Alternatives to Self-Promotion

Alternatives to Self-Promotion Alternatives to Self-Promotion Alternatives to Self-Promotion By Wendy GelbergOne of the hardest parts about looking for a new job is the need to promote yourself - especially since people often feel they have to brag, when in most other social encounters were taught not to brag. The standard job search advice tells you that youve got to sell yourself and you have to toot your own horn. One job seeker spoke for a lot of us when she said, What are you supposed to do when you dont want to sound like you think youre the greatest thing since sliced bread?Here are three answers to that question.1. Let Others Speak For YouIt feels less boastful, and sounds more credible, when you can refer to the testimonials of others. These can come from several sources.One obvious source is wertmiger zuwachs evaluations from your manager. If youre asked in an interview about a strength or an accomplishment, you can say, something like thisMy manager always gave me high mar ks for my ability to resolve sensitive and complex customer problems with diplomacy and sensitivity. He commented in my performance evaluation on my contribution to our increase in customer retention. On your resume, you can use a phrase such as Recognized for contribution to customer retention through diplomatic resolution of complex customer problems.Testimonials can come from many sources clients, co-workers, even vendors. Whether the praise has been given in written form or not, you can reference the feedback youve gotten from othersMy co-workers tell me they can always count on me to troubleshoot computer problems. When the system goes down, Im the one they turn to to get things up and running again.2. Bring a PortfolioWe all know that sometimes a picture is worth a thousand words - and sometimes having some visual aids can help you promote yourself.Having a portfolio of work samples, news articles, certificates/licenses, letters of praise, or other documents you can display ca n allow you to promote yourself by putting the spotlight on the work itself.When asked about your accomplishments, you can say, May I show you an example of the new monitor that I helped to design? and then show a photo, product announcement or press release, or product specifications and describe the unique features of your product.However, just be sure to remember that a portfolio is a supplement to the conversation and not a substitute for it.3. Report the FactsNow lets look at how you can speak on your own behalf, but without appearing boastful.According to the dictionary, to boast means to speak in an arrogant manner. Simply reporting the facts isnt boastful - what contributes to boasting or bragging is tone of voice, an exaggerated I, and exaggeration of the truth.You wont sound boastful if you present information in a straightforward manner, especially if you use the Problem-Action-Result (P-A-R) format to tell a brief story. Using this format, both in interviews and in resum es, you describe the problem you faced, the action you took, and the results you achieved. If you were part of a team or others contributed to the successful outcome, include them in your story.Heres an example of a P-A-R answerIt was my responsibility to prepare the handouts for the conference and assemble packets for the attendees. One speaker didnt submit his materials until the day before the vorstellung problem. I quickly organized a team of three other support staff and, working past the close of business, together we collated and put together all of the materials. action We had 250 complete packets ready in time for the 830 start of the conference the next morning. resultsYoull feel less boastful when you focus on telling the story of the larger event or circumstance, and at the same time youll provide useful information to an employer about how you solve problems. Note that theres no exaggeration, and no arrogant tone of voice. Report the facts, just the facts.Bottom LineUsi ng a combination of these three strategies - presenting the evaluations of others, samples of your work, or just the facts - you can successfully promote yourself without bragging or tooting your horn.Reprinted with permission from careercast.com, 2016 Adicio, all rights reserved.

