PGAs of EuropeCareer Coaching – PGAs of Europe http://www.pgae.com Home of the PGAE Thu, 23 Nov 2017 00:18:28 +0000 en-gb hourly 1 https://wordpress.org/?v=4.9 Top 10 Practical Tips For Organising Your Job Search http://www.pgae.com/ask/top-10-practical-tips-for-organising-your-job-search/ Mon, 23 Oct 2017 11:00:19 +0000 Coaching4Careers http://www.pgae.com/?p=11017 Like it or not, job hunting in the 21st Century is very much a full-time job. And like any job, it involves proper planning and organisation...]]>

Like it or not, job hunting in the 21st Century is very much a full-time job. And like any job, it involves proper planning and organisation of time and resources.

You need to make sure your efforts are being mirrored in the results you see, which means having a system in place to allow you to understand what’s working and what isn’t. Here are our top 10 tips for a systematic, successful search:

1. Take some time out

Start by giving yourself 24 hours off from your search to create some space in your head to start organising yourself. A small time investment now could save you hours in the long-run.

2. Create a workspace

Having cleared some space in the temporal sense, set aside a room or desk that’s clear and clutter-free. Doing this will automatically make you feel more focused.

3. Clarify your goals

Draw up a list of your main goals: what kind of position do you want, when do you want it by and what salary are you willing to accept? Then have an alternative plan in place for each of the above.

4. Have a set schedule

It’s been said that the difference between a dream and a goal is a deadline. Commit a certain period of each day to working on your applications and stick rigidly to this.

5. Sharpen your search materials

You need to be ready to roll with your application at short notice. This means maintaining an up-to-date CV and cover letter template as well as keeping your professional profile ticking over on sites such as LinkedIn.

6. Soup-up your inbox

The email account is the jobseeker’s command HQ. Sorting your emails into different categories – jobs applied to; open positions etc. – will help you stay on top of things.

7. Create a system

Alongside this, you’ll need a tracking system that lets you know where you are with each application at quick glance. It needn’t be an elaborate spreadsheet, but should have all the information you need clearly laid-out.

8. Then use it

The best data management system in the world is no use to you unless you keep it regularly updated. Make sure your version includes a ‘next step’ section to encourage you to follow up on any developments.

9. Map your networking

Monitoring your informal job enquiries is no less important. Stop trails from going cold by keeping a note of any meetings or encounters you have while setting reminders for when to follow up.

10. Review your progress

Taking stock of your search is more important now than ever. Review what’s been working well and what hasn’t. Then decide how you’re going to improve things.

Job hunting can be a relatively painless business or it can be a long, hard slog. While there are usually a number of factors involved, often some simple organisation and forward planning can prove the difference.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Graduate Fog; Quint Careers; Business Insider

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Top 10 Practical Tips For Organising Your Job Search
What Are Intercultural Skills? http://www.pgae.com/ask/what-are-intercultural-skills/ Sun, 08 Oct 2017 15:44:03 +0000 PGAs of Europe http://www.pgae.com/?p=20019 Broadly speaking, intercultural skills are those that describe your ability to effectively communicate with people from different cultural backgrounds...]]>

Broadly speaking, intercultural skills are those that describe your ability to effectively communicate with people from different cultural backgrounds.

On the one hand this pertains to language, i.e. whether or not you speak a second or maybe even a third language. More importantly though, it’s about understanding and accepting that customs, standards, and values differ between cultures, and being willing to learn and adapt to them.

Research undertaken by the British Council showed that employers value intercultural skills just as much as they do formal qualifications. The Council surveyed employers from nine different countries operating within the public, private and non-profit sectors. When asked about their reasons for valuing intercultural skills, they stated that employees who successfully display these skills were more likely to secure new projects, worked better within diverse teams and were more successful in representing the company brand and reputation.

In fact, a lack of intercultural skills was perceived as a risk to the company, possessing the potential to seriously damage client relations, team productivity and ultimately the company’s reputation.

While there might not be a straightforward way for employers to test your intercultural skills in an interview, they might ask you questions like: have you ever worked abroad? Do you have experience working in a diverse team? Do you speak any foreign languages?

They can also learn a great deal from how you communicate throughout the application process and during the interview: are you easy to talk to? Are you able to see things from someone else’s perspective? Are you willing to learn from them?

Ultimately, intercultural skills are something you show. Simply listing it on your CV won’t do; you’ll have to convince people you possess the eagerness to learn and the ability to adapt. So start doing: read, travel, learn a new language, talk to different people and, most importantly, be curious.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: British Council; Skills You Need

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What Are Intercultural Skills?
The Value to Organisations of Offering Career Support to Staff http://www.pgae.com/ask/the-value-to-organisations-of-offering-career-support-to-staff-2/ Wed, 06 Sep 2017 11:05:52 +0000 Coaching4Careers http://www.pgae.com/?p=19679 With global employment trends changing all the time, the need to keep and develop staff should be at the top of an organisations agenda...]]>

There is little recent data about career management conversations in the workplace:

Kelly Global Workforce Index – August 2014 (230,000 people across 31 countries participated)

  • 57% people agree that career development discussions are beneficial in terms of the opportunity to acquire new skills
  • Only 38% had these discussions with their employer in the past year
  • Only 29% are satisfied with the career development resources provided by their employer

With global employment trends changing all the time, the need to keep and develop staff should be at the top of an organisations agenda.

Whether the organisation is a school, SME, Not for Profit or Corporate, many seem frightened to invest in the career management of their staff, they think staff will be unsettled, leave, or want more than they can offer. Some work very well with their staff, helping them manage their careers and reap the reward. The reality is that staff who feel valued and invested in are more likely to stay with an organisation and be motivated to work harder.


“Managing human capital is a misnomer. Humans are ‘beings’. We want to be known and valued for who we are, and our aspirations and ambitions recognised and seen as important. It’s a missed opportunity for an employer not to attend to these needs and thereby reap the productivity gains that accrue from more motivated, loyal employees”

(Talent, Careers and Organisations, What Next? Corporate Research Forum)

The value an organisation can reap when investing in their staff:

  • Staff are more settled and less distracted as they have plans for their future
  • Organisations can plan their future if they know what their staff want and plan to do
    • Demographics
    • Succession planning
    • Recruitment
    • In house development of staff
  • An organisation planning what will happen with regards to its staff must be more cost effective
  • Fewer surprises
  • Less need for interim, agency or contract staff
  • Better ongoing communication between staff and employer
  • Staff more likely to say if they are looking for a new role
  • Organisation able to deliver a more structured handover if they know a member of staff 
is/wants to leave
  • Employers who cannot afford financial rewards/bonuses, can support the development and 
career management of staff, which can be a cost-effective reward process.

The ability to manage your career and future is a life skill, if organisations don’t invest in their staff to give them these skills, how can they then pass on these skills to the people who work for them and to the next generation who they might educate and/or influence.

There are many processes for managing careers and these can be integrated into a workplace environment, below is a cycle often used to develop process that works within different organisations, depending on what is needed and required by the organisation and their staff.

Often employees find it easier to have these conversations with someone external first.

“My volunteers felt better placed to plan an effective conversation with their manager once they’d been coached, which is a win-win for the organisation”

(T Delamare, An action research study on the barriers facing women developing their careers and how they can be supported using a coaching framework. MA Dissertation, Oxford Brookes University, 2016)

“Internally focused workplace development opportunities are likely to ensure that a particular employer realises investment in development for the organisation. Yet, the worker might not have the skills transferable to other organisations. This is in contrast with the premise of the type of ‘deal’ where enhancement of employability is the key value derived from the employment relationship by the worker. Instead, they may be receiving only the development that is relevant to their current employer, without the promise of job security.”

(CIPD – Attitudes to Employability and Talent, Sept 2016)

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The Value to Organisations of Offering Career Support to Staff
Job Hunting: The Basics In 9 Steps http://www.pgae.com/ask/job-hunting-the-basics-in-9-steps/ Mon, 04 Sep 2017 13:44:35 +0000 Coaching4Careers http://www.pgae.com/?p=14237 Job seeking is tough. Everyone knows that. It's time consuming and it can be gut-wrenchingly disappointing...]]>

Job seeking is tough. Everyone knows that. It’s time consuming and it can be gut-wrenchingly disappointing. Armed with that knowledge we do our very best to avoid it even whilst telling our nearest and dearest that we are “currently looking for a job”. So the first thing to be aware of, if you’re serious about finding a job, is your tendency to procrastinate – just because you’re sitting at a computer doesn’t mean you’re any closer to your dream role. You need to be doing the right things.

Find somewhere to conduct your job search that is free from distractions and then do the following, roughly in this order:

1. Make yourself a realistic job hunting schedule and stick to it

A routine will stop you wasting your day and make your job search as efficient as possible.

2. Sort your CV out

Rework the format so that pertinent skills leap out at you ; create different versions for different roles; use key words often that are in the job descriptions.

3. Create a cover letter template

Convey your fit for the role and how much you want the job; make different versions with wording relevant to each role/employer.

4. Search both large and niche job boards

It’ll give you the biggest variety of job listings. Take advantage of alerts to find out about jobs as soon as they are posted.

5. Organise and professionalise

Ensure your voicemail message and email address are professional; get a list ready of references with relevant details and contact information; create folders for all your files and emails.

6. Use Social Media

Follow specific companies to find out about job openings and the culture of the company; try to track down your interviewers.

7. Check your online presence

Google yourself and check for any inappropriate or inaccurate information; remove or correct anything that would be difficult to explain in an interview.

8. Make good use of LinkedIn

Check for inconsistencies between your CV and your profile; join professional groups; ask for recommendations from your managers; check to see if you’re connected to someone in the industry or the organisations you’re applying to.

