At present, in the increasingly competitive world, job searching is definitely not an easy task. One cannot proceed with job searching without having built effective strategies and gaining the skills demanded in the market. Primarily though effective communication, resumes and cover letters seem the most important things, researching for appropriate job finding strategies is equally important (Ragin 2014). Before making the strategies, there are certain questions that the job finders need to explore:
Answering these basic questions will prepare a person for making an effective job search stratagem that will fetch him a desirable job. Now, making of the strategies should proceed along the following outline.
Although this strategy seems old-fashioned, this is effective indeed until today. This strategy is also referred to as “cold canvass” which means meeting the employers personally by approaching to their workplace and expressing willingness to work with them (Vick, Furlong and Lurie 2016). The advantage of this strategy is that even if the employer has not advertised any vacancy, the job applicant can approach the targeted employers, see the location of the workplace and consider whether his skill matches with the job he is applying for.
“Cold calling” can be another way to look for jobs actively; this means to phone the business houses even if they have not advertised vacancies. On the call, information about the workplace and business should be gathered; the purpose of the call must be made clear in mind, getting the questions ready that the candidate seeks to ask and to note the personal skills and qualities to become a valuable employee for that particular business (Folkman 2013).
These kinds of organizations appoint trainees and apprentices and employ them out to various other business houses for both long and short-term basis.
Building up professional networks is essentially important, as these networks can be useful when no other sources work (Ragin 2014). For this, an applicant has to accumulate business cards whenever he meets people and as of courtesy, the applicant should thank each of them personally by sending thanks giving letters.
To secure a job, an applicant has to prove himself as the best before the recruiters, leaving hundreds of others behind (Vick, Furlong and Lurie 2016). Hence, it is essentially important to prepare strategies for presenting oneself at his best in those 30 or 40 seconds to give the recruiters a strong reason for hiring him.
Lastly, being persistent in job search procedure is needed, as the candidates have to make effort on their own. It is advised to call the hiring managers outside the office hours, when they are most likely to answer their personal phones.
Three Key Skills and Personal Traits for Securing a Job
While hiring a person, the recruiters observe numerous things and look for some specific qualities in an applicant rather than just focusing on his or her academic qualification. Now, these qualities can be both professional skills and personal traits, as the employers know that a perfect combination of these two forms the best employee. This report will specifically analyze the key professional skills and personality traits required for the job position of a team leader. The three key skills and traits for this role are therefore, communication skills, leadership or management skills and Self-confidence (Northouse 2015). The importance of these skills has been discussed in the following section:
With the rapid change in the job markets, techniques of searching jobs have changed, required skills for jobs have revolutionized and so the interview decorum and styles have changed too (Barna 2013). For the job role of a team leader, the essentials for a successful interview are to be discussed.
Thus, carefully noting these few things, if an applicant appears in the interview he or she is sure to secure the desired job.
References
Barna, G., 2013. The power of team leadership: Achieving success through shared responsibility. WaterBrook.
Daft, R.L., 2014. The leadership experience. Cengage Learning.
Folkman, S., 2013. Stress: appraisal and coping (pp. 1913-1915). Springer New York.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Hegarty, C., Nelson, J., Barringer, K., Binstadt, E. and Wong, M., 2016. ABCs of Team Leadership: Using Shift Card Data to Guide Future Education. Western Journal of Emergency Medicine, 17(4.1).
Hoch, J.E. and Morgeson, F.P., 2014, January. Vertical and shared leadership processes: Exploring team leadership dynamics. In Academy of Management Proceedings (Vol. 2014, No. 1, p. 16977). Academy of Management.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.
Ragin, C.C., 2014. The comparative method: Moving beyond qualitative and quantitative strategies. Univ of California Press.
Renee’Halasz, S., Ansari, M.H., Pawlina, W. and Lachman, N., 2016. Learning to Lead: Facilitating Leadership Skills through Peer and Faculty Feedback in a Team-Based Anatomy Course. The FASEB Journal, 30(1 Supplement), pp.566-3.
Skillings, P. 2017. How to Answer Leadership Interview Questions. [online] Big Interview – Job Interview Training. Available at: https://biginterview.com/blog/2014/01/leadership-interview-questions.html [Accessed 30 May 2017].
Vick, J.M., Furlong, J.S. and Lurie, R., 2016. The academic job search handbook. University of Pennsylvania Press.
White, A. 2017. How to nail a management interview | Snagajob. [online] Snagajob.com. Available at: https://www.snagajob.com/resources/management-job-interviews/ [Accessed 30 May 2017].
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