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Are You Making These 3 Mistakes In Your Job Hunt?

JobSearch

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The process of tracking down job postings, researching hiring managers, and altering your résumé can easily feel like a full-time job within itself.

That’s why diversity recruiter Torin Ellis has made it his duty to educate both employers and job seekers about the process of finding the right employee and job that suits them best.

As founder of the Rip the Résumé program, Ellis hosts career development sessions for college students and professionals where he offers career strategies and consultation for navigating the job market space. With more than 17 years of experience in the talent recruitment industry, below are the big mistakes Ellis says many professionals make during the job-hunting process.

[RELATED: Top 10 Sites to Learn to Code for Free!]

1. Unprepared résumé: It’s important to make your résumé as concise and detailed as possible so that future employers understand the value you can bring to their company. Ellis admits that far too often, he sees résumés that don’t capture in a qualitative or quantitative way the contributions professionals have made to past employers or organizations. If you’re a professional who list your fraternity/sorority leadership position, then you need to provide details in terms of how you grew that organization or chapter to what it is today.

2. False expectations of job: Many candidates have false expectations about what the next move might look like or should look like. According to Ellis, a lot of professionals think the success, presence, or history that they’re bringing to the equation automatically sets the tone for “I should be receiving this” or “I should be responsible for that.” However, opportunities don’t work that way and Ellis says far too often he’s seen candidates with expectations that were just not a good match for the opportunity they were seeking.

3. Not searching for the right opportunity: While looking to land your next job can be an anxious process, it’s important to not apply to any and everything you see just because the title seems attractive or you think it will be fun to work in a particular space. Both of these factors can lead to an elongated job search if you go after opportunities that don’t fit the experience, success, and accomplishments you have amassed.

 

Black Enterprise

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Tinder Says These Are the Most Attractive Jobs For Men and Women

Black Professionals

Image: File

Need help with your love life and career? Tinder may have the answers to both.

The dating app that helps you find your love match, has just released data on the most attractive jobs for men and women who use Tinder.

Three months ago, the app integrated jobs and education into Tinder profiles, leading millions of users to add their job titles. With occupational details providing further insight for potential matches, Tinder examined what users got the most swipes to the right and the jobs that were associated with their profiles.

[RELATED: 3 Job Search Apps That Work Almost Like Online Dating]

Following swipes from November 2015 to January 2016, Tinder found the below jobs to be most attractive for men and women. Just know, if you’re a male pilot or a female physical therapist your love match may be coming sooner than you think.

most attractive jobs

Tinder


 

Black Enterprise

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These Democratic Lawmakers Are Leading the Call to Strengthen Disclosure of Corporate Board Diversity

Leading Democratic lawmakers sent a letter to the Securities and Exchange Commission, urging the agency to speed up the review of a proposal requiring companies to provide more specific details about the diversity of their corporate boards. The proposal, submitted nearly a year ago, encourages the SEC to require companies to disclose board nominees’ gender, racial, and ethnic diversity.

[Related: Women of Power: Strategies from the C-Suite]

In the letter to SEC Chair Mary Jo White, lawmakers pushed the agency to act on the proposal. Sen. Sherrod Brown (D-OH) and Rep. Maxine Waters (D-CA), the senior Democrats on the Senate Banking and House Financial Services Committees, respectively, led the letter, which was also signed by Sens. Robert Menendez (D-NJ), Jeff Merkley (D-OR), and Cory Booker (D-NJ), and Reps. Marcy Kaptur (D-OH), Carolyn Maloney (D-NY), Tim Ryan (D-OH), Marcia Fudge (D-OH), and Joyce Beatty (D-OH).

In addition, The Ohio Public Employees Retirement Systems (OPERS) and eight other public pension fund administrators – including the California Public Employees’ Retirement System and the New York State Common Retirement Fund – submitted their rulemaking petition for more board diversity disclosure on March 31, 2015.

“While we applaud your decision to have SEC staff review OPERS’ petition, we are disappointed with the amount of time the SEC is taking to examine and seek public comment on this important and widely supported proposal,” the lawmakers wrote in their letter to White House.

