Via Business Of Fashion : Insider Insight on How to Excel at Job Interviews
According to Musa Tariq, who reached the C-Suite by the age of 35 following roles at Burberry, Apple and Nike, job applicants should not strive to be perfect, but instead strive to be personal. Here, he tells us how.
NEW YORK, United States — Just as workplace dynamics are shifting to account for the impending millennial dominance in the working population by 2020, so too is the process of getting a job.
That’s why BoF has partnered with Musa Tariq for our latest exclusive online course, Build Your Dream Career. Tariq had an impressive career trajectory which saw him appointed chief brand officer of Ford Motor Company aged 35, following senior leadership roles at Nike, Burberry and Apple.
“I want to make sure you are aware of the change in culture and change in time that allows you to be slightly more personal when you’re going through interview processes,” Tariq explains. “Interviews are my most favourite part of the job application. It’s an opportunity to get to know someone.”
BoF sat down with Tariq, to hear about the “tips and tricks on things that I find useful in interviews” and how to differentiate yourself in a competitive market place.
What conversations topics are important to prepare for a job interview?
I’m a big fan of people who have done their homework before they come to an interview — not just on the company, but individuals. When you’re going for an interview, ask the recruitment team, or HR, for a list of the number of people you’re meeting. Spend time doing your homework on each one of these. This is something that’s really simple to do, but you would be surprised by how few people tend to do it.
You should also think about the stories you can tell that make you sound different. It may not be relevant to working in fashion, or in advertising, or marketing, but at the same time, when you take that story and talk about what you learned, it just makes you more human. It just gives you a perspective so that person interviewing you thinks, “Right, this is an interesting person, and someone I could get along with.”
As an interviewer, what do you look for especially in your interviewees?
When you are sitting in the hiring position, you are recruiting people that you will have to spend maybe 6 to 12 hours a day with. I need to know I get along with you. I also need to know that you’re a right cultural fit and that you are as smart as your resume says you are.
I’m not just interviewing you for what you can do, I’m interviewing you to recognise whether you and I can get along together. The more that you and I relate, the more likely I am to feel you are right for the job, that you’re a good cultural fit, and the more likely you are to get the job.
The interview process is also really a way of both them interviewing you, but you interviewing them. If they are not comfortable with the way you behave, the way you talk or the way you dress, then the job is probably not right for you.
In your experience, what interview question are people least prepared for?
The number one question people prepare the least for is: “So tell me about yourself.” In all interview processes I want to get to know you, I want to hear about your story, and we tend not to prepare for this question because fundamentally, we think that’s the bit that we know the most about.
Trying to craft your story is really important. Trying to think about how you’re going to tell that narrative is really important. You are more than just your resume or the number of companies that you’ve worked at — you have a personality. There are stories that will make you well-rounded as an individual.
What advice would you give applicants for after the interview process?
A guaranteed part, towards the end of any interview, is when the interviewer asks if you have any questions. It happens a lot when people say, “No,” and walk out. This is an incredibly missed opportunity and it either means that that person was not listening, that they are not curious enough or they haven’t prepared for this moment. Think about the questions you are going to ask at the end that will have the interviewer thinking differently.
How should you approach an interview that has gone badly?
A terrible interview is not the end of the world. Chances are, if an interview has gone horribly, it is because you did not mesh with that person. This is actually a positive sign because you have recognised that you and the person do not necessarily get along or do not think the same way. You do not want to take a job where you are not going to get along with that person. It will only end up as a bad thing later on.
People aren’t expecting you to be the most perfect candidate for that role. They are looking for someone who is willing to learn because everyone wants people to come into an organisation and learn, and they want you to bring your expertise. It’s that combination that most people are looking for in a role.
Via Indeed : What’s the Difference Between a Resume and a CV?
While reading job postings, you may have noticed some employers ask for a resume, others ask for a CV and a few may ask for a “resume/cv.” While both resumes and CVs are used in job applications (and some employers may accept either), these two documents have a few distinct differences.
To help you make sure you’ve prepared the right document for your job applications, here is some clarification on the difference between a CV and a resume.
What is a CV?
A CV (abbreviation for the Latin word curriculum vitae, or “course of life”) is a detailed document sharing not only your career history but also your education, awards, special honors, grants or scholarships, research or academic projects, and publications. A CV may also include professional references, coursework, fieldwork, descriptions of research projects or dissertations, hobbies and interests and a personal profile that lists your skills and positive attributes. Generally, a CV is chronological and starts with your educational experience.