7 Notable Women in Advertising

7 Notable Women in Advertising7 Notable Women in AdvertisingThey say advertising is a mans game, and its fair to say that the industry is dominated by men. The 3 percentconference tries to bring this injustice to light, highlighting the fact that only 3 percentof creative directors are women. However, despite the overwhelming odds, some women have blazed a trail in advertising, leaving an indelible mark that will put their names down as some of the industrys greatest influencers. While tzu siche have been many successful women in advertising over the years, at every position and level in the industry, this list focuses on those who were involved in the creative side of the geschftliches miteinander women who were responsible for copywriting, art direction, creative direction, and creative strategy. These women towered over many of their male colleagues, in times when being a woman in this industry welches considered a considerable handicap to success. Get to know them well, because t hey paved the way for many of the successful women who are working today. Mary Wells Lawrence You cannot talk about women in advertising without saying the name Mary Wells Lawrence. Born in 1928, in Youngstown, Ohio, Lawrence is perhaps fruchtwein famous for being the first female CEO of a company listed on the New York Stock Exchange. However, herbei influence on advertising welches phenomenal, and even if you dont know her name, you certainly know some of her work. Lawrence began her career as a copywriter at McKelveys department store. But she relocated to New York City, and in 1953 became a copywriter and group copy head at McCann Erickson. Just four years later she joined Doyle Dane Bernbach, and agency on the rise that would become one of the most influential in the history of advertising. One of her most notable campaigns welches Plop, plop, fizz, fizz for Alka Seltzer. Lawrence actually suggested that the ad show two tablets being put into the glass, implying that people use two each time they take the remedy. This sold even more Alka Seltzer as a result. Other campaigns include I cant believe I ate the whole thing and Try it, youll like it for Alka Seltzer I LOVE NY Trust the Midas touch for Midas Raise your hand if youre Sure for Sure Deodorant. After DDB, Lawrence went to work for Jack Tinker and his agency, Jack Tinker and Partners. This was a revolutionary agency, which was really more like a think tank, and became known around the world as Tinkers Thinkers. One Lawrence campaign that emerged was The End of the Plain Plane for Braniff International Airways. The campaign was critical to the turnaround and eventual success of the airline. When asked about her creative process, Lawrence replied You cant just be you. You have to double yourself. You have to read books on subjects you know nothing about. You have to travel to places you never thought of traveling. You have to meet every kind of person and endlessly stretch what you know. Phyllis Kenner Robinson Born in 1921 in New York City, Robinson is another woman who created some of the best work ever to come out the golden age of advertising. Although earning a bachelors degree in sociology from Barnard College, Robinson actually wanted to be a writer. After starting her career at Bresnick and Solomont, she joined Grey Advertising. It was here she would meet a certain William Bernbach, who went on to found Doyle Dane Bernbach Robinson and her art director Bob Gale were there from the very beginning. Robinson was DDBs first-ever chief copywriter, supervising a team that included Mary Wells Lawrence, who joined the firm in 1957. During her tenure at DDB, Robinson oversaw a vast number of campaigns that are still remembered to this day, included the legendary You dont have to be Jewish to love Levys Real Jewish Rye campaign for Henry S Levy and Sons. Other notable clients included Orbachs, Polaroid, El Al Airlines, and Volkswagen. In fact, it was the work on Orbachs tha t brought the VW vw 1302 to DDB, with a VW executive saying we want the agency that does Orbachs. The Beetle campaign is considered the greatest of all time, and kick-started a creative revolution. Tiger Savage With a name like Tiger Savage, how could you not do well in advertising? After training at the School of Communication Arts, under the mentorship of the great Paul Arden, Savage joined the highly creative shop Simons Palmer Denton Clemmow Johnson. Here she worked on blue chip giants like BT, Nike, and Virgin. Then, she moved on to the powerhouse Bartle Bogle Hegarty, winning numerous awards for work on Coca-Cola, Levis, and Unilever. Her infamous The Lynx Effect (The Axe Effect in the U.S.) is one of the most recognized campaigns in modern advertising. After BBH, Savage moved on to Leagas Delaney, followed by MC Saatchi. It was here that she spent the bulk of her career, resigning after 11 years to become a consultant. She