.

Don’t:

  • Give up – leaving won’t solve anything. You will still feel left out next time.
  • Force the conversation – you cannot just slide into a group and interrupt. It’s rude and you are leaving yourself open to a brutal rejection.

Do:

  • Hang around in places where it’s easier to make conversation – the bar/the buffet/outside with the smokers. I know people who fake-vape just so they have an excuse to hang with the smokers who tend to be happy for company particularly if it’s freezing cold.
  • Prepare – try to find out who is going to the party, when they are arriving, etc. See if you can tag along with them – just be honest and say “I don’t really know anyone, can I walk there with you… it’s a bit awkward going on your own”.
  • Take support – if there is a +1 policy find the most fun friend you can and at least you can enjoy the free drink (assuming there is some)
  • Be helpful – offer to give people a lift. They will be more than happy to include you for a free ride home.