9. Prepare for your interview

Research the industry and company; find out about the type of interview you’ll be facing; be able to talk about your skills and back them up with evidence; practise answers to all types of interview questions.

There will be challenges so don’t give up, think positively and manage your own expectations.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Glassdoor; abintegro

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Job Hunting: The Basics In 9 Steps
What Does ‘Investing In Your Career’ Actually Mean? http://www.pgae.com/ask/what-does-investing-in-your-career-actually-mean/ Mon, 26 Jun 2017 15:46:00 +0000 Coaching4Careers http://www.pgae.com/?p=12680 It means you have to spend some time and money on your career. It means taking control of your career and being accountable for your own success.]]>

It means you have to spend some time and money on your career. It means taking control of your career and being accountable for your own success.

Here are some good examples of where you could make more of an investment career-wise:

  1. Build relationships. Create your own circle of influence; find a mentor. Make time to make connections, pay attention to and nurture meaningful relationships.
  2. Do the career management thing: make a plan, devise some goals. Take time to review your objectives and challenge your own commitment levels daily.
  3. Recognise what you are good at and get better at it. Spend time observing yourself and your colleagues in meetings or just day to day and notice what you uniquely bring. Then invest some time and money getting better at it.
  4. Be prepared to take a step backwards. It may be that to move forward long term you need to forego some short term gratification. A lower salary now could mean great things in the future.
  5. Get a qualification/attend a course/learn something new.
  6. Build your online brand. Create a webpage to showcase your work or simply keep your social networking profiles updated and constantly be on the lookout for anything that could be perceived as negative.
  7. Raise your professional profile. Spend time on a committee or board or take on a challenging new project. Find ways to gain valuable, marketable experience.
  8. Ask for feedback. And learn from it.
  9. Take a risk. If you don’t really have to think about risk it probably isn’t the life changing or breakout move you were looking for.
  10. Make time for that which balances you: your family, your friends, your hobbies. They will offer you perspective, different experiences and a much needed escape from the world of work.

If you think about it you probably invest more time and money in your choice of holiday than you do in your career. Given that you spend two-thirds of your waking life at work and your career goes a long way to determining your quality of life, it may be worth reassessing your investment portfolio.

Article-Header-Images_Coaching4Careers_Investing-Career_01


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Forbes; HBR; LinkedInInvestopedia

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What Does ‘Investing In Your Career’ Actually Mean?
The Value to Organisations of Offering Career Support to Staff http://www.pgae.com/ask/the-value-to-organisations-of-offering-career-support-to-staff/ Mon, 01 May 2017 15:35:07 +0000 Coaching4Careers http://www.pgae.com/?p=18631 Coaching4Careers explain how career management conversations can help keep and develop staff...]]>

There is little recent data about career management conversations in the workplace:

Kelly Global Workforce Index – August 2014 (230,000 people across 31 countries participated)

  • 57% people agree that career development discussions are beneficial in terms of the opportunity to acquire new skills
  • Only 38% had these discussions with their employer in the past year
  • Only 29% are satisfied with the career development resources provided by their employer

With global employment trends changing all the time, the need to keep and develop staff should be at the top of an organisations agenda.

Whether the organisation is a school, SME, Not for Profit or Corporate, many seem frightened to invest in the career management of their staff, they think staff will be unsettled, leave, or want more than they can offer. Some work very well with their staff, helping them manage their careers and reap the reward. The reality is that staff who feel valued and invested in are more likely to stay with an organisation and be motivated to work harder.


“Managing human capital is a misnomer. Humans are ‘beings’. We want to be known and valued for who we are, and our aspirations and ambitions recognised and seen as important. It’s a missed opportunity for an employer not to attend to these needs and thereby reap the productivity gains that accrue from more motivated, loyal employees”

(Talent, Careers and Organisations, What Next? Corporate Research Forum)

The value an organisation can reap when investing in their staff:

Staff are more settled and less distracted as they have plans for their future

  • Organisations can plan their future if they know what their staff want and plan to do
  • Demographics
  • Succession planning
  • Recruitment
  • In house development of staff
  • An organisation planning what will happen with regards to its staff must be more cost effective
  • Fewer surprises
  • Less need for interim, agency or contract staff
  • Better ongoing communication between staff and employer
  • Staff more likely to say if they are looking for a new role
  • Organisation able to deliver a more structured handover if they know a member of staff 
is/wants to leave
  • Employers who cannot afford financial rewards/bonuses, can support the development and 
career management of staff, which can be a cost-effective reward process.

The ability to manage your career and future is a life skill, if organisations don’t invest in their staff to give them these skills, how can they then pass on these skills to the people who work for them and to the next generation who they might educate and/or influence.

There are many processes for managing careers and these can be integrated into a workplace environment, below is a cycle often used to develop process that works within different organisations, depending on what is needed and required by the organisation and their staff.

Often employees find it easier to have these conversations with someone external first.

“My volunteers felt better placed to plan an effective conversation with their manager once they’d been coached, which is a win-win for the organisation”

(T Delamare, An action research study on the barriers facing women developing their careers and how they can be supported using a coaching framework. MA Dissertation, Oxford Brookes University, 2016)

“Internally focused workplace development opportunities are likely to ensure that a particular employer realises investment in development for the organisation. Yet, the worker might not have the skills transferable to other organisations. This is in contrast with the premise of the type of ‘deal’ where enhancement of employability is the key value derived from the employment relationship by the worker. Instead, they may be receiving only the development that is relevant to their current employer, without the promise of job security.”

(CIPD – Attitudes to Employability and Talent, Sept 2016)

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The Value to Organisations of Offering Career Support to Staff
Top Skills For Job Hunting Success in 2017 http://www.pgae.com/ask/top-skills-for-job-hunting-success-in-2017/ Tue, 11 Apr 2017 14:11:13 +0000 Coaching4Careers http://www.pgae.com/?p=18610 Coaching4Careers assess LinkedIn's list of the top skills employers are looking for in 2017...]]>

Having canvassed a wide cohort of global businesses, the social media platform LinkedIn has released its list of the top skills employers are looking for in 2017. With the New year just around the corner and resolutions beginning to surface for consideration, this is a list worth consulting. However, if you’re a technophobe you might want to look away now…

Not surprisingly, there is a strong technology bias to the list, with 19 out of the 25 competencies listed carrying a clear tech focus. The upper-end of the list, in particular, is dominated by cutting-edge technical disciplines including cloud computing, software development and online security.

The more traditional skills of previous years have been bumped down to make room: marketing campaign management, SEO/SEM, and channel marketing were in high demand among employers going into 2016; however, most have since fallen out of the top 10.

Without further ado, the top 10 skills (according to LinkedIn) are as follows:

  1. Cloud and Distributed Computing
  2. Statistical Analysis and Data Mining
  3. Web Architecture and Development Framework
  4. Middleware and Integration Software
  5. User Interface Design
  6. Network and Information Security
  7. Mobile Development
  8. Data Presentation
  9. SEO/SEM Marketing
  10. Storage Systems and Management

You could be forgiven for assuming the skills listed above are reserved for those from an IT or computer science background, but, nowadays, technological proficiency is now a key requirement across most industries and roles.

For example, analysis by PayScale, suggests that HR workers familiar with Workday software can expect an additional 10% in their pay packet each month.

The good news for those coming from a non-technical background (eg your typical arts or humanities graduate) is that achieving a good level of proficiency in these areas is not as far-fetched as it might seem.

LinkedIn now offers its own learning portal, with 5,000 different course options on offer, catering to the whole spectrum of technology users, from digital novices to IT specialists. This platform is just one of a growing selection technical courses that today’s job seekers can avail of, either online or offline.

To be sure, regardless of how and where you ply your trade, the need for technically-proficient workers is only going to grow and grow over the coming years. For those willing to broaden their skill set, a blend of technological and business-friendly competencies – such as critical thinking, problem-solving and communication – can prove a potent, career-boosting combination. If you’re stuck for a new year’s resolution to focus your efforts on, you could do a lot worse than invest in a spot of upskilling.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: We Forum; Business Insider; Time; Laser Fiche

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Top Skills For Job Hunting Success in 2017
8 Top Tips For Working Abroad http://www.pgae.com/ask/8-top-tips-for-working-abroad/ Mon, 13 Feb 2017 09:26:05 +0000 Golf Retailing http://www.pgae.com/?p=14964 Want to work in a different country? Here are some top tips to help you before taking the plunge and then when you are on the ground…]]>

Taking the plunge and working outside of your native country can be a nerve-wracking thing, but with the right planning and preparation it could end up being the best move of your life.

Here are some top tips on what to think about before taking the plunge and then when you are on the ground…

1. Put Yourself Out There

If you are looking for a position then put yourself out there – many successful candidates for jobs in other countries have taken the plunge and gone out to the country first to either look for positions, connect and network with people, or perhaps even for a face-to-face interview rather than over Skype or the telephone.  Maybe even take an extended holiday and rent an apartment to get a taste of life there.

2. Research, Research, Research

Research the country, its history, culture and traditions.  You might be going somewhere quite similar to where you currently live but it is almost a certainty that they will do things differently and you should do your best to learn about these and adapt yourself to their country.

3. Understand the Golf Market

Just like everyday culture, the golf market has its intricacies and nuances in every country. We can see this at the PGAs of Europe quite easily on a day-to-day basis as each and every one of our 37 Member PGAs operates in their own unique way.

Locate some local golfing ‘experts’, journalists, PGAs, their PGA Professionals and the amateur Federation and simply send them an email or ask to meet to discuss how golf works in that country.

4. Get your documents In Order

Speak to your country’s foreign/international office and your national embassy in the destination country to make sure you are doing all the right things.  It’s great if your new employer is going to help sort a lot of it out but you need to ensure you understand everything you should yourself.