cites her long hours as the reason, saying I thi nk we women have to work twice as hard because theres a lot of testosterone in creative departments. And then its the hours. Its difficult if you have kids. I dont have children, which might say a lot without saying anything. It makes me sad sometimes. She is now the co-founder of Savage King Ltd, with her husband Will King. Jean Wade Rindlaub Born in 1904 in Lancaster, Pennsylvania, Rindlaub was one of the first ever women to become a major advertising executive. Rindlaub moved to New York City in 1930 to follow her dream of working in advertising. Within just a month, she began working at the prestigious agency called Batten, Barton, Durstine Osborn (better known today as BBDO), as a secretary. However, her ambition was huge and she was quickly promoted to the position of copywriter for her expert insights into women and the female perspective (something that was mirrored in the plot of TVs Mad Men). And she not only executed brilliant campaigns but did extensive research t o target the real needs of women. Some of her most memorable campaigns include those for Bond Bread, Enna Jettick shoes, Campbells Soup, Carters Clothing, General Mills, and United Fruit Company. However, her work for Oneida during World War II is some of her most memorable and impactful. Back Home for Keeps was not just an ad campaign, but a real symbol of hope. Rindlaub was abducted into the Advertising Hall of Fame in 1989. Helen Lansdowne Resor At the turn of the 20thcentury, a company called World Manufacturing Co., a maker of toilet preparations hired Helen Lansdowne straight out of high school. It was the start of a series of career moves that would bring Lansdowne into the advertising world as a copywriter, By 1908, Stanley Resor (who would later marry Lansdowne) opened a Chicago branch of J. Walter Thompson Co., and hired Lansdowne as the agencys first female copywriter. This was no small achievement at that time when women were not usually considered for roles like thi s in advertising. From that role, Lansdowne became a phenomenally successful advertiser and marketer, producing campaigns for clients including Crisco, Woodbury Facial Soap, Ponds Cold Cream, the Red Cross, the YMCA, and the government. Lansdowne pioneered several forms of advertising that are still used to this day, including advertorials that promote products while resembling the surrounding editorials. She also brought Norman Rockwell into JWT as an illustrator. Lansdowne had a massive influence on the future of advertising, and was inducted into the Advertising Hall of Fame in 1967. And the Helen Lansdowne Scholarship continues to help women get creative roles in advertising to this day. Bernice Fitz-Gibbon Born in 1894, Bernice Bowles Fitz Fitz-Gibbon grew up on a farm in Waunakee, Wisconsin. She earned a degree from the University of Wisconsin-Madison and worked at small newspapers before moving to New York City in 1926. Here, she worked on the Macys account, and was resp onsible for the tagline Its smart to be thrifty. Her command of the English language, coupled with her wit and intelligence, made her a powerful force in the advertising industry. During her long career of over 40 years, she initiated a revolution in-store promotions, creating some of the most memorable ads and taglines ever written. Fitz-Gibbon believed her greatest accomplishment in that time was in retail advertising, creating something called build up. This was a technique that used the small spaces at the top of newspaper ads to tell positive stories about the stores. Her skill with words became something of a legend, and as she taught fresh young talent how to write, being Fitz-trained was something you could boast on your resume. Fitz-Gibbon was inducted into the Advertising Hall of Fame in 1981. Shirley Polykoff Born and raised in Brooklyn in 1908, Polykoff started her career in the magazine industry as a teenager. She worked at Harpers Bazaar, before moving on retail s tores including Bambergers and Kresge. But in 1955, her career really took off when she landed a job at Foote, Cone Belding. Here, she took over the Clairol account and created one of the most successful campaigns in the history of advertising. The epic line Does she- or doesnt she? for Clairol was impossible to ignore, and had a profound effect on American women. Before the campaign, 7 percentof women in the US dyed their hair. After, it was more than 50 percent, and sales of tints and dyes increased from $25 million to more than $200 million. Results like that made Polykoff a valuable asset to FCB, and she rose through the ranks to become executive vice president and creative director. After leaving FCB, Polykoff started her own agency, and once again, her expert guidance made the company millions of dollars. Polykoff was awarded Advertising Woman of the Year in 1967 and was inducted into the Advertising Hall of Fame in 1980.

