Working with career minded, talented women Catherine J. Woodman has discovered three common internal challenges: confidence, finding voice, and fatigue.
“Fit” is a small word but a big question. How well you “fit” in an organization may be the single biggest determinant of your career success. You could have all the skills and experience required for a role, but if your approach and personality don’t align with workplace culture and company values you may find the path ahead to be a bumpy one. Fit needs to be assessed equally by employer and employee. So, when faced with a new career opportunity, how do you go about determining fit?
It’s a comment I’ve heard all too often over the past few years; “I’ve graduated with my degree and I can’t find work in Nova Scotia so I have to leave.” I don’t believe this is a new problem as Atlantic Canada lacks the larger head offices of central and western Canada, limiting the opportunity for certain types of roles. However, many new grads just entering the workforce seem to be developing this mentality prematurely.
Last year, I worked for six months with a client who diagnosed himself with “imposter syndrome”.
He had a number of skill sets, appeared to have a pretty high I.Q., his E.Q. appeared to be way above average and he had a good job that paid well.
You’ve probably heard about the study that showed that 55% of communication is body language, 38% is tone of voice, and only 7% is based on the words spoken. Whether or not these numbers hold up, we all know that the subconscious mind is skilled at detecting non-verbal cues and that these cues can significantly impact the way an interviewer perceives a job candidate. With this in mind, it’s worthwhile to pay close attention to the cues you might be sending out during your next job interview, so we’ve provided a few tips below to help you make a great first impression.
Past performance is a strong predictor of future performance. This is why many interviews use behavioural or experience based question formats. Behavioural or experience based questions ask candidates to share examples of situations where they have demonstrated skills, competencies or capabilities critical to success.
People leave their jobs for many reasons and, regardless of why, they all share a few things in common. Individuals in career transition face uncertainty and challenging circumstances that impact their personal, financial and professional life.
We are constantly bombarded with advice on how to be a better manager or leader. Expert opinions abound; thousands of books, articles, blogs, and TED Talks have been dedicated to management and leadership, and the terms are often used interchangeably. The job market routinely showcases management positions that require the incumbent to lead a group or department.
Maybe you saw it coming, or perhaps it came as a complete surprise – either way, losing your job is tough. For many, it can be a pivotal moment in the trajectory of their life. Will you choose to change your career path or seek a similar role to the one you are leaving? How will you avoid compromising your career goals in the face of financial concerns and the inclination to get back to work quickly?
The Role of Psychometric Assessment in the Selection Process.
So, you`ve thrown your hat in the ring and applied for a new job. You`ve written a captivating cover letter and submitted your polished resume. You have your references lined up and primed. And then you have a screening interview which you nail. And now, the recruiter has asked you to complete a psychometric assessment. Why? What can an assessment possibly tell anyone about you that your cover letter, resume, interview, and references cannot?