Make sure you understand the country’s employment regulations for international workers, what visa requirements there might be, travel documentation require, insurance, and of course any associated costs.

5. Find a Mentor

PGA of Germany Professional, Craig West, moved from South Africa to Germany and suggests having someone with you, at least at first, who can help you translate if required and understands what you need to do to get off on the right foot.  Plus they can be the link between you and other local people, fellow staff members and in the local golfing industry.

6. Learn the Language

The local language is one of the most important tools you can have when working in a different country.  It makes every day-to-day task easier and can allow you to understand and operate more effectively.  It also means locals will not have to adjust themselves to you as much which is great for building relationships with all walks of life.  Even a few words here and there to begin with can be very beneficial!

(And if they speak your native language there already then learn a new language anyway – it will always come in useful!)

7. Don’t expect it to be easy!

Working in a different country can potentially be the most difficult thing you ever do in your career – not only do you have to do the job effectively, but you also have to adapt yourself into a different environment at the same time. But with well thought-out preparation and commitment then you will be able to do your best in your new position.

8. Go With It!

Lastly, go with the flow and enjoy it!  Your day-to-day working experience and the enjoyment and benefits you get from working abroad is directly related to how you approach it, so do your best to be outgoing, meet new people, try new foods and experience new cultural aspects to ingratiate yourself into the local life.

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Post your job vacancy for FREE and get expert careers advice at the PGAs of Europe JobZone – visit www.pgae.com/careers-and-jobs to find out more.

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8 Top Tips For Working Abroad
The Key Qualities They Are Really Looking For in an Interview http://www.pgae.com/ask/the-key-qualities-they-are-really-looking-for-in-an-interview/ Tue, 06 Dec 2016 11:50:00 +0000 Coaching4Careers http://www.pgae.com/?p=11294 Interview revelation number one: your achievements rarely just speak for themselves. While qualifications and professional background may have gotten your foot]]>

Interview revelation number one: your achievements rarely just speak for themselves. While qualifications and professional background may have gotten your foot in the door, ‘personal fit’ is likely to be just as important a factor when it comes to the interview stage of a job application.

Your interviewer is likely to be looking for evidence of the innate qualities and softer skills that play a big part in determining whether you’re the right person for the job. These are some of the key character traits your potential employer really wants to see:

1. Motivation

Most employers are looking to do more than just fill a spot on the pay roll. What interviewers arguably value above all else is a genuine desire to work for their organisation and to share in their long-term vision and goals.

Demonstrate this by showing you really understand the company and what differentiates it from its competitors. Being inquisitive and asking questions is an effective way of showing interest and engagement.

2. Communication

A CV can be doctored, professional experience spun or plumped up, but people skills are hard to fake in a face-to-face environment. How you go about building a rapport with your prospective employer offers them vital clues as to how you’ll interact with colleagues and clients. Little things – like smiling, making eye contact – can certainly help spark the connection you need.

Remember to talk about your experience of working in a team: when you’ve recognised you need other people and that collaboration has engendered great things. Businesses only succeed with good teams.

3. Problem solving

This is more than being good at the odd puzzle it’s about an innate desire and ability to go the extra mile, really look at the issues and a drive to find solutions. It’s your opportunity to demonstrate resourcefulness, enthusiasm, dynamism, agility and innovative thinking.

Go to the interview with examples of your problem solving skills, but more than that – get excited about sinking your teeth into something and finding a solution for all concerned. Employers love a problem solver.

Article-Header-Images_Coaching4Careers_Interviews_01

4. Inspiration

Hiring managers are hoping to come across that one, unique candidate who will inspire them and demand to be hired on the spot. When selling yourself as the perfect candidate how you deliver your story becomes just as important as what you are saying. Originality and authenticity are key qualities so avoid focusing on generic skills and attributes that your competitors might have. Keep it concise and hone in on your ‘unique’ experiences and achievements, showcasing them at the beginning of your delivery.

Of course, each role is different, but that doesn’t mean that some approaches and techniques aren’t better than others. A few staple building blocks from which to build your interview strategy can be a great place to start.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Fortune; LinkedIn

Vector image designed by Freepik

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The Key Qualities They Are Really Looking For in an Interview
How to Identify & Demonstrate Your Skills http://www.pgae.com/ask/how-to-identify-demonstrate-your-skills/ Mon, 14 Nov 2016 22:44:51 +0000 Coaching4Careers http://www.pgae.com/?p=10357 Your CV is not the place to be modest! It is usually the initial and is sometimes the only opportunity you have to create a positive impression and will be the]]>

Your CV is not the place to be modest! It is usually the initial and is sometimes the only opportunity you have to create a positive impression and will be the thing that gets you an interview – or not.

The trick is to establish a strong sense of what you have to offer without being boastful and making grand, empty claims. The way to achieve your goal of impressing employers and making them want to meet you is to back up your claims with hard evidence. Don’t just say you are good at something; provide examples to show you are.

Therefore, the most effective CVs are those that have a strong Skills evidence. Past experience and application of skills is a good indicator for employers of your potential abilities and actions. This focuses attention on what you can do, have done and are likely to do.

It is a good idea to back up your claim that you possess excellent skills in, for example, communication by giving specific examples of the particular form of communication you have used, where (context) and why (for what purpose and for whom). Try to start each bulleted point with a verb to emphasise real life experience. Follow with an example from work, study or extra-curricular activities. For example:

Skills

Communication

  • Presented reports to tutorial group of 20 about research findings in Economics
  • Wrote articles for university magazine about mountain-walking club activities
  • Liaised with customers of various backgrounds at Tesco’s Supermarket as part-time cashier for 3 years

Teamwork

  • Co-operatively planned work schedules with four staff at JJB Sports
  • Negotiated with colleagues regarding task allocation for major projects at university
  • Played an active role in attaining customer service goals at Tesco’s

What skills do you have?

If you are really not sure, as opposed to being modest, perhaps you could ask friends, family and colleagues or speak to a careers coach . A personal skills audit might suggest the following. Note sub-sections of the major skill areas and use them as a guide to the bullet points you could include.

Communication

  • Presenting information and ideas in written form
  • Editing
  • Giving and receiving feedback
  • Explaining
  • Active listening and asking clarifying questions
  • Expressing ideas, feelings and opinions
  • Speaking fluently and accurately
  • Foreign language competence
  • Persuading and influencing
  • Negotiating
  • Non-verbal communication

Flexibility

  • Attitude to new tasks
  • Readiness to change
  • Enthusiasm
  • Ability to transfer skills
  • Commitment to ongoing improvement
  • Desire to learn new skills
  • Acceptance of constructive criticism

Teamwork

  • Ability to work co-operatively
  • Delegating skills
  • Constructive confrontation and resolution
  • Empathising
  • Recognising and valuing difference

Resilience

  • Coping with uncertainty
  • Dealing with difficult people
  • Ability to work under pressure
  • Ability to set and achieve goals

Assertiveness

  • Decision making Problem solving
  • Independence
  • Leadership
  • Level of ambition
  • Inclination to initiate ideas and plans

Entrepreneurship

  • Self-promotion
  • Ability to create opportunities
  • Networking skills
  • Customer focus Business acumen

Some of these sub-headings could be major skills themselves, such as Negotiating and Leadership. Some elements may fit under more than one skill. You will have to make choices about how best to use your material. Be guided by the Key Selection Criteria for specific jobs as your aim is to show how your skills fit with the employer’s needs.

When describing your skills, it is possible to ‘value-add’ by making reference to aspects of your experience and your personal qualities, interests and values. This can provide a lot of information about you in a very brief and concise way. For example, ‘Wrote articles for magazines about mountain-walking club activities’ informs readers about your interest, skill and success in writing as well as your active, healthy and sociable lifestyle. These are highly valued traits in the workplace and they have been communicated efficiently and effectively.

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How to Identify & Demonstrate Your Skills
[PODCAST] 6 Ways to Leverage Social Media & the Internet in Your Job Search http://www.pgae.com/ask/6-ways-to-leverage-social-media-the-internet-in-your-job-search/ Tue, 01 Nov 2016 11:35:19 +0000 Aston Ward http://www.pgae.com/?p=13746 Here are some tips to promote yourself better online and ensure a search of your name makes it more likely that you will be hired…]]>

In the 21st century the job-seeking process is complex and quick.  A career path can present itself to you in the blink of an eye, and can disappear just as quickly.

The development of platforms such as LinkedIn have shown that it is not just a paper CV that shows off who you are and what you can do.  It’s now possible to find out every bit of detail needed about a potential employee to make an educated decision as to whether they should get a job or not.

It is widely accepted that employers will likely Google an applicant as soon as they get their name.  What comes up in the search can be a window into their lives – whether you like it or not.  To ensure your results are ones that play in your favour, here are some tips to promote yourself better online and ensure a search of your name makes it more likely that you will be hired…

1. Google Yourself

The best place to start – do what an employer might do (ideally on a different computer than your own to see what someone else might see).

This will show you what they might see and could give you a good place to start when identifying where you are visible and what you should do about it.

2. Optimise Your LinkedIn Profile (Or Create One First!)

Firstly, if you are not on LinkedIn then you’re doing it wrong. Join LinkedIn.  It is a fantastic [FREE] resource where you can lay down as much or as little information about yourself, connect with people you know and people you want to know, and ultimately use as a live, digital and interactive CV.

Second, make sure your profile is complete using LinkedIn’s built-in step-by-step guide, add a great photo and take your time on your bio.  Then get connecting – sync your account with your phone or contacts and start by adding people you know.  Then once you have a network the platform will automatically start suggesting jobs and new connections for you – then you can start to action these connections and see where leads might come from.