How to Create a Successful New Hire Orientation Program

How to Create a Successful New Hire Orientation ProgramHow to Create a Successful New Hire Orientation ProgramThe initial weeks or months on the job are especially pivotal for new hires in establishing attitudes about their duties, their colleagues and your company. New hire orientation planned for this early period must not only provide job-related information but also foster a clear understanding of your firms philosophy and core values.Many businesses do not have the resources - including the time or money - necessary to develop an extensive new hire orientation program. But such a program is essential to make sure new hires are successful and to boost employee retention in the long run.The big-picture goal of new hire orientation, of course, is to help you create a rigorous, ongoing process of acclimating employees to their new work environment and expectations for the role. The devil is in the details, however. Here are some ideas about how to start your new hires off on the r ight footing through the development of a new hire orientation and mentorship program.Onboarding new hiresNew hire orientation is not a stand-alone event, but parte of a bigger process, often called employee onboarding. Some view onboarding as just a new buzzword for orientation, but its actually your opportunity to do far more to ensure that new employees become productive and satisfied members of your staff.Depending on your companys size and the complexity of the work, an onboarding program can last from several weeks to several months. It covers matters related to training, scheduled milestones, mentoring programs and interactive meetings where employees can ask questions about corporate or departmental initiatives.GET HELP WITH HIRING5 basic steps of new hire orientationThe first day Ease anxieties - It begins from the very minute new hires walk into the building or onto the job site. Offer a first-day welcome to begin the process of making them feel at home. Have an agenda fo r the first couple days so the newcomers know what to expect. Personally introduce them to other members of the team. Schedule a lunch with the new employees and their managers on the first day.The first week Reveal more about the company and the job - The first few days on the job are the best time to reinforce what you talked about during the interview process and build a sense of connection with the company. In a survey by Robert Half, 35 percent of executives whose firms offer an onboarding program said the greatest benefit is that it helps employees better understand the companys values, guidelines and expectations.Provide the rules of the road - Make sure that new employees are aware of policies regarding their immediate work areas. Dont take anything for granted, particularly basic considerations such as where employees park, how they sign in and, for nonexempt employees, how they clock in and out for work shifts and meal periods - and the importance of them doing so prope rly. It is also helpful to discuss schreibstube etiquette.Give a clear sense of tasks and set concrete goals - During the first week of work, newly hired employees need to sit down with their supervisors for an in-depth discussion about job responsibilities and goal setting. New employees should come away from this discussion with a crystal-clear understanding of expectations, tasks and priorities. In the process, the employees and supervisors will clarify the jobs objectives and, most important, work together to set specific, concrete goals for the newcomer.Align individual goals with corporate strategy - Managers must ensure that new hires fully understand the companys strategic goals and are properly prepared to deliver through individual objectives that support this higher-level vision. When employees are aware of what theyre being evaluated for and whats expected, they tend to do a better job. And when theyre encouraged to create goals that are in sync with something larger, workers tend to feel more of a sense of purpose and importance, which leads to a happier workplace.The importance of mentoring in new hire orientationMentoring programs have become a popular way for firms to assist new hires during the initial months on the job. By being paired with appropriate mentors (more experienced employees who act as a new hires guide to your workplace), newcomers gain valuable, real-world experience and skills that are difficult to transmit in classroom settings or workshops.Businesses that implement employee mentorship programs as part of their new hire orientation find a lot of benefit in them. Learn strategies for including these opportunities into your new hire orientation program.Beyond new hire orientationA key part of the onboarding process is thorough follow-up. You or supervising managers should meet with new hires at predetermined points two weeks after the first day on the job, a month after, two months after, or at intervals that work best for ea ch jobs complexity and take into account any changes in responsibilities.Following the lead of performance reviews, these meetings allow you to check in with new hires to find out how things are going. You could ask some of these questionsHow well do they understand the company and their role?Do they have any questions that havent been answered?How has communication been with their managers?Do they feel prepared for their new role?Have the job-specific training programs the company has provided been helpful? Do they address the right areas? Are they worth the time being spent on them?What future developmental experiences would they like to see?The company values and best practices you stressed during the new hire orientation period should come through loud and clear, month after month - through the actions of role models such as supervisors and mentors, as well as through internal communications, such as employee publications and your companys private network. In ongoing training a ctivities, continue to make it plain that values such as respect for colleagues, commitment to quality service, and doing whats right rather than whats easy or convenient arent just first-day lip service but essential elements to your philosophy of doing business. Tags

