Building strong working relationships both inside and out of your business does not happen overnight. In fact, it takes a concerted effort on your part to ensure that you are connecting with clients and co-workers in a meaningful way. Here are a few tips for encouraging positive communication in the workplace to enhance your business relationships. Read More
Category Archives: Personal Brand
AUGUST 24, 2015 – We all have our thoughts about what a candidate should and shouldn’t say during a first interview, and the list often includes salary, when raises are expected, flex-time options and when to expect a promotion. At Signature Source our job is to dig deeper, so candidates understand the best way to present themselves, putting them on the short list of candidates that return for a second interview.
The Muse recently published an article on questions you should never ask – and some you should – that we feel has great merit for any candidate. Of course, if the interviewer brings up any of these topics, that opens the door for discussion. But in most cases, asking the following questions can often make it seem as if you already assume the position is yours.
And of course once an offer is made, any of these questions should be asked and answered if they are important to you.
- Any question related to salary, benefits, sick time and vacation/personal days is better left for discussion once a job offer has been made.
- Avoid questions beginning with the word “why,” because it can seem confrontational and put the interviewer on the defensive, exactly where you do not want him or her to be.
- “Who is your competition?” makes you sound as if you have done zero research on the company. In fact, searching the Internet before the interview to find out all you can about the company is compulsory today.
- Asking how often reviews occur could make the interviewer think you are focused on the negative.
- Questions about work hours, flex time, and whether you can adjust your hours to arrive early or work late usually revolve around personal situations and could make the interviewer think you will be more concerned about your own needs than that of the company’s.
- If the job description did not specify you can work from home, do not ask if you can.
- If an interviewer asks for references provide them, but not until asked.
- Promotion policies are another no-no, leaving the impression that the candidate is arrogant or entitled.
- Working conditions – office or cubicle? – are another topic to avoid.
- And finally, asking if the interviewer will be monitoring your social media profiles gives the impression that you have something to hide. Now is the time to clean up all your profiles and never post anything disparaging about work, co-workers or employers.
- Questions about company culture, and examples on how the company upholds it, offer an insider’s glimpse into the company. And when asked this way, it might answer some of the questions you should never ask.
- How employees are recognized provides an awareness into the value the company places on its employees.
- People love to talk about themselves, and asking the interviewer what he or she likes most about the company can key in on the inner workings of the firm.
- Companies value team players, so asking about collaboration between employees is valid.
- “What are the most important things you would like to see me accomplish in the first 30, 60 and 90 days of employment?” shows the interviewer that you will be invested in the job and the company and that you are a goal-oriented person.
JULY 8, 2015 – Has it ever occurred to you that Bill Gates and LeBron James might share traits that have led to their success? Thousands of studies have been done to pinpoint success in business, and the list of traits that a person should possess is long.
At Signature Source we have narrowed the list to eight, and each one of them is a quality that top athletes and top talent share. Although at first blush it might seem unusual to look at athletes and successful business people in the same light, the drive it takes to succeed, their dedication and the self-confidence that success can bring all can spell victory be it on a field or in an office. Read More
March 11, 2015 – Our last two posts have focused on developing and implementing a personal brand. Today we focus on the “why” of personal branding, which for us at Signature Source is the most compelling argument about why you need to develop yours.
First, let’s touch on what a personal brand is not, according to more.com:
- Your job
- Your resume
- Your elevator pitch
- Your network
- Your LinkedIn profile
- Your leadership roles
- Your Google search results
- Your style of dress
- Your way of relating to others
- Your office décor.
The above list obviously is very important. But there’s more work to be done.
The nitty-gritty of your brand
Consider your personal brand your trademark, what you are most passionate about and what you stand for. It defines you as a person but also communicates what sets you apart from others. It is not bragging, nor is it about constant self-promotion. If you manage your brand correctly you become a role model for others, the go-to person on a specific topic and someone others can trust to provide insight and information. More.com gives this example: “vice president of XYZ Company” becomes “a forward-thinking team leader with a dedication to mentoring and an unwavering focus on profit and efficiency.”
You probably will have many jobs in your lifetime, but the one constant you take to all those positions is your brand because it is all about you and your core values.
Two key questions
And here are the two questions we advise all our job candidates to think – and then do something –
- Have you designed your personal brand?
- Do you consistently live your brand?
Don’t feel badly if you didn’t positively answer these questions. Based on a survey conducted by the Glenn Llopis Group, less than 15 percent of people have truly defined their personal brand and less than 5 percent are living it consistently at work. To answer those two questions positively takes a huge amount of self-introspection, combined with a call to action, and then a daily check-in to see if you are living true to your brand.
Glen Llopis says what is truly fascinating is that although only 15 percent of people have defined their brand, 70 percent of professionals believe they have one and 50 percent say they are living their brand.
Our parallel universe
Today, our real world and online personas co-exist on two parallel paths, and both must be managed effectively for success in business. And both must be true to your brand.
It is imperative that your online message coincides with your in-person self. A 2013 Career Builder survey found that 39 percent of employers use social networking sites to research job candidates. As social media expends, that percentage will surely grow. That same survey discovered that 43 percent of hiring managers who research candidates on social media said they found information online that caused them not to hire a candidate.
Stew Friedman, director of the Work/Life Integration Project at the Wharton School of Business explained to more.com: “When your personal brand is a genuine expression of your core values, it focuses your attention on actions you should be taking – as well as making clear what you should avoid. The result is better alignment among the different parts of your life, which creates a greater sense of purpose and more coherence and optimism.”
Define yourself with your brand, live your core values, and the result should be a greater appreciation of who you are and where you are going in all aspects of your life.
Personal branding has been a hot topic for almost two decades, since Fast Company Magazine published Tom Peters’ article, “The Brand Called You.” But creating your own personal brand back then was not as easy as it is today, thanks to social media and technology.
We work hard at Signature Source to match top-notch candidates with the most highly regarded employers in the global relocation industry. Building your online presence and managing your brand is up to you, the fastest way to get noticed and grow your career. Read More