3. Write a Blog

What better way to express yourself and show-off your expertise and knowledge in your area than writing about it.  You can write anything you want and tailor it to your intended are of work to show a) that you care about what you do/want to do, b) are knowledgeable and have an opinion on it, and c) you are computer/digitally savvy enough to get out there and set it up [but don’t worry it’s actually pretty easy to do with services such as WordPress and Tumblr].

4. Check Your Settings

Go through all of your social accounts and check your privacy settings – you may be happy for someone to discover your Facebook profile through a Google search, but are you happy that they can look at your 10-year old photos from University parties? Probably not.

Settings can often be tucked away or a little tough to root out, but platforms nowadays have great flexibility and control for their users when it comes to privacy – take time to work out what the different on and off switches mean.

5. Make the Most of Your Biography

Your Twitter bio, LinkedIn short biography and any other place where you can add a public biography are what people will see first.  Take time to make this as good as possible – you shouldn’t judge a book by its cover, but people often do anyway so make sure yours looks great.

6. Reverse Engineer The Search

Work out what an employer might look at that is connected to you – go through the process yourself and make sure everything is as you wish at each stage of a search.  Think about what they want to see and tailor your profiles to that.

Plus, turn the tables on a potential employer and look at their company profiles, connect with people from that company, or even explore their LinkedIn profiles.  They will no doubt do it to you, so you can do it to them.  Going into an interview with knowledge and info on the bosses, co-workers or interviewees will almost certainly be useful in your search.

This article originally featured in International Golf Pro News. Visit the IGPN Page to find out more and subscribe for free.

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[PODCAST] 6 Ways to Leverage Social Media & the Internet in Your Job Search
How to answer…’Tell me why you want this job’ http://www.pgae.com/ask/how-to-answer-tell-me-why-you-want-this-job/ Thu, 27 Oct 2016 08:35:50 +0000 Coaching4Careers http://www.pgae.com/?p=17105 Unlike some interview tests, there are no traps or hidden agendas; it's about answering truthfully but in a way that reflects well on you and on the role...]]>

Whether you’re new to all this or an experienced career professional, this represents one of the more important interview questions you can expect to face as a job seeker. Unlike some interview tests, there are no traps or hidden agendas to be worried about; it’s about answering truthfully but in a way that reflects well on you and on the role itself.

Here are some DOs and DON’Ts to be aware of in forming your answer:

DO

Understand what they’re looking for

Whatever the specifics of your answer, it needs to align with what the employer is hoping to gain in advertising for the position. Research the organisation, their recent activity and where they’re headed. For example, if the firm has recently gained a new client or entered a new market, you could refer to recent projects where you’ve helped break new ground.

Show your passion

Above all else, a recruiter or hiring manager is looking for genuine enthusiasm for the position and for the organisation itself. Try to work a little of your personal ‘story’ into your response; a typical answer might read: “I’ve always been ambitious and curious and I wanted my first full-time position to be with a firm at the forefront of harnessing new technologies, like cloud computing.”

Talk about your goals

Accompanying this should be a logical argument about what you hope to achieve with the organisation over the coming years. You want to demonstrate that you’ve thought clearly about your decision to apply and how it fits into your long-term aspirations – e.g. “I’m looking to add emerging market experience to my CV and I’d be excited to help the company expand in this region.”

DON’T

Give generic answers

Be careful not to rely on stock answers you may have heard others give, which can be a common pitfall, particularly when reaching out to a number of employers in the same field. Try to express specific qualities about the firm rather than relying on buzzwords like ‘dynamic’ or ‘market-leading’.

Focus on the wrong areas

While the compensation, holiday allowance and other perks you may receive will naturally be at the back of your mind, allowing these concerns to take centre stage could undermine how you feel (or what the recruiter thinks you feel) about the role.

Offer irrelevant information

Likewise, talking about skills or interests that bear little relevance to the job may also detract from your hiring chances and may imply you haven’t spent sufficient time investigating the role or employer. A classic case might be talking about a university research project you worked on in isolation when teamwork is critical to the role.

To summarise, your response to this age-old inquiry should be an opportunity to showcase what you understand about a job position and how it relates to your skills and passions. So long as your interest in the role is genuine, with a little thought and time investment there’s no reason you can’t make this question work to your advantage.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Abintegro.com

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How to answer…’Tell me why you want this job’
Controlling Your Interview Body Language http://www.pgae.com/ask/controlling-your-interview-body-language/ Wed, 26 Oct 2016 08:32:40 +0000 Coaching4Careers http://www.pgae.com/?p=13200 Working on your body language prior to an interview, client meeting or any other stressful public event can have considerable benefits]]>

Unless you’re someone who dreams of being on The Apprentice, a job interview can potentially be a nerve-racking and uncomfortable experience. The stress it generates can cause your body language to go haywire and send out unintended signals to the person reading them. Your feeling nervous or shy, for example, may be interpreted as defensiveness or aloofness.

Working on your body language prior to an interview, client meeting or any other stressful public event can have considerable benefits. Just acting more relaxed and confident can trick your mind into following suit. Here are some techniques for getting your body onside for when it matters.

Plan Your Entrance

30 seconds is reportedly how long it takes for some hiring managers to make up their mind, so how you greet your interviewer is crucial. A strong handshake goes without saying, while smiling and maintaining eye contact also helps to display confidence. Practice your entrance in the mirror (preferably when no one is watching…).

Develop Your Eye Contact

If you don’t make eye contact people don’t trust you, but for many of us it’s a struggle, particularly when we’re nervous. Also if you are deliberately trying to hold eye contact with anybody it can make you feel incredibly self conscious and more likely to start looking at the ceiling. So practice when you’re out with friends by choosing a point on the centre of their face to look at, round about the bridge of their nose. It’ll help you to relax and become less self conscious; they will never know and you’ll find yourself making eye contact effortlessly.

Aim For a Relaxed Approach

Crossing your arms, sitting too far back or forward and averting your gaze can mean you come across as defensive, arrogant or disinterested – unlikely to be what you are going for! So along with your new-found eye contact skills, use some relaxation techniques such as controlled breathing just before the interview to help keep your nerves in check. And remember to sit up, keep your posture open and smile. It will make you feel more ‘in the zone’ and happier.

Stay Focused

Feeling nervous or self conscious can lead to involuntary movements – shaking your foot, rubbing your neck or rocking back in your chair – which can undermine the composed image your are trying to portray. Becoming aware of your body language in group situations should give you an idea of the kind of things to watch out for. Find an alternative action, such as taking a deep breath and adjusting your posture when you catch yourself making one of these unwanted movements.

Hopefully, a little pre-planning and preparation can take much of the stress out of the big day. With your body language in check, all that’s left is for you to wow your interviewer into believing you’re the right person for the job. Piece of cake, right?


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: LinkedIn.com; CareerBuilder.com

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Controlling Your Interview Body Language
How to Be a Better Coach, According to Neuroscience http://www.pgae.com/ask/how-to-be-a-better-coach-according-to-neuroscience/ Wed, 26 Oct 2016 05:45:19 +0000 Inc.com http://www.pgae.com/?p=9951 A new study finds that great coaches don't focus on finding and fixing their team's weaknesses. They do this instead...]]>

Jessica Stillman is a freelance writer based in Cyprus with interests in unconventional career paths, generational differences, and the future of work. She has blogged for CBS MoneyWatch, GigaOM, and Brazen Careerist.

@EntryLevelRebel


A new study finds that great coaches don’t focus on finding and fixing their team’s weaknesses. They do this instead.

Sure, running a business is about maximizing the bottom line, but few entrepreneurs care only about the dollars and cents.  For most, going into work every day is also about making the world a slightly better place and helping your team get better at what they do.

In other words, most business owners aspire to be not just managers but coaches.

How do you learn to be a great coach?

Thinking back to your Little League days or star turn on the girls’ volleyball team in high school may give you some inspiration.  Didn’t the coach point out your weaknesses and provide guidance on how to get better?  Your memory doesn’t fail you–traditionally, coaching has largely been about identifying areas in need of improvement and supporting folks as they work towards better performance.  But according to the latest science, there’s actually a better approach.

Positive vs. Negative

A new study, published in Social Neuroscience, used brain sans to test two different approaches to coaching on a group of undergraduates.  The first approach mirrored traditional coaching, asking students to identify areas in which they might be struggling at school and think about ways to improve.  Coaches asked questions such as: “What challenges have you encountered or do you expect to encounter in your experience here?” and “How are you doing with your courses?”

In contrast to this negative approach, the second group of coaches focused on possibilities and positives, asking the students about their aspirations and urging them to visualize their future goals.  They asked questions such as, “If everything worked out ideally in your life, what would you be doing in 10 years?”  The student volunteers were then run through a functional MRI to examine how their brains responded to the two techniques.

The different types of coaching lit up different areas of the brain, the scientists found, with the positive approach stimulating areas involved in:

  • Visual processing, which come online when we imagine future events
  • Global processing, or the ability to see the big picture
  • Feelings of empathy and emotional safety
  • The motivation to proactively pursue big goals rather than simply react to loss or fear

The Takeaway

If you want people to dream big and actually have a shot at reaching their lofty ambitions, the list above would be a pretty good place to start, right?  The researchers thought so too.

“These differences in brain activity led the researchers to conclude that positive coaching effectively activates important neural circuits and stress-reduction systems in the body by encouraging mentees to envision a desired future for themselves,” UC Berkeley’s Greater Good Science Center reports in their write up of the research.

More research needs to be done, and the encouraging effects of a positive coaching style doesn’t necessarily mean there’s no place for the more traditional find-the-problem-and-fix-it approach, but the results should give business owners a nudge towards a positive coaching style.  Why not try spurring your team to dream big, set ambitious goals, and nurture their strengths?

How do you approach coaching your team?

