PGAs of EuropeJob Seeking – PGAs of Europe http://www.pgae.com Home of the PGAE Thu, 23 Nov 2017 23:35:13 +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
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.

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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?
6 Ways to Find Out Whether a Job Candidate Will Fit Your Company’s Culture http://www.pgae.com/ask/6-ways-to-find-out-whether-a-job-candidate-will-fit-your-companys-culture/ Wed, 14 Jun 2017 12:23:18 +0000 Inc.com http://www.pgae.com/?p=13769 Found an applicant with the right skills? Time for a culture interview. You know that job applicant has the right skills to fill your open position...]]>

Minda Zetlin is a business technology writer and speaker, co-author of The Geek Gap, and former president of the American Society of Journalists and Authors. She lives in Snohomish, Washington. Like this post? Sign up here for a once-a-week email and you’ll never miss her columns.

@MindaZetlin


You know that job applicant has the right skills to fill your open position. But what about the right personality? Ignore cultural fit at your peril, for your new hire likely won’t last long.

I’ll always remember one of my co-workers at my first company. Although she did excellent work, she seemed to zig while the rest of us zagged. In a group of frumpy, often pudgy writers, she was an accomplished martial artist. Where many of us were just getting our feet wet in the business world, she had been around for a while and worked in some legendary places. Where we tended toward the silly-a plastic-encased slice of prosciutto once spent a week tacked to our department’s bulletin board-she was deadly serious. Not surprisingly, she soon moved on to a job at a prestigious non-profit that was working hard to change the world.

Hiring someone who doesn’t fit your company’s personality can be a very costly mistake. To avoid making that mistake, make sure to interview job candidates for cultural fit, as well as job qualifications. That advice comes from Tara Kelly, CEO of customer experience software provider SPLICE Software.

Kelly makes sure to include a culture interview in the hiring process, and she says it’s made a big difference. “It is important to understand employee values, motivators and interests,” she explains. “Understanding what keeps employees fulfilled is a key element to build a truly successful team. Whereas regular job interviews focus on verifying qualifications, culture fit interviews focus on ensuring potential candidates fit the corporate culture and core values of the organization.”

Given that every new hire is a big investment, it’s worth taking the time and effort to interview for cultural fit as well as skills and experience. Here’s how Kelly does it:

1. Define your company’s culture.

You may not need to do this, and Kelly doesn’t mention it, but if yours is a small or start-up companies, your culture may not be something you’ve given a lot of thought to. You should, though, because you definitely have one and a bad cultural hire will hurt you.

Your mission or vision statement is a good place to start-it won’t define your culture, but it should identify the values that drive you and your employees to show up and work hard every day. Beyond that, take a look around and consider how your company compares to others in your industry. Ask your employees or colleagues for input, until you can come up with a sentence or two that captures your company’s personality. Consider this example from Amazon CEO Jeff Bezos: “Our culture is friendly and intense, but if push comes to shove we’ll settle for intense.”

2. Write job ads with culture in mind.

“Culture fit should be integrated into every aspect of recruitment,” Kelly notes. That begins with your job ads, which should reflect both your company’s brand and its culture. If yours is an informal, family friendly workplace, with child care on site, and where pets are welcomed, say so. If yours is an elegant workplace with a prestigious history, say that.

3. Include culture questions in regular interviews.

From your first conversations with a candidate, interviewers should be thinking about cultural fit, Kelly says. “Once applications are assessed, pre-screening interviews should occur over the phone to see what first impressions candidates make and gauge personality for a possible fit.”

Candidates who pass this screening should be invited to an in-person interview with their potential department head. “The department head should also screen the applicant for culture by introducing a few less technical questions,” she adds.

4. Know which questions to ask, and which not to.

“Ask questions that speak to the core values and culture of the organization, without directly asking about each value,” Kelly advises. “For example, ask ‘what is something you have accomplished this summer that you are really proud of?'” This type of question helps SPLICE find candidates who like to learn new things or improve their skills. “At SPLICE, we really value a love of learning and improving things,” Kelly explains. “Our fundamental core value is, ‘We believe it can be better.’ So we like to see that not only in someone’s work life but their personal life too.”

It should go without saying that there’s a difference between culture and bias, and you should be clear about that difference, especially when it comes to questions that could land your company in legal trouble. To say that your culture is fun-loving and risk-taking is fine; to say that all employees should participate in extreme sports means your workplace discriminates against disabled or older workers.

In Amazon’s we’ll-settle-for-intense culture, an employee who’d just had a miscarriage was told by her supervisor that the company was likely the wrong place for a woman looking to start a family. Not surprisingly, many labor lawyers have been contacted by current or past employees seeking to sue the company for attitudes like these. Someday, one of these suits will get filed.

5. Train employees to conduct culture interviews.

“Once it is verified that a candidate has all the necessary qualifications and has passed all the preliminary culture fit screenings, a culture fit interview should be introduced as the last phase of the process,” Kelly says.

