‘Where do you see yourself in five years?' 🤔🤔🤔 This is a question employers ask often enough to leave candidates searching for the best answer. Here are 15 examples you can use to make the most of your response. https://lnkd.in/e9pf5Ywc
FRG Technology Consulting’s Post
More Relevant Posts
-
I wrote and posted a new article for the website. There is a little insight to who I am and where I came from. The focus is on the six principals I try to adhere to for my personal and professional relationships. Some are a little more difficult to follow than others. A couple should be simple enough. Applying them isn't always easy, and sometimes they are a test of sheer will. Once I figured them out though, they made life and work easier. Read more here and let me know what you think: https://lnkd.in/gcvJezwZ
Six Principles for Life, Work, and Everything
https://edisolutions.blog
To view or add a comment, sign in
-
How do you view your role in relation to the work you do and the people you work with? Here's one way I think about it. Blogged: My Frame, Your Thing https://lnkd.in/e_UHFeW3
My Frame, Your Thing
qahiccupps.blogspot.com
To view or add a comment, sign in
-
HOW DO YOU CREATE AN IMPRESSIVE PLAN IN THE ASSESSMENT CENTER? Creating an impressive plan in the assessment center involves a few key steps. Start by understanding the task and what is expected of you. Take a moment to gather your thoughts and identify the main objectives. Break the task down into manageable parts and prioritize them. Think about the resources you have and how to use them effectively. Be clear and concise in your plan, making sure it is realistic and achievable. Show confidence in your approach and be ready to adapt if needed. Most importantly, stay calm and focused, and communicate your ideas clearly. This will help you stand out and make a positive impression. LEARN MORE: https://lnkd.in/ewJmRw5P
To view or add a comment, sign in
-
Fermion │ Recruitment to Retention: How to Select Good Staff and Keep Them │ Psychometric Testing │ Avoid Mis-hires
Facing challenging questions is inevitable. To navigate them successfully, it helps to have a few proven formulas that you can fall back on. This article offers a number of useful responses, including: complimenting the question, inserting a transition phase, and stating an important fact that supports your central message.
3 ways to respond to difficult questions you don’t want to answer
fastcompany.com
To view or add a comment, sign in
-
Gartner | Application Edge | Research and Advisory | Geneva Graduate Institute | St. Stephen’s College
2024 intake acceptance letters have started arriving, and it's normal to feel a bit of FOMO. But remember, the only thing within your control is your action for the 2025 cycle. So, what should you be doing now? Start early. Get organised. Time = Quality: More time means more polish on your essays, more thought into your choices. Early Prep = Less Stress: Starting now eases the pressure. You're in control, not the clock. Research = Fit: Deep dive into programs now. Find where you truly belong, not just where you can get in. If you're feeling overwhelmed, that's where Application Edge steps in. We believe in personalized guidance to enhance your unique strengths.
2024 intake acceptance letters have started arriving, and it's normal to feel a bit of FOMO. But remember, the only thing within your control is your action for the 2025 cycle. So, what should you be doing now? Start early. Begin your application journey now. Procrastination is the arch-enemy of opportunity. Why now? Time = Quality: More time means more polish on your essays, more thought into your choices. Early Prep = Less Stress: Starting now eases the pressure. You're in control, not the clock. Research = Fit: Deep dive into programs now. Find where you truly belong, not just where you can get in. If you're feeling overwhelmed, that's where Application Edge steps in. We believe in personalized guidance to enhance your unique strengths. Comment below or message us. Let's make your 2025 application exceptional.
To view or add a comment, sign in
-
2024 intake acceptance letters have started arriving, and it's normal to feel a bit of FOMO. But remember, the only thing within your control is your action for the 2025 cycle. So, what should you be doing now? Start early. Begin your application journey now. Procrastination is the arch-enemy of opportunity. Why now? Time = Quality: More time means more polish on your essays, more thought into your choices. Early Prep = Less Stress: Starting now eases the pressure. You're in control, not the clock. Research = Fit: Deep dive into programs now. Find where you truly belong, not just where you can get in. If you're feeling overwhelmed, that's where Application Edge steps in. We believe in personalized guidance to enhance your unique strengths. Comment below or message us. Let's make your 2025 application exceptional.
