How to get your Dream Job

Caution: these rules on “How to Get Your Dream Job” are not for the faint-at-heart, or for those who want to pretend they’re working hard to find a new job. However, read on if you’re serious about getting a new job, a better job, or jump-starting your career.

Rule 1: Do not spend more than 20% of your time sending your resume to a recruiter or applying directly to a job posting. Only do this if you’re a perfect fit for what’s listed, or you’ve been referred to the recruiter.

Rule 2: Condense your whole career onto five 3X5 cards. On the front of each card describe a different core strength using a a short action statement for each. On the back of each card prove the front statement with a specific
example, including all of the details to back it up.

Rule 3: Make sure someone looking at your LinkedIn profile or resume can find your five core strengths/accomplishments in 10 seconds. Build your LinkedIn profile and resume around the five core strengths from Rule 2. To see if it’s working, have someone look at your resume for 10 seconds and circle what they see.

Rule 4: Find five people who can vouch for your performance. Start with one if you don’t have five, but meet this person and review your new resume or your LinkedIn profile and have them do the 10-second test. Then ask this person to recommend you to 2-3 other people who might be connected to companies who are hiring people just like you. Then meet with these people and ask them to recommend you to 2-3 of their connections. Don’t stop doing this until you get another job. You should be spending at least 60% of your time on networking like this.

Rule 5: Never, ever say you don’t have any weaknesses. This means you’ve stopped growing. Take two more 3X5 cards, and on the front of each describe a weakness you’ve been able to correct or control, and on the back provide the details and the action you are taking to remedy it.

Rule 6: Constantly improve. The top 25% are always getting better. This gives them the confidence to follow Rule 8 during the interview. If you’re one of the legions of the long-term unemployed, you can overcome the stigma and prove you’re a worthy candidate by showing the actions you are taking to improve yourself..

Rule 7: Use the back door when you find a job of interest. When you find a job that seems interesting, but you’re not a perfect fit, don’t apply directly. Instead kick your networking into overdrive and find someone you’ve connected to in Rule 4 who can connect you to the hiring manager or someone in the company.

Rule 8: Make sure you’re accurately assessed. Don’t assume that the interviewer is competent to accurately assess you. If you feel the process is going in the wrong direction, take the initiative.

Rule 9: Be different. Don’t knock on the back door empty-handed. Give the referer something tangible to demonstrate that you’re a worthy candidate. This could be a YouTube video clip, article, pice of design, etc…

Rule 10: Prove you’re worthy. One idea, find someone who has a problem you can solve and tell them how you’d solve it. Then offer to solve it in exchange for an interview or a temp job. From a big picture standpoint, use the job-seeking and interviewing process to demonstrate your performance and potential.  Note: this could be the most important rule of them all.

You only have 10 seconds for someone to decide if they’ll read your resume or LinkedIn profile in any depth, so keep on redoing your resume and profile until these five strengths stand out.

The problem with getting a job today is the impersonal nature of it all, skills-infested and poorly written job descriptions, few competent interviewers, the use of auto-screening and pre-hire assessments, and the
fact that most corporate recruiters are handling 20-25 open jobs at any one time. Despite all this, your job is to make it personal. That’s how you’ll win your own war for talent.


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Venkat Raju T

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Are You in the Right Job

As a company grows and reaches maturity, more of the work gets done by the ProducersProducers and Improvers. However, without a culture of consistent improvement, the Producers soon take over and implementing change becomes slower and slower until it stops. Long before this the Thinkers and Builders Builders have left for some new venture. Improvers soon follow to join their former co-workers and hire new Producers to add some order to the newly created chaos. The old Producers who aren’t continually evolving, learning new skills and processes, are left behind to fend for themselves. Maintaining balance across all four work types is a constant, but a necessary struggle for a company to continue to grow, adapt, and survive.

  
Producers: these people execute or maintain a repeatable process. This can range from simple things like working on an inbound help desk and handling some transactional process like basic sales, to more complex, like auditing the performance of a big system, writing code, or producing the monthly financial reports. Producers typically require training or advanced skills to be in a position to execute the process. To determine the appropriate Producer performance objectives, ask the hiring manager to define how any required skill is used on the job and how its success would be measured, e.g., “contact 15 new customers per week and have five agree to an onsite demonstration.“ This is a lot better than saying “the person must have 3-5 years of sales experience selling to sophisticated buyers of electro-mechanical control valves.”