But you’re not the one to conduct the culture fit interview-the candidate’s potential co-workers are. That means they’ll need some training about what to ask and what to listen for. “It’s crucial to ensure the team is prepped on the purpose of a culture fit interview prior to participating,” Kelly says.

In general, she says, you should select four to six employees from around your company to talk informally with the job candidate about hobbies and interest and how these things tie in with your company’s personality. “Employees should be encouraged to ask questions that tie in to the organization’s value system.”

6. Gather feedback.

Employees who conduct a culture interview should fill out assessment afterwards that scores applicants on numerical scales of good-fit-to-bad-fit, and also ask for written comments. After you review those assessments, call the employees together for a quick debrief to make sure you understand their feedback and get a better sense of how the candidate might or might not fit with your company and its values. All of this input, together with the candidate’s performance on your skills assessment, will put you in the best position to make the right choice.


This article originally appeared on Inc.com – to view the original article visit http://eur.pe/1kkmevy.

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6 Ways to Find Out Whether a Job Candidate Will Fit Your Company’s Culture
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.

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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
PGA Professional Spotlight: Craig West (PGA of Germany) http://www.pgae.com/ask/pga-professional-spotlight-craig-west-pga-of-germany/ Wed, 16 Nov 2016 12:57:53 +0000 PGAs of Europe http://www.pgae.com/?p=13761 South African-born Craig West has been a PGA of Germany Professional for 22 years and in that time has overcome the challenges of moving to another country and]]>

South African-born Craig West has been a PGA of Germany Professional for 22 years and in that time has overcome the challenges of moving to another country and not knowing the language to build his own business, West Golf.

IGPN spoke to Craig to find out how he built his career and how what he learnt is now shaping how he employs people and advances his business.

IGPN: How did your career as a PGA Professional first begin?

Craig: I started as an Assistant Professional at the Fancourt Resort in South Africa in 1992, under Jeff Clause, the American Director of Golf there. After moving to Germany in the mid 90s, I did the PGA of Germany program, which was a very thorough experience and one that I am very glad to have done.

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IGPN: How did you end up in your current position in Germany?

Craig: At Fancourt we had many German guests staying in the hotel. They were always telling me how the game of golf was booming in Germany (Bernhard Langer had won the Masters in 1985) and there was great potential for Professionals who wanted to teach or run golf clubs.

The owner of a driving range was a guest at the hotel and after we had spent a round of golf or two together he asked me if would consider coming over to Germany and working for him. He didn’t have to ask twice and six weeks later I was on a plane to Germany.

IGPN: What was it like moving to, and working in, a new country where you had to learn about the culture and the language?

Craig: A lot tougher than I was expecting, that’s for sure! The language was tough and the German attitude and way of doing things was very much more structured than in South Africa.

The weather was also a shock. I will never forget the moment I walked off the plane (in February) and was “hit” by the coldest wind I would not even have been able to imagine. And then realising that it was a typical winters day!

IGPN: What was the biggest challenge you faced when deciding to work in another country?

Craig: Leaving the country you have grown up in is about as tough a decision as you’ll ever make. Not being able to speak the language properly in the first year or so is very tough and your self-confidence takes more than its share of knocks.

IGPN: What would your advice be to someone looking to work abroad?

Craig: It’s great if you have someone there that can help you in the beginning. Going to a governmental department to go and get yourself registered when you cannot speak the language is an experience you either take with humor or you’re in for one hell of a day!

If you are moving to country where they speak a language you can‘t then I strongly suggest doing a language course as soon as possible, maybe in your own country before leaving.

Being able to communicate in your “new” country is THE most important tool to getting ahead in everything else. You need to get integrated as fast as you can make friends from your “new” country as fast as possible, which as a golf Professional is normally quite easy to do.

IGPN: Explain a bit about your business that you run now.

Craig: I always had the dream of building my own course (what golfer doesn’t!) and in 2007 I managed to get the piece of land and found an investor to finance the building of the course.

In September 2009 we opened West Golf (www.west-golf.com) and we had 300 members even before the course was opened. It’s a public facility, where golf is not expensive and we cater to a younger crowd, making it also attractive to families.

I manage the facility and also run the Golf Academy, which turns out about roughly 350 new golfers every year, where we then get most of our members.

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IGPN: What do you look for when you are hiring PGA Professionals?

Craig: I have had several Apprentices and Professionals come through the Golf Academy and to be honest, the most important thing I look for is that someone truly loves the game. Everything else takes care of itself after that. I have never had the feeling of having an actual job; I just love what I do and get to do it everyday if I want to.

I also look for someone who is keen to learn, willing to take advice and spend time learning from the best teachers, not thinking that what they do is “good enough” for the people they teach.

Being able to communicate and thoroughly enjoy people is also very important. If you have to pretend to be friendly then teaching golf is going to be a tough business!

IGPN: What would be the biggest tip you could give a PGA Professional looking for a new job or trying to develop their skills?

