Methods of Promoting Your Job Skills To Get The Best Job

Many times a deserving candidate a rejected when interviewing for a job. It happens quite often that the most deserving candidate with all correct combination of skills and abilities fails to grab the best job. It may very well have happened with you in the past. Weren’t you perplexed and scratched every corner of your head to come out with an answer to that? You will be surprised to know that the solution was there right beside you and was screaming at you to get noticed. It is a small mistake in your resume that we are talking about – not promoting your job skills.

Promote your job skills with success: Key 1

While preparing a resume most people commit the error of not or under-promoting the skill set they possess for a particular job. It may appear to be a tiny mistake to the ones with huge work experience or excellent academic records, but to an employer skills of a person are what matters the most. Hence, make sure you have first gone through the exact job requirements. This would help you to understand, where you fit in. This understanding is of utmost importance while preparing a resume.

Promoting your job skills with success: Key 2

Job skills differ from people to people, but the interesting thing is that their priority also differs from job to job and organization to organization. Putting in simple words, a particular skill may be the top most priority for Company A, but may be a secondary requirement for Company B. So be careful while you promote job skills you possess. The relevant skill should always take the first place and maximum space. This would ensure that you stand out of the clutter.

Promoting your job skills with success: Key 3

Many people deem updating their resume as a mere waste of time. However, this not only gives out a wrong impression but would also harm their chances of getting a job. With time try to increase skills in you kitty and make sure the same reflects in your resume or cover letter or interview. Every employer looks for an evolved person, whose learning curves show a rise. For this reason, as you get experienced and have increase your skills, you should let people know about that.

Many people dream for a good job. Getting a dream job is a combination of being at the right place, at the right time with a right attitude. Everything about you should reflect just one proposition, that you are the best person for the job. To make sure this happens, promoting your job skills holds extreme importance. In a way, it is like the secret key to the plush corner cabin and the six-figure pay package that you have dream t throughout your life. It may make your life more easier.

The Effective Communication

If it is something about communication then it must be the effective one. No one wants to cast his pearls before swine. One Japanese word for 'listen' sketches a picture with a powerful lesson. It is a combination of the symbols for two words: 'gateway' and 'ear'. Using that mental image of words clothed in all their meaning just slipping through the gate and into the ear is a vivid illustration of effective listening to understand. First of all let us identify some common barriers to listing, as listening is the first step towards understanding.

Identify Common Barriers to Listening

They may not be tangible barriers. They may exist in your personality. These barriers are like garbage left lying in the gateway to the ear, blocking the entrance of the spirit and intent of the words that are being spoken. Following are some examples of these barriers to listening that inhibit true understanding of the message.

• Mental drift. This is just-pretend listening that covers up daydreaming or preoccupation with something else.
• Biases. Personal prejudices and feelings affect the integrity of responses.
• Arrogance. A know-it-all attitude of superiority overlays effective listening.
• Resistance. There is a reluctance to hear what the other person is saying; e.g. constructive criticism, alternative ideas.
• Listening to reply. Rather than trying to understand what s/he is hearing, the listener is simply waiting for a pause in the conversation in order to speak.
• Looking around. The listener is not focusing on the speaker so misses the body language that communicates so much of the message.
• Interruptions. The listener either allows or initiates interruptions to the flow of the conversation.
• Lack of time. The culture of a fast-forward world influences even important conversations.

First Eliminate Barriers to Listening

Although it may be difficult to eliminate those barriers but if someone tries then he may do this. The listener has to clear out that garbage in the gateway. Here are some common indicators that show the listener respects the speaker and really does want to listen to understand.