What is a resume?
The term resume originates from the French word résumé, which translates to “abstract” or “summary.” This document should summarize your career history, skills and education. A resume may also list relevant professional associations or volunteer work and may include an objective statement that shares your professional goals.
Often people list their professional experience on a resume in reverse-chronological order, starting with their current or most recent job. If you are a recent graduate with little or no professional history, you would start with your education and then list any relevant internships or apprenticeships.
CV vs. Resume: What’s the Difference?
While there are certainly areas of overlap between a resume and CV, here are a few of the key differences between the two documents:
- Length: While most people strive to keep their resume as concise as possible, and ideally only one to two pages, a CV can run several pages in length. That’s because a CV includes more information than a resume.
- Experience / career type: Often, CVs are used by people in academic roles. You may have a CV if you are currently applying to or have graduated from a masters or doctoral program, or if you work as a professor or researcher at an academic institution.
- Ability to customize: A CV is a static document that does not change. You may add new information to a CV throughout your professional career, but the information will not change based on where you’re applying. A resume, on the other hand, is often tailored to highlight specific skills or experience relevant to the position or industry.
- Geography: In other regions of the world, such as the UK, New Zealand and parts of Europe, employers use the term CV to describe both CV and resume-style documents and don’t use the term “resume” at all. In South Africa, Australia and India, the terms CV and resume are often used interchangeably. But, in the US, a resume and CV are two distinctly different types of documents.
Should I use a resume or a CV?
If you’re unsure whether an employer requires a resume or CV, ask yourself the following questions to help determine the best document:
- What kind of job are you applying for?
If you’re applying for a job in academia, especially as an educator, teaching assistant or researcher at a college or university, then you’ll probably need a CV. Some post-secondary institutions have guidelines for what to include in a CV, so be sure to check the school’s website for this information before you apply.
- Where is the company based?
Depending on where the company is located, CV may refer to a standard resume, or it may refer to the longer form, highly detailed document explained above. To determine which you should send, first consider the type of job. If it’s an academic or research position, the employer is likely seeking a traditional CV. However, if it’s a position you’d use a standard resume for when applying in the US, then the employer is likely seeking the shorter form resume-style document.
If you’re in doubt about whether you should send a CV or resume, reach out to the recruiter or hiring manager and ask for clarification.
If you have a resume but not a CV (or vice versa), it may be worthwhile to put one together. A CV is, in many ways, a more detailed version of a resume with a few additional pieces of information,so creating one from the other shouldn’t require a great deal of work. Having the right document for a job application is crucial, and keeping both options on hand will ensure you’re prepared no matter what the job posting requests.
Via Biz Journals : How to communicate your employee benefits plan to millennials
Is your organization struggling to communicate effectively across the multiple generations in your workforce? Have you tried face-to-face meetings, glossy printed booklets, emails, apps, games – and still feel like you come up short?
Rest easy: you are not alone. I’ve heard repeatedly from senior leadership and benefits managers alike: we’re trying, but we just can’t reach our millennials.
What was once a balancing act with your budget and your time is now a juggling act that takes even more resources and talent to execute effectively. Employee benefits comprise roughly 30% or more of the total rewards package at most companies. It’s vital to help employees understand and appreciate the value of benefits programs that provide financial, physical and emotional security to them and their families.
Not only is it important to you, the employer who is footing the bill. It’s important to your employees as well. Decisions they make today will impact their lives for decades to come. In many instances, they lack the knowledge and experience to analyze benefits offerings effectively and make good decisions. They are counting on you, the employer, to not only provide the needed programs, but also deliver the tools to evaluate them and make the best choices. You face pressure on both sides of the equation – an unenviable position.
Most employers remain befuddled by their millennial cohort. This group, currently ages 24-36, comprises up to 24% of the workforce at present. They embrace technology and crave interaction. They are the most educated and multi-cultural generation in history. Yet they rely on their parents and friends for financial advice and routinely demonstrate their distrust, if not disdain, for financial and other institutions. While they are tech savvy, and very skilled at seeking the information they need, they deeply desire personal relationships – in their families, their communities, and their workplaces. They value authenticity, creativity, celebrity – and connect intensely when all three are merged. They connect to their philanthropic causes and support them in both words and deeds.
Will the real millennial please stand up?
