Keeping a job search secret is more complicated these days than not getting busted looking at a job search site on the company time. Part of the problem is that personal brand is so important for job seekers; to show hiring managers and recruiters what you have to offer, you have to keep on top of your social media presence. Of course, nothing tells an employer that you’re looking like a freshly updated LinkedIn. So how can you keep your profiles fresh, without making things awkward with your current boss? This week’s roundup looks at ways to manage that, plus how to handle rejection during a job search and how to deal with arguably the worst thing about working as a team.
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“You already know that a well-written, keyword-optimized Profile will reap many benefits for your job search,” writes Smith-Proulx. “However, just because you’ve carefully constructed your Profile content doesn’t mean you must update it all at once!”
Her tips allow you to gradually introduce changes so that most bosses won’t notice. (And if they do, they have a lot of time on their hands.)
Why learn how to handle rejection with grace? For one thing, doing otherwise might impact your personal brand and diminish your chance of getting a job offer later on.
Amanda Augustine explains, using the example of music journalist Amanda Mester who posted a job rejection letter on Twitter – complete with editorial corrections.
“Some will tout Amanda’s response as awesome,” Augustine writes. “Even I chuckled when I read Amanda’s email and marveled at her chutzpah. …But Amanda took it a step further and decided to share her response on Twitter. While publicly shaming the organization that rejected you is tempting, it’s not going to help you land a job. In fact, it’s more likely to hurt your professional brand than advance your career.”
What should you do instead? Follow these five tips.
“In today’s world, most of us work in environments where teaming is an integral part of our day,” Dr. Gottschalk writes. “While we agree about the value of collaborative efforts, many of us struggle with certain elements of that same process. Some concerns stem from the inherent weaknesses posed by the team process itself.”
One weakness, she says, is dealing with the sea of ideas generated by different team members. While there’s no foolproof way to guarantee that every good idea will get the recognition it deserves (and that every team will be able to stop sharing at the appropriate point and get to work) Gottschalk’s guidelines are a good place to start.
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