• Quiet space. A serious conversation requires a private, comfortable space without audio and visual distractions.
• No interruptions. The listener should encourage the other person to talk until s/he is quite finished the thought.
• No assumptions. It is important the listener does not anticipate or assume what the speaker wants to communicate.
• An open mind. The listener recognizes biases and leaves them outside the communication.
• Clarity of language. The listener needs to be tuned into the speaker's vocabulary and ask questions if the meaning is not clear.
• Acknowledge body language. The listener should be able to interpret the other person's body language. Is it consistent with the words being spoken? Are there messages of discomfort, enthusiasm, concern, or any other feeling that either complement or contradict the words being spoken?
• Reflective feedback. The listener should be able to summarize the key messages of the speaker and feed them back in a tone of voice that is not challenging or judgmental, simply matter-of-fact. It can be as simple as saying, "So, I am hearing you say that you would prefer not to work on the Dixon account because of a perceived conflict of interest." Such a statement gives the speaker opportunity to confirm or correct your understanding of the message.
  

In this way you may achieve your goal of effective listening.

Things Wanted by Employees The Most

It should come as no surprise, though, that the most successful businesses are the ones that work the hardest to please their employees, and it's up to managers to make sure they're giving their staffs what they want to the best of their abilities.

There are few things employees want that will help you keep them on board.

i) Purpose. Don't assume that a hefty paycheck and regular bonuses are the most important things to your employees. They, like you, want to know that what they're doing on a daily basis has some purpose behind it. "What people want most is the chance to make a difference," says Alexander Hiam, the Massachusetts-based author of Business Innovation For Dummies. "When you have a chance to have your ideas heard and one of them actually gets implemented, it's such a boost."

ii) Goals. To instill a sense of purpose in your employees, be sure to lay out a clearly-defined set of goals for them on a regular basis. At Meddius, Gunther's team of managers re-aligns each department's goals every three months. "The goals have to be very measurable, obtainable goals," Gunther says. For the sales team, for example, that might mean setting a goal as to the number of deals the team is expected to close in a certain period of time for a certain dollar amount. Once goals are in place, it is up to each team to decide how to achieve them.

iii) Responsibilities. Sometimes the hardest part of being a manager is delegating, but employees crave your trust, and with that trust, should come responsibility. "People are so busy and harried themselves that all they do is work, they don't really manage," Hiam says. "Ask people if there are more things they can do, and then you can catch your breath and be a manager."

iv) Autonomy. Take it from Gunther, giving your employees freedom over how they work can actually make them more productive. Unless you're managing an assembly line, give your employees the freedom to work in a way that works for them. Daniel Pink, the Washington D.C.-based author of Drive: The Surprising Truth About What Motivates Us, says, "Let people figure out the best paths to the goal, rather than breathe down their necks all the time."

v) Flexibility. In addition to deciding how they work, the experts say employees also appreciate having a say over when they work. Gunther has, of course, set up a radically flexible schedule for his employees that might not work for every office. But, he says, it has enabled him to find and retain top talent for Meddius. "We've had people who have taken significant pay cuts to work for us, because at their old job they were told to show up and be at the office between 8 a.m. and 5 p.m.," he says. "Generation Y is looking for a synergy between their personal lives and their professional lives." Set up a flexible vacation policy or a telecommuting policy that enables employees to work from home. It involves a great deal of trust, but, as Pink says, "If you don't trust your employees, you've got much bigger problems."

vi) Attention. Just because you're giving employees the control they crave doesn't mean they don't want guidance and feedback. Hiam suggests checking in with them every few weeks, even if it's just for a minute or two. "Look them in the eye and ask how things are going. Find out what's really going on in their world," he suggests. "Responsibility is about giving them a chance to make a difference, but attention is the human dimension of managing." And don't be fooled into thinking that the traditional annual performance review is your big chance to tell your employees what's working and what's not. In Pink's words, "There's no way to get better at something you only hear about once a year." That's why, at Meddius, Gunther uses the year-end to make decisions about promoting employees, and uses the quarterly meetings where goals are set, to address big operational issues within each department.

vii) Opportunities for Innovation. Not long ago, Google announced its 20 percent creative time policy, which encourages employees to work on any innovative ideas they have that are company-related during 20 percent of their hours at work. Both Hiam and Pink applaud this concept. "People need to be given a chance to bring about something new and exciting," Hiam says. "Just asking people for ideas doesn't create innovation. It's a culmination of creativity and leadership." Though you might not be able to give your employees this much time on the clock to work on side projects, you can always foster innovation through employee brainstorming sessions that allow the staff to work with new people and generate fresh ideas.