Improvers: these people upgrade, change or make a repeatable process better. Managers are generally required to continually monitor and improve a process under their responsibility. Building, training and developing the team to implement a process is part of an Improver’s role. Improvers can be individual contributors or managers of teams and projects, the key is the focus on improving an existing system, business or process. A performance objective for an Improver could be “conduct a comprehensive process review of the wafer fab process to determine what it would take to improve end-to-end yield by 10%.”

Builders: these people take an idea from scratch and convert it into something tangible. This could be creating a new business, designing a complex new product, closing a big deal, or developing a new process. Entrepreneurs, inventors, turn-around executives, deal-makers, and project managers are typical jobs that emphasize the Builder component. Ask the hiring manager what big changes, new developments, big problems or major projects the person in the new job would need to address to determine the Builder component. An example might be, “lead the implementation of the new SAP supply change system over every business unit including international.” This is a lot better than saying “must have five years international logistics background and strong expertise with SAP.”

Thinkers: these people are the visionaries, strategists, intellects, and creators of the world, and every big idea starts with them. Their work covers new products, new business ideas, and different ways of doing everyday things. Ask hiring managers where the job requires thinking out-of-the-box or major problems to solve to develop the Thinker performance objectives. “Develop a totally new approach for reducing water usage by 50%,” is a lot better than saying “Must have 5-10 years of environmental engineering background including 3-5 years of wastewater management with a knack for creative solutions.”

Now for a little secret. Recognize that every person is comprised of a mix of each work type, with one or two dominant. Likewise for every job. Most require strengths in one or two of the work types. As you select people for new roles, it’s important to get this blending right. This starts by understanding the full requirements of the position, the strengths and weaknesses of others on the team, and the primary objective of the department, group or company. In the rush to hire, it’s easy to lose sight of this bigger picture, emphasizing skills and experience over performance and fit. This is how Builders get hired instead of Improvers and Thinkers get hired when Producers are required. While there are only four work types, hiring the wrong one is often how the wrong work gets done.

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Venkat Raju T

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Get Ready for Your First Job

Life is not linear. When you read the professional bios of successful people, keep in mind that they are written in a way intended to fool you. As you ponder one triumph after another you can be forgiven for thinking that one success flowed easily into the next. Life doesn’t work that way. It is almost always three steps forward, one step back—if you’re lucky.

Be informed. Develop a routine that helps you stay informed. Twitter and Facebook are great, and you can be really on top of things by following the postings of the right people. But it’s not a substitute for consulting informed sources in a systematic way each day. I’ll keep reading newspapers, if you don’t want to read papers then figure out your own solution. By the way, find out what your boss reads and read that. You don’t want to be the one who has no idea what everyone’s talking about simply because you’re not doing the required reading of your job.

Get out of your comfort zone. ‘You are only young once’ Don’t waste it. Do things you won’t have the opportunity to do when you’re older, more settled and have more responsibilities than you can imagine today.

Drink coffee in the afternoon. I still remember how devastated I was at how long the work day lasted during my first year out of college. No naps. No late starts. No chilling out after lunch. It hit me around 3:00 each afternoon that the day felt like it was never going to end. I started having an afternoon cup of coffee to perk me up. I still drink one most days. Another spoiler alert: The days got longer, not shorter.

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Venkat Raju T
Freelancing (Domestic & International)

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How to Dress for an Interview?

At a job interview, you’re trying to show the organization that you’d fit in there. If you show up dressed casually and everyone else is dressed more formally, you won’t fit in. That’s the easy part that everyone gets. But equally true is the converse: If you show up as a man in a three piecesuit or as a woman in a formal pantsuit and everyone else there is casual, you also won’t be fitting it. If a job applicant to one of our companies comes in a suit and tie, it shows that he didn’t research the culture of our office – and it counts as a strike against him. Why take that risk?

Remember, too: It might seem like the interview – and getting the job – is everything – but in the long run, it’s just the beginning. You want to work at an organization where you’ll fit in and feel like part of the culture for a long time – after all, you spend more waking hours at work than anywhere else.

If you like to dress casually, do you really want to work somewhere where formal wear is expected? If you like to dress up, do you really want to work somewhere where most people dress down?

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Venkat Raju T
Freelancing (Domestic & International)
Visit . Study . Immigration . Work Permit

Voice : +91-888.60.90.789
email : tvr@8886090789.com
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www.8886090789.com

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