Image designed by Freepik
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How to Be a Better Coach, According to Neuroscience
The Impact of Your Voice http://www.pgae.com/ask/the-impact-of-your-voice/ Thu, 25 Aug 2016 12:30:23 +0000 Coaching4Careers http://www.pgae.com/?p=16400 What are the three key elements to think about when speaking? Volume, Speed, Pitch and tone...]]>

Most articles about improving the way presentations are delivered focus on body language and content. Body language accounts for an amazing 55% of the impact you have when talking or presenting to people; what you say or show, only 7%. The remaining 38% of your impact comes from the way you speak.

If you are heading to an assessment centre, doing a presentation may be one of the tasks on the table, or if you’re about to start a new job – congratulations by the way – presenting is a key skill that you will probably be required to use in some capacity throughout your career. So it’s worth focussing on this rarely considered aspect of presentation skills.

The three things you should consider when thinking about the way you speak are:

  • Volume
  • Speed
  • Pitch and tone

1. Your volume

You need to make sure you’re speaking loudly enough for everyone in the room to hear. There’s nothing more irritating for an audience than a mumbler. A microphone may do this job for you, but if you don’t have one simply ask: “can everyone hear me ok?” Look around the room and make eye contact with as many people as you can as you ask.

Do this confidently and with a smile to boost your own confidence and engage with your audience. It’s important to get the volume right at the beginning so you won’t get distracted or interrupted once your presentation is flowing and it gives you a chance to hear your own voice before you really get going.

When you want to add emphasis to a given point it’s a good idea to increase your volume slightly, while making eye contact with various people around the room.

2. Your speed

Never speak too quickly. It shows you are nervous; it will mean you are more likely to make mistakes and it is less likely the audience will understand what you are saying.

It’s always faster to other people’s ears than it is in your head – so think ‘slow’. Pause just before you’re about to make an important or complicated point and just after to give your audience time to engage with and digest what you’re saying.

3. Your pitch and tone

Avoid a monotone voice at all costs. People lose interest very quickly without a song in their ears. Varying the pitch and tone keeps people’s brains engaged.

Reading from a script increases your chances of presenting in a monotone. So try to do your presentation from notes, rather than a script. If you have to read it, practice varying your pitch in an exaggerated way as if you’re reading a scary or exciting child’s story. Don’t deliver your presentation like that, however, just get used to hearing that range in your voice.

Using either genuine or rhetorical questions will help keep the flow of your speech varied, which will keep the audience engaged.

Enunciate clearly and don’t mumble into your notes.

Regardless of how nervous or self-conscious you may feel speaking in public if you can think ‘confident’ and match your body language and voice accordingly no one will ever know, and you will have an engaged and attentive audience.

Never forget how important your voice is – practice out loud, playing with volume, pitch, speed and tone, and record yourself to look for the areas in which you can improve.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Abintegro.com

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The Impact of Your Voice
Advice For Advancing – Top Careers Tips from Across the Industry http://www.pgae.com/ask/advice-for-advancing-top-careers-tips-from-across-the-industry/ Wed, 24 Aug 2016 17:32:56 +0000 PGAs of Europe http://www.pgae.com/?p=13750 What better way to get tips on advancing your career than from those who have been there and done it! IGPN collected some excellent tips from across the PGAs o]]>

What better way to get tips on advancing your career than from those who have been there and done it!  IGPN collected some excellent tips from across the PGAs of Europe’s network to help you achieve your career goals…


Eva Zitzler [Via LinkedIn]

“Do what you really love, not just the job in which you might earn the most.”


Richard Lane – Chairman, PGA of Bulgaria

  • Stay with something you are good at and then you are more likely to sustain effort and perform well
  • Research all the areas relative to your subject matter
  • Enrol on CPD courses and make contact with specialists in the field you work
  • Always keep an open mind to learning
  • In interviews – Great body language, eye contact with the person you speak to at any given time, whilst doing the same with the group and smile. 90% of what you say does not come from the mouth

Martin Hasenbein – Education Coordinator, PGA of Germany

“Never stop asking yourself if you have done your best!”

PGAs-of-Europe---Headshots_All_02

Matthew Ellis [Via LinkedIn]

“For career development, for me, it’s about looking at a long-term goal and working towards developing a strategy to achieve it.  Be clear on your goal, really think as to what area you would like to work, who you would like to work with and what position you would like to attain.

“You could also think as to what skills, capabilities, qualifications and knowledge you might need to acquire such a position. This will help you to determine today, on the path you need to take to start your journey towards this goal.”


Tony Westwood [Via LinkedIn]

“Along with the necessity of organisations looking for people who are well qualified, there is a growing need for people showing the right attitude and behaviours needed to perform and succeed in any business environment.

“Having the ability to think flexibly and appropriately. Show a level of emotional resilience and competence. Be driven with a real sense of purpose and be able to connect meaningfully with others. If you can tick all of these boxes then success will never be too far away.”



Stephen Dundas [Via LinkedIn]

“If you are looking for a job make sure you research your potential employers, get to know who they are, what core values they have and basically show any potential employer that you are prepared, motivated and organised. 
If you are trying to develop your career that’s easy. Find out everything you can about your competitors and make sure you are better in every department!”


Emma Ford [Via LinkedIn]

“Think about your long goals and aspirations for your life not just your career and then develop a strategy. Remember your next job should deliver the skills, experiences and contacts you need for the one after that. And never forget to network.”

PGAs-of-Europe---Headshots_All

Adam Keable ‏‪(@adam_keable) [Via Twitter]

‪”Find a mentor who can act as sounding board for your career decisions. Learn from their experiences & let them challenge you.”


David del Cerro ‏‪(@delcerrogolf) [Via Twitter]

“Start at the bottom of the ladder you want to climb and take every opportunity from there.”


Nick Solski ‏[Via LinkedIn]

“Know your personal brand and be honest about what you are good at, what are your weaknesses, what you enjoy doing and also what you don’t! This way you won’t waste your own time applying for jobs that you know don’t suit you. You should identify your dream job based on your self analysis and this will allow you to follow your career plan in a more structured way.”



Mark Henderson [Via LinkedIn]

“Lets get back to basics similar to learning golf. Make sure your CV is less than 2 pages and ensure your content is truthful, described well, and not repetitive. Additionally ensure your cover letter / application states your great interest in the position, why you are interested in the role, keep it short and precise. Ensure your grammar / spelling is flawless.

“Create a strong network and make contacts throughout your career, stay in contact with them, try to help them in times of need “in advance” this is called creating relationships.”


Ed Chapman [Via LinkedIn]

“When going through 150+ CVs anything over 2 pages or with mistakes tend to get dumped. Network of relationships is super important of being in the know for the best jobs. And I’d add if applying through official route of HR use LinkedIn to find the managers name (eg. Director of Golf) and address it to them.”


Lincoln Birch [Via LinkedIn]

“Take yourself seriously. Health and Environment first. Pay attention, listen and be inquisitive. Show interest, engage and watch details (e.g. CV, clothing, language etc.)…and ask for advice or an opinion.”


For more information and articles on career development, and to view and add your own vacancies, visit the JobZone at www.pgae.com/careers-and-jobs

This article originally featured in International Golf Pro News. Visit the IGPN Page to find out more and subscribe for free.

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Advice For Advancing – Top Careers Tips from Across the Industry
3 Hot Tips For Negotiating Salary http://www.pgae.com/ask/3-hot-tips-for-negotiating-salary/ Tue, 23 Aug 2016 12:49:29 +0000 Coaching4Careers http://www.pgae.com/?p=16403 Negotiating can be a tricky business - so here are 3 simple, but top tips to help you get your negotiating head on...]]>

Accepting any deal when you feel you could have got more can leave you with an unpleasant “if only” taste in your mouth, but negotiating is a risky business. It’s easy to offend somebody during the process so it’s understandable that many people feel anxious about entering into a negotiation and as such avoid it. However, there are ways to do it effectively and successfully, without upsetting the other side and without giving away more than you really feel you should.

Here are three simple, but top tips to help you get your negotiating head on:

1. Ask yourself whether you should be negotiating?

The first step is to identify if there is really any reason to negotiate. To understand this, research the going rate for your position, and do your homework on the company you are interviewing for. Are they profitable, are they growing, do they have high turnover or have a reputation for under paying employees? Don’t blow your credibility by asking for a rate that is simply out of line with the market.

2. Define exactly what you want

Having researched the market and understood what the market is likely to pay, you need to set yourself an ideal rate, an acceptable rate and a bottom rate that you will not go below no matter what. Knowing this in advance of any negotiation is crucial, allowing you to talk confidently when put on the spot and stand by your numbers.

3. Try to understand exactly why they want you

If you’re negotiating then it’s good news: they are likely to be offering you the job. If you can establish exactly why they are picking you, this will give you leverage to negotiate. If they think your experience is a huge asset, you have good connections (etc) then you can probably be very bullish in your negotiation strategy. If it is because they think you have the aptitude to learn, then your leverage is weaker.

Negotiation is about understanding the reality of your position and being very clear about your own requirements and boundaries. Spend time thinking before you start negotiating and you will nearly always get more of what you need.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Business Insider; Abintegro.com

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3 Hot Tips For Negotiating Salary
17 Ways to Ace That Interview http://www.pgae.com/ask/17-ways-to-ace-that-interview/ Wed, 06 Jul 2016 21:26:45 +0000 Coaching4Careers http://www.pgae.com/?p=10351 Interviews are an opportunity for both you and the employer to evaluate each other- it’s a two way process!]]>

Purpose of Interviews

Interviews are an opportunity for both you and the employer to evaluate each other- it’s a two way process!  Through an interview you can gain valuable information which may assist you in assessing the prospective job, employer or industry.