Craig: You have to sell yourself! What can I offer this Golf Academy? Am I good with kids? Not all pros are. Can I teach better players? Can I teach teams? Do I just want to teach private lessons?

Everybody has their strengths and when hiring I look for someone who can give me something that I don’t have.

I also like having different personalities in the Academy, some people like a Professional who talks a lot, others are happy the less they say. Some Professionals are great with groups and entertaining people, others are happy to go the whole day just having one student per hour in front of them. There is a niche for everyone and you just have to find it.


For more information about Craig and West Golf visit www.craigwest.de or contact office@west-golf.com.

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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PGA Professional Spotlight: Craig West (PGA of Germany)
[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
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!”

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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.”

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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
What is the Purpose of Your CV? http://www.pgae.com/ask/what-is-the-purpose-of-your-cv/ Wed, 15 Jun 2016 14:27:59 +0000 Coaching4Careers http://www.pgae.com/?p=15730 Everyone knows you must have a CV...but why...?]]>

To:

  • Give an organisation a summary of who you are?
  • Talk about your skills and abilities
  • Tell the employer what you can do?

The sole purpose of your CV is to get someone to contact you and invite you to have a conversation.

It is a marketing document about you.  If you were marketing a product you would understand your audience before writing your marketing material or going out to the market.   So why wouldn’t you do the same before you write your CV.

You are not writing your CV for yourself but for the organisation you are applying to, it is a document for them not you.

So where should you start?   How about with yourself, what do you have to market, what can/will you tell your audience?

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Write a master CV, and then think about your audience, who are they and what they need to know about you:

  • Do you match their criteria (essential and desirable)?
  • What sort of person are you?
  • Do you have the skills, experience and abilities to do the job?
  • Do you improve and develop yourself?

Research the industry, organisation and people, find out as much as you can before your write your CV, you are then in a position to create a specific marketing document about you.

Different organisations, industries and countries may require different styles, formats and information.   If you are applying for a role in advertising or marketing perhaps you can be more innovative in your approach than if you were apply for a finance role, find out? Make sure the employer gets the information most important to them as quickly as possible when they read your CV.

Remember an employer is looking for evidence so don’t just give them a list, tell them what you have delivered and achieved and how you have done it e.g.

Developed and delivered company presentation to an audience of approx. fifty people at an industry specific conference resulting in two successful business collaborations.

In short your CV is:

  • a marketing document about you
  • written for the organisation you are applying
  • interesting to read
  • a document that shows evidence of your experience, skills and achievements
  • a document that matches you to the role/organisation

 You will:

Research, research, research

  • Network
  • Company websites
  • Business social media
  • Professional associations and organisations
  • The Global Resume CV Book
  • Country guides e.g. Deloitte
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What is the Purpose of Your CV?
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
How to Attract Potential Employers On LinkedIn http://www.pgae.com/ask/how-to-attract-potential-employers-on-linkedin/ Thu, 25 Feb 2016 12:35:14 +0000 Coaching4Careers http://www.pgae.com/?p=12610 A LinkedIn profile can be a pretty handy addition to your life. With around 360 million members, chances are the companies and employers you want to attract are]]>

A LinkedIn profile can be a pretty handy addition to your life. With around 360 million members, chances are the companies and employers you want to attract are out there somewhere.

That also means more than 359 million potential competitors also vying for their attention, so you need to play smart by giving off all the right signals. Here are some useful steps for snaring your top target:

1) It’s All In the Headline

Route one to any potential employer’s heart is through your headline. Many recruiters use key words to search for potential hires, so including the right keywords in your title will often determine whether or not you show up in their rankings.

2) More Is Always More

The more skills and endorsements, the more examples of your work and the more information you include about yourself, the more ways you’ll stand to crop up in someone’s search. The ‘Profile Strength’ circle to the right of your profile is a good gauge of how much work is left to do.

3) Pick Your Friends

Recommendations are hard to come by and they are one of the things people immediately look for on any profile. A sudden spate of new endorsements looks like you’ve drafted in a few friends for a favour; what you really want are recommendations from high-ranking professionals, ideally spread out over a longer period.

4) Put Yourself About

While your aim is not to dominate everybody’s social media feeds, there’s no harm in raising your visibility. Commenting on posts and contributing plenty of your own will keep you in the mind’s eye of employers you’ve already connected with. Many recruiters also scope out industry groups and discussions for hidden gems.

5) Stalk Your Prey

With most companies now established on LinkedIn, it’s just a question of slowly infiltrating their ranks. Start by following your dream employer: you’ll begin receiving their updates, which you can set about peppering with informed, insightful comments. Then expand your network with the right people by connecting with employees past and present.

While there are more conventional ways of bagging your dream job, LinkedIn can be a surprisingly effective enhancement to your job search. Whether or not social media is your thing, a little tweaking here and there could prove a sound investment.


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 Life; LinkedIn; Business Insider

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How to Attract Potential Employers On LinkedIn
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