To view or add a comment, sign in
-
Need to Hire? Let's Connect┃Tech Recruiter from Analyst to Executive Levels┃Financial Services & Capital Markets┃Six Star Marathoner
Think you're seeing the full picture in your job search? Confirmation bias narrows your view. We all do it. Check out this infographic to uncover blind spots and navigate this common shortcut in thinking. What else would you add?
To view or add a comment, sign in
-
Founder @ Recruit the Employer - Outplacement & Leadership Development | Follow for talent, career, & entrepreneurship content
If you're unhappy in your career, here's your over-the-weekend homework: Set aside an hour, go to a coffee shop with a piece of paper and start to discern and define your Career Values. Use the following questions to prompt you: ✔️ What motivates me in my work? ✔️ What do I need from an employer? ✔️ What do I want to have accomplished by the end of my career? Then, start to synthesize: ✔️ What themes are you seeing? ✔️ What words are coming to mind? Here are 20 words that may be one of your career values: Achievement | Autonomy | Advancement | Benefits | Cause-based | Challenge | Collaboration | Creativity | Diversity | Financial Opportunity | Freedom | Flexibility | Fun | Leadership | Influence | Prestige | Recognition | Security | Travel | Variety I'd love to see what word resonates most with you. I'm putting my Career Values in the comments below. 👇👇
To view or add a comment, sign in
-
I write about personal branding, running a solo business for 20+ years and my incurable business book addiction. 🚢 Closet punk rocker. British humour all my own.
In my recruitment days, the 'brag file' was a winner. That hasn't changed with your online presence. Keep these three things in mind when 'bragging' about you. - Craft compelling project case studies with tangible results - Showcase endorsements or testimonials for credibility - Regularly update portfolio to reflect latest achievements
To view or add a comment, sign in
-
Defining the role you're hiring for is easy to do poorly and HARD to do right. Here are the 5 most common mistakes we see: 1. You may think your job description is already doing the job for you. It's not. You want to focus on the *outcomes* and competencies you need in this role. 2. Defining a role well means connecting it to business outcomes. That in turns requires knowing what this role is responsible (and what it's not responsible for). This requires a combination of clarity on business strategy and org design that many companies—and their leaders—lack. It becomes obvious when they start building Targets for the role in our course. The "good news" is that this will force strategic clarity among you and your fellow leaders. It will strengthen your company indirectly and directly. 3. It's easy to default into using vague, cliche language that has lost all meaning. If you type that you want a "team player" and think you're saying anything, you're just fooling yourself. Terms like this have become so overused that you and your teammates may have *wildly* different pictures in your head when it comes to judging candidates. 4. Far too much reliance on qualifications. Look, if a developer needs to know Python to work at your company, that's fine. But ensure the "qualifications" you list are *truly* requirements to succeed in the role. "Minimum 5 years experience as a product manager" is not a requirement to be a great product manager. I guarantee that. There are candidates out there with 2-3 years of experience that would CRUSH the performance average ~5-10yr PM. You want outsized performance. You want results. Be honest and clear about what you want, and stop using proxies to express yourself. This will massively reduce your bias (severe gender bias when job specs have long lists of qualifications). You will also avoid adverse selection. That's a fancy name for avoiding the top performers who are on *steep upward trajectories* in their career. As a result these top performers never have the "minimum required" amount of experience, so if that's how you're filtering candidates, you're doing yourself a huge disservice. 5. No calibration. Once you have a well-constructed Target, you're off to a great start. But of course you still have to interview the candidates and ultimately RATE them on the dimensions of the Target. If you and your teammates don't calibrate what it takes to score a "4" (e.g. 1-4 rating scale) then your hiring decisions will have a lot of noise and bias in them. To recap: 1. Don't rely on the JD 2. Connect to biz outcomes 3. Use specific, crisp language with some "edge" 4. Minimize qualifications 5. Calibrate Want insights on world-class interviewing and hiring? Sign up for our weekly newsletter:
https://talgo.io/blog
talgo.io
To view or add a comment, sign in
42,724 followers