Prepare for Interviews

  • Identify your transferable skills and abilities (eg. writing and organising information, managing events, leading a group, working as a team player)
  • Look at the selection criteria for the position or the job description. Make simpler headings under which you can provide examples of how your skills, abilities, qualities and experience match the employer’s requirements.
  • Think about your past achievements.
    • These could be problems you have overcome, critical incidents you have been involved in, issues you have resolved, or demands you have met.
    • Consider your role in these achievements, the actions you took and the result of your involvement and what you have learnt from it.
    • These can involve study, part-time work or extra-curricular activities.
  • Research the organisation – it might sound obvious, but make sure you know about the job you are applying for and about the organisation itself.
    • What internal or external influences are affecting it?
    • Is it in a state of growth or decline?
    • How is the market changing or developing?
    • How are organisations in the sector responding?
    • Keep up with current affairs, particularly local/global issues affecting the organisation. It is a good idea to listen to news programs or read good quality newspapers or relevant journals everyday in the lead up to your interview. This will impress the employer and demonstrate commitment to and interest in the organisation to which you are applying.
  • Practise for the interview with family or friends – it is important to verbalise the answers to questions, not just think about them, so your explanations will run smoothly.

The Interview

Be on time – check how to get there in advance by doing a practice run. Allow time for unexpected delays. Don’t be afraid to call if you are running late.

Wear what is appropriate for the role and the company – if in doubt always opt for a suit.

Be positive; try to make others feel comfortable. Greet others with a firm handshake and a smile.

Relax. Think of the interview as a conversation, not an interrogation.

Establish a rapport with the interviewer – make eye contact and answer clearly.

Be yourself – sounding too rehearsed or like someone else is off-putting for the employer.

Listen. If you are talking too much you will probably miss cues concerning what the employer feels is important.

Reflect before answering a difficult question – if unsure ask for clarification.

Be honest – it is all too easy to get caught out by exaggerating your skills or experiences.

Show you want the job – demonstrate how your skills could contribute to the company.

Avoid negative body language (eg. frequently touching your mouth, gnawing on your lip, folding your arms, etc.)

At the end of the interview, shake hands and thank them for their time.

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17 Ways to Ace That Interview
Breathe Your Way to Success – Golf Performance, Anxiety & Breathing http://www.pgae.com/ask/breathe-your-way-to-success/ Fri, 10 Jun 2016 07:24:42 +0000 Dr. Brian Hemmings http://www.pgae.com/?p=11953 Though I have never had the good fortune to meet Tom Watson and talk through his career, my guess as a psychologist is that the quote suggests in the early days]]>

Dr Brian Hemmings explains how breathing can be the key to controlling a player’s emotions and teaches you a technique for your students to help them control their anxiety and emotions when it counts…

“When I learned how to breathe, I learned how to win”

Tom Watson

Though I have never had the good fortune to meet Tom Watson and talk through his career, my guess as a psychologist is that the quote suggests in the early days of his career he often felt too uncomfortable on the golf course in winning situations, or let frustration undermine his game.

In my work I find that many players think the top professionals must be doing something unique mentally; which isn’t the case at all.  For instance, controlling breathing is one of the simplest, most efficient ways for all standards of golfers to self-regulate high arousal/tension on and off the course and is straightforward to learn.

“You have to control tension.  Just a couple of times I got nervous but I kept it under control.  We all get taught certain breathing techniques by the Swedish Federation to help keep calm, its basic stuff”.  Niclas Fasth

In my time at England national training over the past fifteen years, great emphasis has been placed on teaching individual players simple breathing skills.

For example, focused breathing is great in that it can act as a distraction from negative thoughts, lower heart rate, and act as a positive behaviour in pressure situations.  However, players must be aware that although breathing itself is a natural automatic process, as soon as we shift to controlling breathing it becomes an acquired skill that improves with practice.

To fully obtain the benefits of focused breathing you need to impress on players the need to practise regularly.  This technique involves counting breaths, which also prevent negative thoughts as the mind is occupied by the counting involved.  Simply inhale slowly (normally, not deeply) through the nose to a count of 4, and then slowly exhale through the mouth to a count of 7 – the longer outbreaths induce a more relaxed state.  This is also sometimes called ratio breathing and a player may complete several cycles of this to remain composed.

If practised, a player will soon become proficient at using the technique in pressure situations or when frustrated after errors.  I find that many players like this technique as it is very subtle, and will go unnoticed by playing partners.  Coach your players this technique I am confident they will benefit hugely.


Considering Your 2016 Coach Education?

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“This online course has to be the best value for money training I have seen from the PGA. I use the activities with my clients and have seen improvements in their game of golf. Working with players and …understanding now more about mindset makes it easier to coach and enhance performance….”

Phil Allen, PGA of GB&I Professional, Holland

Check out the fully online Golf Psychology Coaching Certificate course that is approved by the PGA of GB&I (135 CPD points) and the PGAs of Europe, and has been completed with great reviews by over 350 PGA professionals and coaches worldwide. Go to www.golfpsychologycoaching.com for full details.

The course is full of practical activities and information on assessing mental skills, goals and motivation, attention control, confidence building, and anxiety reduction techniques for the PGA professional to guide players through improving their mental game. The course is endorsed by some of England’s best coaches.  You can complete the course at home so you will have no travel costs or time away from your work.  All you need is a player to work with and the time to complete the course activities.  For a price reduction type in the discount code PGAE to reduce the price from £295 to £215.

This article originally featured in International Golf Pro News. Visit the IGPN Page to find out more and subscribe for free.

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Breathe Your Way to Success – Golf Performance, Anxiety & Breathing
How To Sell Yourself – Part 1 http://www.pgae.com/ask/how-to-sell-yourself-part-1/ Fri, 20 May 2016 07:39:02 +0000 Coaching4Careers http://www.pgae.com/?p=11078 When you need to sell yourself as the right person to do business with or hire, there is one question above all others on the mind of your buyer that they will]]>

Mark Moore (@MisterMarkMoore) helps businesses generate more revenue quickly and sustainably by aligning and accelerating the sales performance of their technical sales, non-sales and sales people. Find out more at www.HelpPeopleBuy.com.


When you need to sell yourself as the right person to do business with or hire, there is one question above all others on the mind of your buyer that they will answer about you, no matter how you come across. Of course, if the fit between you and the opportunity you are exploring is right, then you’ll want your buyer to realise this.

To increase your chances, it pays to know and understand that golden question, and to know how to position yourself accordingly.

So what’s the golden question?

Are YOU the sort of person who is highly likely to effectively help me get what I want whilst avoiding the (increasing) risks and costs I don’t want, in my career/personal life (or in this specific situation)?

…and how sure am I of this?

OK, here’s the break down of the question:

‘…Are YOU the Sort of Person…?’

Whatever you are selling, YOU are momentarily part of that package. It’s possible, even likely, that you are more of the package than you realise.

Everything you say or do either moves you towards or away from the sale. Whilst I don’t agree that ‘to be liked’ is a prerequisite for being able to sell (many people think it is, but I bought a house that I loved, by the beach, from someone I definitely did not like) it is true that being likable is often a desirable trait when selling.

So, your buyer has an idea of the sort of person they would like to move forwards with. Trustworthy and customer caring are two common traits they are looking for. And they will constantly assess you against their image of what that looks like.

‘…Who is Highly Likely…’

Their decision and everything you do to help them make it is all based on theory. It’s about increasing your chances. The more you can demonstrate the fit between not just the results and value you can potentially provide them, but also the personality traits that you have that matter most to them, their certainty goes up.

If you saw the Brad Pitt movie “Moneyball” about the Oakland Athletics baseball team, you’ll know what I mean about certain proven traits and behaviours being good indicators of future success.

You sell yourself when you increase your buyer’s certainty.

‘…To Effectively…’

In today’s phenomenal pace of change, buyers and hirers often realise that they don’t necessarily want the ‘best’ or the perfect person. They don’t have time to find them. They usually want someone who is good enough to do the job.

However, they do want that job done effectively! There’s a difference between someone who can deliver, and someone who can deliver effectively, so you’ll need to somehow convince them that you have what it takes to do that.

You sell yourself when you are effective.

‘…Help Me Get What I Want…’

You are exploring serving them, to deliver the value you’ve agreed upon. The important hidden twist here is that every human being wants a whole lot more than is obvious and a whole lot more than they actually tell you. We’re not robots (yet).

Making a business or employment decision might appear to be all about business, but it rarely is just about business.

In fact, I’d argue that there is always (100%) the emotional human element that creeps in to people’s decisions.

Decision makers want to strive to achieve their business objectives, for various reasons that are important to them. But they also have other desires that may swing their decision. Sometimes people ultimately want more power, praise, or just to simply look good.

You sell yourself when you can help people get not just what they say they want, but what they really want.

‘…Whilst Avoiding the (Increasing) Risks and Costs I Don’t Want…’

In selling yourself, whether you are competing against the status quo (selling the idea of changing) or competing against your direct competitors (the buyer knows they want to change, they just want to explore who is best going to help them), you are always competing against perceived risk.

And this level of risk can increase over time, or as external influences change. Buyers want someone who will avoid or reduce risk to their decision.

They don’t want their business or personal life threatened and they certainly don’t want to create new headaches and frustrations.

You sell yourself when you can demonstrate that you’ll minimise the risks that matter to them.

‘…In my Career, Personal Life (Or in This Specific Situation)?’

All three of these matter. They are connected. Even those who think you can leave your personal life at home will find that their own business and career decisions are influenced by their personal life too. And our personal lives are clearly impacted by our professional decisions. Human beings have certain needs, desires, values, worldviews, beliefs, hopes, dreams and fears.

Yeah, that’s right, when you sell yourself, you have to sell yourself in to that lot! Good luck!