The SEC adopted a rule change in 2009 that required publicly-traded companies to disclose more information on director selection and diversity – a rule that has limitations. In their letter, the lawmakers note that companies now take a variety of approaches to disclosing board nominees’ qualifications and skills. Based on the fact  that the rule doesn’t define diversity, shareholders and investors find difficulty making informed decisions when voting for directors.

“Investment advisors, shareholders, policymakers, and other stakeholders have been telling the SEC and others for decades now that the diversity characteristics of board nominees and directors is information they need to make informed investment and voting decisions. Similarly, stakeholders have been explaining for decades that enhanced diversity disclosures may promote socio-demographic diversity on corporate boards, which in turn may promote better business strategy and corporate results,” the lawmakers added.

The rulemaking petition encourages the SEC to require companies to indicate in a chart or matrix, the qualifications, skills, and racial and gender composition of their board nominees.

Women, who make up half the American workforce, hold just 16% of seats on corporate boards, and it could be decades before the gender gap in boardrooms closes, according to a recent Government Accountability Office report. The report, which Rep. Maloney requested in May 2014, found that it may take 40 years or more to reach a 50-50 gender balance on corporate boards.

A signed copy of the letter can be found online here.

Black Enterprise

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Build a High-Impact Social Circle of Influence With These 4 Steps

networking[1]Seasoned professionals know that it doesn’t matter how smart you are, where you went to school, with whom you’ve worked, or how much money you’ve made.

You still need to surround yourself with high caliber individuals who reflect your core values, will challenge you to greater heights, and without apology, call you on your stuff.

If you really want to soar professionally, know this: You’ve got to develop a high-impact circle of influence and there are no two ways about it.

Here’s how.

1. Discover those who know more and better. You know the saying about being the smartest person in the room? To grow personally and professionally, you must expose yourself to individuals who know more and can cut your learning curve in half or better. To be sure, they won’t be interested in placating you or stroking your fragile ego. Believe me, there’s no shame in admitting your blind spots—everyone has them. You might as well embrace what you don’t know and work strategically to sharpen your proverbial saw. These individuals might be any one of the following: industry or subject matter experts, advisory board members, mentors, or perhaps hearty combinations of them all.

2. Leave your ego at the door. If your goal is to grow, especially with the help of others, leave your ego out of the equation. Expect to receive insight that will help you to challenge the status quo. Expect not to be right. Expect to edit, re-edit, and even completely overhaul ideas and strategies that you deemed perfect. Being overly sensitive to constructive criticism is a surefire way to stunt your growth and make others think twice about whether to work with you. Decide in advance that this will not be a stumbling block for you.

3. Leverage current contacts. A critical and often overlooked resource is the bounty of connections that we already have. Who do you currently know who could be of tremendous value? Perhaps you’d find a few of these hidden gems already embedded in some of your professional organizations, at church, sprinkled throughout your dusty Rolodex and so on. Don’t be shy, but do consider that an already established, solid relationship may offer the perfect foundation for an expanded alliance of this sort.

4. Offer value, too. It may sound counterintuitive, but you must also bring a little something to the table if you want to attract high potentials to your circle of influence. Individuals of this caliber will only invest resources with people who can demonstrate a bona fide commitment to success. Be ready to show that you’ve got some real skin in the game. Additionally, think about what you can offer in return for this kind of relationship. It may be that you’re willing or required to pay for advice in a consultative capacity or that you have valuable skills and experience that could be offered in exchange. Maybe you’re intimately acquainted with someone that could provide a highly valued quid pro quo. You get the picture. The bottom line is not to be primarily focused on what you’re going to get, but also on providing value. Understanding this simple principle is half the battle.

Are you ready to develop a high-impact circle of influence? If so, use these tips to devise a solid strategy for results.

To your success.

Karima Mariama-Arthur is Founder and CEO of WordSmithRapport, an international consulting firm specializing in professional development services. Follow her on Twitter @wsrapport or visit her website www.wordsmithrapport.com. 

Black Enterprise