4 Tips to Follow Companies on Social Media (and 5 Reasons Why)

4 Tips to Follow Companies on Social Media (and 5 Reasons Why)4 Tips to Follow Companies on Social Media (and 5 Reasons Why)There are so many moving partes to a job search- writing resumes and cover letters, searching for jobs online, reaching out to people in your network for connections, and more. And now were asking you to throw social media into the mix? Yes, but there are some very good reasons to follow companies on social media.Before we get into how to follow companies youd like to work for on social media, lets talk about why the effort is worth it for your job search.4 Reasons Why Following Companies on Social Media Is Worth ItTo Quickly Hear About Openings Often times, companies will announce job openings on their social media accounts as soon as theyre available.To Interact with Recruiters Its increasingly difficult to find a recruiters direct email address these days, but many of them are active on sites like Twitter and LinkedIn, so social media gives you abedrngnisher route to make contact.To Show Youre Not Scared of New Things This is especially helpful for older job seekers where ageism is a concern. Being active on social media as part of your job search shows that youre willing to try new things and adapt your skills.Because Companies Use Social Media to Recruit Not only can you find individual recruiters on social media, but companies have started creating whole social media accounts for their hiring efforts.To Reinforce Your Brand as a Candidate The more times a recruiter sees you on various social media channels, the more memorable you become. Seeing your image, your name, and your best professional attributes displayed over and over again on sites like LinkedIn, Twitter, Facebook, About.me, and even Pinterest and Instragram solidifies who you are in a recruiters mind.Now, lets focus on HOW to follow companies on social media1. Find the best social media profiles to follow. Most companies will have at least a basic presence on social media , so, for each company youre interested in, be sure to follow their main accounts on social media. I recommend going to the companys careers website to finddirect links to itssocial media accounts. Or, you can search the Guide to the Best Flexible Companies to find the most relevant social media profiles for each company.For example, on its company page, you can see that the National Resources Defense Council is active on Twitter, Facebook, and YouTube.Also, as I mentioned, some companies have active social media profiles specific to hiring, so scope out what each company offers for social media, and follow the most appropriate channels. Two good examples are Dell (CareersAtDell) and UnitedHealth Group, which has several Twitter accounts for hiring, such as UHGTechJobs for tech jobs and UHGPM_OpsJobs for project management hiring.2. Check out the bells and whistles.Companies are able to do a number of interesting things on social media. Some of these employers may give you the oppor tunity to submit a resume (but not complete an application for a specific job), or sign up for newsletter emails about upcoming events and openings, writes Rachel Giza at icims.com.Its not a bad idea to take advantage of this option, because in doing so, youll not only help take the search out of job searching, but the employer can now contact you directly to ask you to apply for a specific job, should the opportunity arise.3. Dont forget job search hashtags. Hashtags, used on sites like Twitter and denoted by the pound sign (), are supposed to make it easier for people to engage in conversations on the same topics, and also see what everyone is saying about a particular subject. When it comes to social media and hiring, companies sometimes use hashtags like joblisting or nowhiring to draw attention to their listings.For example, on Twitter, the hashtag nowhiring has job listing alerts for openings in customer service, construction, account management, manufacturing, and art.4. Conn ect with recruiters on LinkedIn after you apply to jobs online.After youve applied for a job with a company, find some of their hiring managers and recruiters on LinkedIn, recommends Stacy Donovan Zapar on TheUndercoverRecruiter.com. Zapars advice is fantasticSend introduction requests through LinkedIn to those people. Introduce yourself, let them know that youve applied online via their careers page and youd like to follow up directly to reiterate your strong interest. Be specific about which position(s) youre referencing, not just a general I really want to work for your company message. Important Highlight how you match their requirements and can contribute in the role (i.e., how you can help THE TEAM), not just why youre interested and how great a fit it is for YOU. If this person is not the decision maker, then he/she will need to go to bat for you so make their job easier (and more effective) by giving them some concrete details to work with.Readers, what other tips do you hav e for how to follow companies on social media? Share them in the comments below