Millennials have been negatively impacted by the turbulent events in their youth: 9/11 and the Great Recession are likely to be enduring memories. The after-effects of these events have been far-reaching for all generations, but particularly so for millennials, who early on struggled to find employment and “launch” their careers and their lives. Now, the economy has strengthened, and the job market has opened up.
Millennials are finding greater opportunities for financial success, as well as the personal fulfillment and meaning they value so much. Their story is still being written, but employers need to carefully consider how to communicate with millennials and address their deep desires for consequence and connection in the workplace, as well as the world beyond.
Millennials report that they save more money than their seniors. 81% of millennials say they save money regularly, compared with 74% of Gen Xers and 77% of baby boomers. But their perceived levels of financial savvy don’t match their actual knowledge base. According to a George Washington University study, only 8% of millennials demonstrate a high level of personal financial education and 25% comprehend the basics. However, 70% of millennials believe they have a high level of understanding of financial products and services.
Think about your company’s retirement savings program. Is half of your millennial population saving for retirement? Nearly 50% of millennials report they are accumulating for retirement. If true, this means more than half are not. These young people state that they are hamstrung by debt: student loans, car loans, credit card debt. How will you communicate with them, motivate them to start some level of retirement savings now, and help them understand the important value proposition your organization provides in helping them to build for their futures?
Millennials don’t trust the mail
To whom do millennials turn for financial advice and assistance? This is a bit of a surprise: Family and friends are their main sources of information and insight. They do not trust information from financial institutions. Their preferred communication channels are, in order: email, text, a website they can interact with, and, of course, a mobile app that functions across multiple devices.
Please do not waste your money sending them materials in the mail. It will most likely end up in the trash. Online apps, text message reminders, games and competitions, these are the tools that resonate with today’s younger population of workers.
One strong advantage these tools offer is the ability to track usage and generate reporting for your senior management. This type of data can show your leadership that your efforts are working and that millennials – and other generations as well – do participate and better engage with your programs.
So how do your providers communicate with your employees? How do you assimilate information from multiple service providers, and then present it, so that all of your employees will understand? Clearly, fancy paper packaging does not appeal to the millennial cohort of your employee population. And the safe, sound financial institutions into whom your silent generation employees place so much confidence will not gain the interest, much less the trust, of millennial employees, without thoughtfully repackaging all educational material into some type of technology interface.
Via Summer of Tech : Five Reasons Why You Need an Internship: advice from Summer of Tech Intern Nanda Hibatullah
The experience you gain from an internship is crucial in guiding you through the rest of your career. Gaining experience through an internship shows future employers that you are capable at the skills you claim on your CV which will give them a better idea of who you are. It show that you have the people skills to score an internship and will generally make future employments, especially a grad role, easier.
You learn on-the-job skills that would have never been taught at university. The main point of university is to teach you how to learn. Most courses brush on things and force you down a direction of ‘memorising’ things for an exam. This is not the case in the workplace. You learn things that interest you and things that progress you further in the field you are in. Most of all, you get rewarded from your learning much better than at university through peer acknowledgement, self satisfaction in your work, and you also get paid.
An internship introduces you to new people. This is awesome if you are on the extroverted side of things but don’t worry, this is also good for those of you on the introverted side. With a bunch of new people in the company, there is a high chance for the diversity in the people there, that means there will surely be someone you can connect with. Most people are very friendly and approachable and are there to help. They know you are new and that’s okay. Meeting new people also expands your personal network. This is beneficial for meeting potential new employers that you might want to work with in the future, or if you want someone to geek out about Stranger Things with.
Like I said earlier, an internship will guide you through the rest of your career. It pretty much is the start of your career. Some companies in Wellington will offer you a permanent full time role after your internship and that ends up being your grad role! This is the case for myself. Some companies might keep you on part time if you still need to study until you are done and can work full time. Some might not do any of these things but will open so many doors for you in the future. You might even decide that the field you intern in is not for you. That’s okay, in fact, that’s good! You get that opportunity to experience that with pretty much no consequences and shift the direction of your career if need be!
YOU GET PAID! Time to start earning some money and stop being a poor student. For most of you an internship will be your first real job. With Summer of Tech putting strict rules on a $20/hr salary, you get to live the good life. Over the Summer at least.
Via INC : The Happiness Value Of Work-Life Balance
There’s more to work-life balance than hours spent at home and at work.
The 2017 World Happiness Report reported that work-life balance is now one of the strongest predictors of happiness.