This part of the question is to remind you of this fact. You are not just selling yourself into a business situation, or an isolated personal situation. You are selling yourself into a part of the buyer’s business, career and life. So treat that with great respect and act accordingly.

And How Sure Am I Of This?

The second part of this question is to remind you that your buyer will continuously notice you and your approach. And it may swing the decision either way. They are looking (and double checking) for more certainty. We know that trust is hard to gain, and easy to lose so be good.

You sell yourself when you drive this feeling they have home.

In part 2, I’ll give you a practical framework to follow to actually implement this. It will help you to develop a plan of attack to sell yourself into just about any situation you need to.

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Vector designed by Freepik

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How To Sell Yourself – Part 1
Taking Your First Steps Towards Career Planning http://www.pgae.com/ask/taking-your-first-steps-towards-career-planning/ Fri, 06 May 2016 07:41:21 +0000 Coaching4Careers http://www.pgae.com/?p=10355 Career planning helps realise your ambitions — what you would like to do in your working life. A plan helps you focus on what you should do when thinking about]]>

Career planning helps realise your ambitions — what you would like to do in your working life. A plan helps you focus on what you should do when thinking about a new career. It also helps if you would like to progress in the career you are in.

Planning needs time and careful consideration. You need to think about:

  • What you can do already?
  • What you would like to do next?
  • What else you need to learn?

What is a Career Plan?

A series of steps that can help you towards your goal. If your goal is to get a new job, or improve the job you are in, the Plan can help you focus on your personal and professional goals and structure your thought process and identify how to get there.

Who creates the Career Plans?

You can draw up your own Career Plan or you can ask one of our coaches to help you make one.

Why are Career Plans useful?

They help you to work towards your target and stay on track. Sometimes working towards a far-off target can seem impossible. Plans can break things down into manageable pieces.

How do I create a Career Plan?

Firstly, describe your current situation and identify your skills and work goals. Secondly, set a long-term goal and maybe some short-term goals too. Lastly, work out the steps that will get you there.

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Taking Your First Steps Towards Career Planning
Decoding Your CV http://www.pgae.com/ask/preparing-your-cv/ Fri, 01 Apr 2016 09:12:21 +0000 Coaching4Careers http://www.pgae.com/?p=10348 Your CV is essential in the application process and should summarise and highlight the most positive and relevant aspects about you and your experiences...]]>

Your CV is essential in the application process and should summarise and highlight the most positive and relevant aspects about you and your experiences. Its main purpose is to get you an interview.

An employer may only scan your CV briefly, so it is essential that the format and the layout enable them to quickly understand what you have to offer. Make it lean, clear, concise and targeted to the job or occupational field for which you are applying.

Marketing yourself requires you to be positive and upbeat, it is about persuading an employer to share your view of yourself. Your CV should help the employer to distinguish between you and the other applicants, therefore it must be an honest and individual document that tells your story and not anybody else’s.

Ten basic tips

  1. Assess your skills and abilities – know yourself and what you have to offer.
  2. Decide what type of CV you want to write and how you are going to use it.
  3. Research the employer and gather information about the vacancy and understand what the employer is looking for.
  4. Present information in terms of benefits to the employer, not the benefits you want.
  5. Prioritise your information stating the most important and most relevant first.
  6. Target your strengths, skills, experience and accomplishments to match the employer’s requirements.
  7. Ensure that information is set out clearly and is free from spelling mistakes.
  8. Your CV should be no longer than two pages.
  9. Use good quality plain paper.
  10. Don’t forget to take copies.

Constructing your CV

Suggested headings for your information and some examples of the information to include:

  • Personal Details – name, address, email, telephone, mobile
  • Career Objective or Personal Statement – What do you want to do?  What level?  Who with?  Where?
  • Education or Academic Qualifications – dates attended, name of institution/course, subjects/majors
  • Relevant Skills – Eg. teamwork, problem solving, communication.
  • Employment and Work Experience – dates, name of employer, job title, roles/responsibilities, skills
  • Professional Development – dates, name of qualification and institution, brief description
  • Interests, Achievements or Extra-curricular activities – other relevant examples to enhance your resume, give examples that indicate that you are a ‘well rounded person’
  • Referees – name, job title, contact details of 2 or 3 referees

The different types of CV

There are four main types of CV: Reverse Chronological, Functional, Targeted, and Customised. The primary difference is in the way the information is presented and which elements are emphasised. Regardless of type, each section in a resume should be presented in reverse chronological order (most recent experience first). Consider the following descriptions to decide which best suits your situation.

Reverse Chronological

This is the most widely used type of CV and therefore employers are usually familiar with this format. It lists your qualifications and experience outlining major points only. This does not work to your advantage if you have gaps in employment history or if you do not have relevant work experience, as this style makes these elements really stand out.

This type of CV is most effective when:

  • You have recent work experience related to the position you are applying for.
  • You can effectively demonstrate measurable achievements.
  • Your employment history is consistent and has few gaps.

Functional

This type highlights the wide range of skills and abilities you have developed through your education, work experience and other activities. It is generally far more detailed than the Chronological type.

This type of CV is most effective when:

  • You want to focus on your relevant skills rather than dates.
  • You do not have a lot of relevant work experience.
  • You may have gaps in your employment history.

Targeted

This combines the best elements of the Chronological and Functional styles. It is targeted towards a particular position and in some cases it can be so specific that it also addresses selection criteria. The main difference between this type of CV and a Functional style is that the Targeted CV will draw on examples of specific skills, whereas in a Functional CV the examples may be of a more eclectic nature. A Targeted CV style is effective in most situations and is probably the most versatile of the different types.

This type of CV is most effective when:

  • You have had varied work experience.
  • Your previous positions are not related to the vacancy you are applying for.
  • You are required to address selection criteria.

Customised

This is basically a Targeted CV adding specialised information that the employer expects you to include. For example if you were applying for a teaching position you would be expected to include headings like Teaching Philosophy, School Practicum Experience and Voluntary Teaching Experience. If you were applying for a Nursing position you might include Clinical Placements or Key Clinical Experience. To find out whether you need to include specialised information contact Professional Associations, or relevant employers.

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Decoding Your CV
5 Tricks to Remembering Someone’s Name http://www.pgae.com/ask/5-tricks-to-remembering-someones-name/ Sun, 24 Jan 2016 22:57:38 +0000 Coaching4Careers http://www.pgae.com/?p=10359 'Name-blank-itis': a surprisingly common modern-day affliction, particularly endemic among the older demographic. A clinical study by Psychology Today shows tha]]>

‘Name-blank-itis’: a surprisingly common modern-day affliction, particularly endemic among the older demographic. A clinical study by Psychology Today shows that as many of 85% of middle and retirement-aged individuals may, in fact, be sufferers.

But it’s not just the oldies among us that are affected; millennials are frequently hit with these ‘senior moments’ too. Perhaps there’s an argument for mandatory name-tagging for everyone? Alternatively, there are a number of simple tactics that can help ward off this most socially awkward of conditions. Here is a selection of the best ones to try:

1. Concentrate

Most name blanks are created at the initial meet and great stage when people tend to be distracted by all the other thoughts running through their mind. By listening and fully engaging you stand a much better chance of recalling specifics such as names.

2. Repeat

Having registered the name, the trick is to consolidate it with as much repetition and reaffirmation as possible. Asking your new acquaintance to spell it out in full will help lodge it firmly within your temporal lobe. Warning: this may make you look odd if their name is John Smith. But you could try “John with an ‘h’?”

3.Write it down

For those with a visual rather than aural learning style it’s helpful to write down the name at the earliest convenience. You might even look to carry around a note-pad for this very purpose, though this could also make you look like an undercover detective on a bad day.

4. Name association

Similar to the popular word association drinking game but with more names and less drink, this tactic involves creating links and patterns between the person’s name and those of celebrities or people you know. Always keep your workings to yourself to avoid causing offence.

5. Address it head on

If after all this your new connection still remains nameless, your best bet is to meet the situation head on and own up to your forgetfulness. Do this early while your forgetfulness is still easily brushed aside. Waiting until the office Christmas Party could make things awkward, especially if Secret Santa is involved.

With several potential tricks up your sleeve, compensating your name-blanking tendencies is easier than it seems. Don’t start reaching for the nametags just yet.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

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5 Tricks to Remembering Someone’s Name
Will A Computer Be Taking Your Future Job? http://www.pgae.com/ask/will-a-computer-be-taking-your-future-job/ Sun, 10 Jan 2016 17:27:14 +0000 Coaching4Careers http://www.pgae.com/?p=13841 But have you really considered the threat of technology? Are your strengths going to future-proof your career? Will you need to work on your weaknesses to find]]>

At the start of each brand new year it’s always a good idea to do a bit of personal SWOT analysis. But have you really considered the threat of technology? Are your strengths going to future-proof your career? Will you need to work on your weaknesses to find a role within a world of automation?

It’s more than 30 years since Time magazine famously named the computer as its ‘Man of the Year’. Our square-faced companions have been encroaching further into our working lives ever since.

Technological unemployment, as it’s known, has long been key issue in the word’s industrialised nations. Between 1900 and 2000 the percentage of Americans employed in agriculture decreased from 41% to just 2%, while the number of US manufacturing workers has fallen by two thirds since World War II.

American employees are by no means alone in their predicament: according to a joint study by Oxford University and Deloitte, about 35% of UK jobs are at high risk of being taken over by computers during the next 20 years. The study ranked around 400 professions against a series of key skills, including social perceptiveness, negotiation and persuasion, to see which were most under threat.

The roles of financial officer, bookkeeper and legal secretary came top, with a 97-99% risk of being automated over the next two decades. Meanwhile, social workers, teachers and therapists can rest easy, with the chance of these roles being ceded to a machine calculated at around 1% or less.