One of the Most Incredibly Neglected Solutions for Resume for Stay at Home Mom

One of the Most Incredibly Neglected Solutions for Resume for Stay at Home Mom The Nuiances of Resume for Stay at Home Mom Gaps in my resume are no problem for the sort of work that I am presently pursuing. At length, you enter your career chronology, listing the latest positions first and working backward. A career gap really isnt the conclusion of the worldits just a phase. You may collect a winning resume. More to the point, you will have something to put at the very top of your resume to reveal youre ready to receive your career get back on the right track. Even in case you cant choose whether to leave your work, you may choose to remain involved in your career. Rate your strengths and weaknesses and locate a way to highlight what youve done that applies to your career. To maximize your odds of receiving an interview, it will become paramount that if writing your resume you craft your abilities and experience in a manner that appears directly related to the industry youre a pplying for. To maximize your odds of getting work, begin your job-search searching for positions that you presently have experience doing. In that case, you need to de-emphasize job experience and pay attention to your education and techniques. Lets look at a favorite work-from-home job advertisement from U-Haul. Lets assume youre searching for something you might do remotely. Certainly child care arrangements have to be made and your resume should be updated. Moms who choose to stay home with their children for lots of years usually never regret that choice. Because, after all, children arent in the manner. You also need to be honest about having several children, children with special demands, or any other types of responsibilities which were keeping you from the workforce. The Lost Secret of Resume for Stay at Home Mom To best utilize LinkedIn you need to get started reading and sharing articles applicable to the industry you wish to work in. Based on the essence of the job, it may be any variety of words or word combinations that indicate you might have the abilities and experience required for the job. Additionally, include a couple reason why you need to be considered for the job. Frequently the answers lie in your resume assuming youve kept it current. When you have made a work application utilizing a work search engine resume builder, the site will help it become feasible that you share it together with recruiters on the same job internet search engine. For example, if you discover the job on any social networking website, dont post your resume there, and visit the businesss website instead. There are lots of techniques you may utilize to find Yahoo resumes of people in a specific website. Get online and log into the job panel or job application publishing internet site in which you desire to post your resume. Utilizing a view to truly have an outstanding job which you need to talk to the employer that youre prepared, ready, and in a pos ition to acquire the work done. If youre asking for a project management position, maybe you helped coordinate and execute a house renovation project. If youve got little if any work experience, you may consider leading off with your education, especially if its related to the position youre applying to. Set the word out that youre going to be entering the work industry. Vacuum three or more times each week, more if pets roam the region. Update your resume so youve got a great master copy that could be easily modified to target each job you apply for. Just know you dont will need to earn a list of 20 items. You may register for a completely free month.

Notes on Beginning Resume Writing- Career Objective in Step by Step Order

Notes on Beginning Resume Writing- Career Objective in Step by Step Order Beginning Resume Writing- Career Objective and Beginning Resume Writing - Career Objective - The Perfect Combination When youre crafting your resume objective, you should concentrate on particular abilities and experiences which are directly associated with the job. It isnt always essential to use the resume objective each time you apply for employment. Ensure your resume is crystal clear and informative and targeted to the particular teacher job prospect. There are two primary kinds of resumes. The resume objective should be such it can be produced applicable to a massive number of similar varieties of jobs. Make certain your resume is small but considering all the info provided. Blank spaces on your premises manager resume call for the fantastic stuff. If you get a consistent work history with no important gaps and ample knowledge in the area for which youre applying, a chronological resume will b e OK. Whatever They Told You About Beginning Resume Writing - Career Objective Is Dead Wrong...And Heres Why In other instances, include a Career Objective only if youre able to write one thats powerful and potent. My aim is to find the job. Your objective ought to be according to this job youre applying. The absolute most efficient objective is one which is tailored to the job youre applying for. A History of Beginning Resume Writing - Career Objective Refuted The departure of the objective ought to be accomplished with the words that show your interest in the organization. You need to have five objective statements. Finally, stating an objective is optional, but it might help convince employers that you understand what you need and know of the business. From time to time, the applicant whilst writing the resume objective fails to satisfy the standards that are determined by the employer on account of the language used. Top Beginning Resume Writing - Career Objective Sec rets Resume objectives can be a little controversial. The career summary is likewise an important portion of the resume objective. Gossip, Deception and Beginning Resume Writing - Career Objective If youre in the start of a career change and hoping to discover a job, your objective statement is critical. Entry-level objectives can be particularly hard to write as you likely dont have loads of work experience, but you do want to solidify how you know the kind of career youre searching for. You are earning a career change. Place the stage for the remainder of your resume. A resume objective might also incorporate where youre, and where you would like to go in your career. Make certain you compose a career objective which youre have applied. So, career objectives can be anything which they want to make certain youre the correct candidate. The very best career objective is to make certain that you know what job you can do. At times you may state your objectives in a manner you might stick out from the crowd, but you might not fulfill what the employer is trying to find. If youre somebody who is changing careers, make sure that you work in how your previous experiences can relate to your upcoming tasksthe same goes for people who are just beginning or who are relatively inexperienced.