Unfortunately, more than half of Americans are dissatisfied with their work due to a lack of work-life balance. In the majority of cases, this is because workers feel overworked and underappreciated, with little control over their own lives or schedules.
Work-life balance and flexible work options have stepped in to improve job satisfaction and the overall happiness and health of employees.
In many cases, work-life balance means not being confined to a 9 to 5 timetable or an inflexible schedule. This kind of rigidity always prioritizes work before all else. Work takes up that chunk of the day no matter what else is going on in life.
This can throw off the desired “balance” that makes individuals happier, freer, and more productive.
Work-life balance is about expending energy to various parts of life: work, family, friends, health, and personal growth. This “balance” of well-roundedness and wholeness in life innately begets a sense of purpose, belonging, and happiness.
1. Work-life balance prioritizes social time.
Social interaction is one of the biggest predictors of happiness. The more time spent with people, the happier you’ll be. Studies have shown that social interaction is directly correlated to a person’s sense of belonging and joy.The World Happiness Report stated that “social capital” is a moderate predictor of happiness. This means that we need to be social in order to be happy, both inside and outside the office.
Work-life balance provides more time to spend with family and friends. You can better schedule your work around your life. With flexible work, you can take a Tuesday afternoon off to see your child’s soccer game and talk to the other parents at the game. You can make up the necessary work later that evening, the next morning, or over the weekend. You have the flexibility to prioritize people over projects when need be.
This actually improves productivity. Work-life balance encourages social collaboration, which leads to increased creativity, ideas, and productivity.
2. Flexibility enables a greater focus on health.
Health is the foundation to happiness and productivity. If you don’t have a healthy mind and body, you can’t work at peak capacity.
The 2014 National Study Of Employers from the Families and Work Institute found that employees with flexible work options are more likely to have: less stress, better mental health, better physical health, and improved sleep patterns. They’re also less likely to negative spillover from home to job and vice versa.
This is because they have the flexibility to prioritize the key “stressor” on their plate at any given time. If they have something going on at home, they can be present to handle it. If they have a big project at work, they can spend more time at work that week knowing next week they can take time off to be with their families.
Moreover, flexible work provides more time to focus on health as a key value. People can schedule doctor’s appointments and not have to worry about taking a day off of work. They can take time in the morning to workout, showing up to work later in the day when they’re more productive. They can take time off to recover from the flu and not infect everyone else in the office. Health can finally be a priority.
Flexible work allows individuals to take off when they need to, thus avoiding the $1,685 annual cost of absenteeism per employee. Flexibility also helps to prevent
Flex work options can also help workers avoid traffic, which is the number one cause of stress in our daily lives. People who don’t drive during rush hour have lower anxiety and stress levels with better overall health.
A healthy workforce lowers healthcare costs, improves safety of the workplace, and builds a high-performance workforce.
3. Self-scheduling balance improves autonomy.
The strongest form of work-life balance tends to stem from flexible work options that enable employees to pursue their own definition of “balance.” This naturally instills a sense of autonomy by putting the power of work-life balance in the hands of the worker.
Respondents of World Life Happiness Report stated that autonomy is directly linked to job satisfaction. The ability to control your actions and schedule impacts your happiness and efficiency levels. People who feel they have freedom at work are more engaged with their work overall.
4. Happiness at home produces happiness in the workplace.
There is an irrefutable correlation between personal and professional lives. Stress in one area bleeds out to stress in other parts of life. A study from Oregon University found that a happy home life begets happiness and productivity in the workplace as well.
If you want to be a happy person, you need happiness in all areas of your life. This happiness stems from living a work-life balance that aligns your values and priorities appropriately.
5. Happy workers are more motivated, engaged, and productive.
Workers who are happy are more satisfied with their lives and job. Studies show that even a short-term boost in happiness can lead to greater productivity. Long-term joy has profound effects on engagement and success in the workplace. This productivity can provide a huge return for the business.
Moreover, this motivation and productivity, in turn, leads to a higher level of employee loyalty. This increases retention rates and reduces costs associated with turnover retention. It also leads to a reputation boost for organizations. The greater number of happy employees you have, the better your company appears to the customer.
Ultimately, work-life balance and flexible work options create happy employees and a positive work environment. This translates to improved productivity, greater employee loyalty and engagement, greater bottom lines, and a stronger definition of success for employees and organizations alike.
It’s time to start demanding autonomy, flexibility, and happiness in your work.