viii) Open-mindedness. When your employees come to you with their ideas, you need to treat them with equal parts sensitivity and honesty. Be sensitive because, according to Hiam, the more an employee gets shot down by an authority figure, the less likely he or she will be to make suggestions in the future. It's also important to be honest because, as that authority figure, you may know what's best for your business and what's not. You don't have to accept every idea that comes your way, but, Hiam says, "Don't just shut someone down. Say, 'Here's what I know: years ago we tried something similar. Here's what happened. Give some more thought to your idea, and come back if you think you can make it work.'

ix) Transparency. When Meddius publishes each department's quarterly goals, Gunther does it as well, not because he needs reminding, but because he believes his employees should be cognizant of where the organization's going. "Employees, especially the younger work force, want transparency," he says. While it's not necessary to publish that information, Hiam emphasizes that the communication channel between a manager and his or her employees should always be open. "That's why you need to build it by talking about ordinary everyday things," he says. "You need to have rehearsed talking about ordinary things before you can talk about anything major."

x) Compensation. Your employees do need to provide for themselves and their families, so, of course, salaries, bonuses and benefits are important, but perhaps not in the way you might think. Pink's research on what motivates employees has led him to one conclusion: "The best use of money as a motivator is to pay people enough to take the issue of money off the table." He says it's better to pay people a little more than the norm and allow them to focus on their work than to pay them based on performance. "Don't pay people a measly base salary and very high commissions and bonuses in hopes that the fear of not having enough food on their tables will inspire them to do extraordinary things." The way Gunther has employed this strategy is by providing his employees with full health care benefits at no cost, so they can rest assured that their families are fully protected. "It's a huge expense, but to employees, it's really valuable."

xi) Friendly Environment. This may also be a demand of employee to work in a friendly environment for constructive work. Most of the time they may not get this but many employers do not know its importance.

Difference between moving companies

The moving companies are very efficient now a days. Looking for Moving Companies and getting free quotes has never been easier, although choosing the right Movers can be a difficult process. If you're going cross-country or just moving cross-town, the relocation process can be quite frustrating and stressful from start to finish.
Finding the most appropriate and fully licensed moving companies can be a complicated procedure. It involves research, and time you just don't have right now. Face it; we all have busy lives, and spending hours gathering information on ten different moving companies can take weeks. In just a few clicks, 123 Movers will put you in contact with the Movers that know your area and have the expertise to complete your relocation on time and within your budget. The Moving Companies you'll receive information from have been pre-screened for full compliance with State and Federal regulations and have the required insurance to perform your move.
The first thing to consider is definitely safety. The worst thing that you could do is to bring a company into your house that is not going to ensure the protection of you, your family and your items. There are companies that are specially trained to take care of their work in a safe and efficient manner. By looking into a company that is known for their safety you can save yourself a lot of trouble.

The next thing to consider when making your decision on which moving and storage company is right for you is their longevity. There is a certain reliability in those companies that have managed to stick around. There are of course some companies that manage to continue on despite their issues, but generally a company builds a reputation of trust over time. Find a company that is established and will certainly come through with their promises.

The next thing to consider when choosing which moving and storage companies are right for you is the price of service. There are many companies out there that over charge or add extra charges. Meanwhile, other fine companies out there will keep their prices at a fair rate. They will even do this while adding extra services at time.

The first thing to do when seeking a fair price is to find moving and storage company that assure you that they can provide a free in-home estimate. This can be a very useful tool in understanding what type of job you have before you. By finding moving and storage companies that do the estimate for free you will be able to save money on that aspect of the move as well.

There are many things which must be understood . Some moving and storage companies have a feature referred to as a ?TPG." A ?TPG" refers to a total price guarantee. These moving and storage companies ensure their customers that the price will not exceed the amount promised in the guarantee. So no matter which company you choose just use the best judgment and make sure to research them before you decide. A right decision can proved to be a better move.