Most roles fall between these two extremes, but the good news here is that there are plenty of ways you can future-proof your career against the inexorable march of the machines.

To start with, you can position yourself in an industry where there is expansion and therefore less need for cost-cutting and automation. Areas such as health and nutrition, sustainability and clean energy are likely to be important sources of job creation going forward.

You should also think about the kind of soft skills you need to be developing alongside your core professional competencies. Think problem-solving, adaptability, and communication, in particular, listening and negotiation skills.

Then of course there is the ‘can’t beat ’em, join ’em’ argument: as long as there’s technology, there will be a need for people who can harness and interpret that technology. It’s never too late to start picking up basic skills in areas such as coding and website design. Codeacademy.com is just one of a number of free, online platforms that can help get you started.

As history has shown us, professions and entire industries will come and go over time. However, by embracing this technological shift and maintaining a broad skill set, you can stay one step ahead of the curve.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Bcdwire; NPR; BBC; HuffingtonPost

Brain vector designed by Freepik
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Will A Computer Be Taking Your Future Job?
The Two Sides of Careers http://www.pgae.com/ask/the-two-sides-of-careers/ Thu, 17 Dec 2015 21:30:32 +0000 Ian Randell http://www.pgae.com/?p=13626 In any job opportunity there are two sides – the employer and potential employee. Much is made of the process of looking for a job and getting hired, but we of]]>

In any job opportunity there are two sides – the employer and potential employee.  Much is made of the process of looking for a job and getting hired, but we often overlook the employer’s task of finding the right person for a position.

Anyone working in any job will have been a part of this process at some point – whether you are the person searching for candidates, or one of the candidates making yourself as attractive as possible.

In this month’s issue of IGPN we try to balance careers knowledge and assistance not only for people on the hunt for their perfect job, but for those on the hunt for the perfect person as well.

PGA Professionals will all at some time in their career be on both sides – trying to find the right position for themselves to advance their career forward, whilst also looking to create teams that they can work with to be as effective as possible.  But you don’t necessarily have to wait until you’re the boss to get benefit from learning about the hiring process.

Inside this issue you’ll find out how to perform well in interviews with various techniques including controlling body language, how to invest in your career, and how to organise your job search.  But you’ll also find out how to make sure a potential hire fits in to your business’ culture and how to work out what factors matter most to you when hiring a new team member.

All of these things can be useful on both sides – as someone looking for a job, how useful would it be to have an insight into what someone might be looking for?  And as an employer, would it be useful to know what the body language of candidates is saying to you?  With any potential position it’s important to ensure both parties look at it from both sides to get the most out of it and ensure the right person gets hired for the right job.

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I’ve learnt that in the golf industry where quite often we’re selling people (it’s the same for coaching in many ways), that recruiting the right people who are going to fit in means not only will the business thrive but they will be happier and a darn sight easier to manage thus freeing up your time for other things.

I have also spoken before in about attitude over experience – ideally you would have both but I would always lean towards attitude if the context is right. It is far more difficult to try and shape the wrong person than get the right person in the first place.  Tools such as in-interview tasks where candidates perform a real-world task actually in the environment they might work in, or psychometric testing are things I have found useful in identifying the right people.

With PGA Professionals continuously rising to the top of businesses the importance of knowing how to hire and how to get hired has never been more important.  Hopefully this month’s IGPN will go some way at least to helping you achieve the most you can in your career and ensure the team around you is the most effective for the job and everyone’s well-being.

This article originally featured in International Golf Pro News. Visit the IGPN Page to find out more and subscribe for free.

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The Two Sides of Careers
Top Tips For Approaching Contacts When Looking For Jobs http://www.pgae.com/career-development/top-tips-for-approaching-contacts-when-looking-for-jobs/ Sun, 01 Feb 2015 20:21:09 +0000 Coaching4Careers http://www.pgae.com/?p=10345 Getting yourself in-front of people when you're looking for a new position is incredibly important. Here Coaching4Careers give some of their best tips for ensu]]>

Getting yourself in-front of people when you’re looking for a new position is incredibly important.  Here Coaching4Careers give some of their best tips for ensuring you make the best impression with those key contacts that make or break your search for a career…

1. Plan

Before approaching your contacts, plan carefully what you want to get out of the encounter and the questions you want to ask (see our list of ideas below).  This will ensure that you make the best use of the opportunity and that you appear professional in your approach.

2. Research

Research a little into your contact’s jobrole and the organisation they work for so that you can ask relevant questions.  You do not want to be using valuable ‘networking time’ asking for information that can easily be sourced via the company’s website.

3. Call Them

A brief, professional telephone call can often elicit a better response that a letter or email as it requires less initiative from your contact to respond. During the call you can:

  • Remind them how you know them / explain who gave you their name.
  • Explain why you are ringing – i.e. because you are considering a move into their particular occupational field/ considering applying for a role with their employer and you would appreciate an insider’s view about what this entails (not because you want them to find you a job or look at your CV!).
  • Ask them if they can spare 10 minutes or so to speak to you by phone.  If they are busy, ask when would be a good time to call back, or ask if they would prefer you to contact them by email.
  • If they say that they cannot help you (because they are not in the relevant area of work, for example) then ask them if they can suggest another contact you could approach.
  • Thank them for their time and help.

4. Ask to find out more

Never ask your contact if they know of any vacancies in the field in your introduction as this will put your contact under pressure and may make them feel uncomfortable.

It is better to ask about typical routes in to the profession and ask generally where opportunities tend to be advertised.  If your contact is aware of a suitable vacancy which is likely to arise, they will probably mention it to you. If the conversation is going well, you might ask them if they would consider having a quick look over your CV to give you some advice on how to market yourself for this area of work.

This ensures that your contact is aware of your skills, enthusiasm and availability and will bear these in mind if an opportunity comes up.

5. Seek Experience

If your aim is to secure work experience, then ask about how you might go about arranging this.  Explain the sort of practical role you feel you would be able to fulfil (based on your current skills) and what you are looking to get out of the placement.  If your contact explains that their company does not offer work experience, or that they are too busy/some other objection you might want to ask if a short period of work shadowing might be possible as this requires less planning and staff resources from the employer.

6. Seek More Contacts

At the end of the conversation, ask your contact if they can think of anybody else who might be willing to speak to you to improve your understanding of the job area. Your aim should be to end the conversation with at least one further contact to explore.

7. Follow-Up

Follow up the conversation with a thank you letter or email, thanking them for their time and helpful information and enclosing your CV for their information.  You could ask them to bear you in mind if they chance upon a suitable opportunity which might interest you and offer to come in for a further meeting if they would like to explore this further.

8. Remember to Make Good Impression at All Times

Throughout your networking encounter, remember that you might be talking to a prospective employer or to someone who can recommend you to an employer in the field.  This is an opportunity for you to make a good impression and to impress them with your skills, qualities and motivation.

When asked for your reasons for entering this job area, for example, try to give the same sorts of reasons that you would in an interview, albeit in a more informal way.  Your contacts don’t want to hear that you want a job in their area because you hate your current employer/you’re broke/it sounds like a cushy number!

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Top Tips For Approaching Contacts When Looking For Jobs
Case Study: Club Inc. Career Coaching Service Leads to Fantastic Opportunities Overseas http://www.pgae.com/career-development/case-study-club-inc-career-coaching-service-leads-to-fantastic-opportunities-overseas/ Sat, 01 Mar 2014 13:37:56 +0000 Club Inc. http://www.pgae.com/?p=8822 Shaun Clark qualified as a PGA Professional with flying colours in 2012 and shortly afterwards, contacted Club Inc. for career coaching. Within 4 months of mee]]>

Shaun Clark qualified as a PGA Professional with flying colours in 2012 and shortly afterwards, contacted Club Inc. for career coaching.  Within 4 months of meeting with Club Inc. Shaun had successfully applied for, and become the Assistant Professional at the majestic Castiglion del Bosco (CdB) estate in Tuscany, Italy. 

Club Inc. offer an un-matched career coaching service in the golf sector, and Shaun is just one example of the great work they have done, and are capable of doing.  The PGAs of Europe are delighted to be partners of Club Inc. and it’s evident why.  Club Inc. fully support professionals within the industry, and are actively sourcing placements for those who wish to fulfill their potential at the world’s finest golfing venues.

Castiglion del Bosco #12 Green

“I wanted to further my career, set myself new challenges and make the most of my knowledge,” says Shaun.  “I knew that in order to do this I would need some help from experts such as Niall Flanagan, who has the contacts to help, so it was natural for me to turn to Club Inc.  After sitting down with the Club Inc. team and discussing my strengths, goals and aspirations, I felt confident in applying to Castiglion del Bosco and now, I’m living out my dream in one of the most spectacular estates in Europe.”

Shaun is working under English head professional Alex Douglas.  Together they are responsible for offering a high quality service to members and guests, as well as running a professional retail operation and giving their guidance through tuition.

Emanuela Setterberg, General Manager of Castiglion del Bosco said “We are absolutely delighted to have Shaun at CdB.  His passion for golf, and in helping people to improve is the perfect fit for the work we are trying to do here.  Shaun and Alex are becoming a formidable team who are paramount to the success of CdB.”

Club Inc. are also working with Castiglion del Bosco to develop their brand within golf in order to encourage more international players to visit the venue, and join the aspirational membership.

The estate is hidden within the Val d’Orcia, a renowned landscape of great beauty and universal appeal within the Tuscany region.  It plays host to the stunning Tom Weiskopf designed 18-hole golf course, spa and winery, and also boasts 23 luxury hotel suites and 9 villas.  Quite possibly, Italy’s best kept secret.

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Case Study: Club Inc. Career Coaching Service Leads to Fantastic Opportunities Overseas