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Upskilling has never been so important. With the digital transformation of the economy, job duties and requirements are changing at a faster pace than in the past. If you want to stay current with the latest market trends and increase your value, upskilling is mandatory. Thanks to the ease in remote learning and thousands of free online courses available, there is barely any excuse to start training. To save from the headache of rummaging through the Internet, Jobiness handpicks these 5 free online courses from Coursera you can enroll to upskill yourself in 2021. 

 

What is Coursera?

Coursera is an online learning platform that provides courses from world-renowned universities. It has a very active portfolio of 6,000+ web-based courses and is best known as a MOOC (massive open online courses) provider with over 76 million students worldwide. All Coursera courses feature pre-recorded learning material that you can watch anytime, anywhere at your convenience. While there are classes that require you to pay a certain amount of money to enroll and obtain a certificate, some courses are free and the quality is no less excellent.

 

1 . Creative Thinking: Techniques and Tools for Success

Growth starts from the mind and if you know how to maximize your mindset with creative thinking, success is just one step closer. Being able to think creatively and innovatively is a crucial quality in today’s ever-changing environment. This course will provide you with an introduction to a variety of behaviors and approaches that will enhance your natural creativity. Four skills to obtain after this course are useful for your career advancements, such as Creative Thinking, Problem Solving, Creativity, and Brainstorming.

 

With a 7 week syllabus, the approximate time to finish this course is 20 hours, divided into mini videos, reading and quizzes. Out of 185,043 course participants, 15% started a new career after completing it and 22% got a tangible career benefit from it.  By the end of this course, you should be able to choose a kind of brainstorming that you believe would be beneficial for a challenge, utilize the TRIZ contradiction matrix, and use SCAMPER to solve problems. 

 

If you are interested, you can enroll here.

 

2 . Job Success: Get Hired or Promoted in 3 Steps

This course will help you stand out in a competitive talent pool and be hired or promoted. The materials are written by industry specialists and relied on potential employers’ and recruiters’ recommendations. They drew on the creator’s own experiences as professionals who have sought for and recruited great individuals, as well as informal research on best practices. This course will provide you with an improved social media presence, a visually appealing infographic résumé, and a professional pitch that showcases your strengths and talents in three steps. The four skills to gain from this course include Infographics, Professional Development, Elevator Pitch, and Social Media.

 

The course has a 3-week syllabus, with each week with short video lessons and quiz in every step or week. These three steps for each week are: Upgrading Your Social Media Profile, Create an Infographic Resume, and Your Professional Pitch. If you have very little time, but a very great desire to learn and upskill, this course is very suitable for you, as it can be completed in approximately 5 hours. 

 

You can enroll in this free course here.

 

3 . Brand Management: Aligning Business, Brand, and Behaviour

If you are new to brand management, this free course on brand management will help you improve your knowledge faster. Brands are more than just an external commitment to customers; they are also a method of executing business strategy through internal brand-led behavior and culture change. The main objective of this course is to shift the perception of brands from being a company’s visual identity and image to an experience given by people throughout the whole company along the customer journey. It will help you get a better knowledge of the developing concept of brand management, which goes beyond what is currently performed in most businesses. The four skills to obtain from this course include Corporate Branding, Brand Marketing, Brand Management, and Brand Identity. 

 

You can enroll here.

 

4 . Learning How to Learn: Powerful mental tools to help you master tough subjects

This course will teach you how the brain employs two distinct learning modes and how it wraps or chunks information. You can alter your thinking and improve your life by using the lessons from this course, regardless of your skill levels in the areas you want to master. If you are already an expert, it will give you advanced suggestions to boost effective learning, including counter-intuitive test-taking strategies and insights that will help you make the most of your time. There are four main skills you can enhance through this course, which are Test preparation, Learning To Learn, Pomodoro Technique, and Meta Learning.

 

This course has a 4 weeks syllabus that can be completed for approximately 15 hours. The format of the lesson is short videos, less than 10 minutes each, with reading and quizzes for every weekly syllabus. This is suitable for learners who find it hard to focus on lengthy videos or those who have limited time and can only learn bit by bit. With a total of 3,006,018 people who have enrolled, 10% of students began a new career following completion of this course. 

 

You can enroll in this course here.

 

5 . Introduction to Personal Branding

Personal branding steadily gains prominence among top talents. Though the notion of personal branding is not new, there are concerns regarding what it means to sustain personal branding. Participants in this free course will learn how to establish oneself on at least three social media networks and build a personal brand mission statement. The four skills to learn from this course are Personal Branding, Social Media, Management, and Brand Management.

 

It takes approximately 7 hours to finish and is divided into 5 weeks’ worth of syllabus. The outcomes of this free course are excellent: 31% got a tangible career benefit and 27% started a new career after completing it. 

 

If this course piques your interest, you can enroll here.

 

Upskilling is not entirely about hard skills; there are plenty of soft skills that will improve your quality, either as a candidate or employee. These 5 free online courses can help you advance in your career while not taking up too much time for you to work on something else. Taking this kind of course surely takes time to complete, but is it worth it? Absolutely.

 

Read Also: How to Write a Thank-You Email After a Job Interview

 

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Think you have done well in your recent job interview? Great! But you’re not done yet. Acing a job interview is one thing, but to actually make a good lasting impression on the hiring managers is quite another. So, how can you make sure that you stand out from the rest? The answer lies in your thank-you email.

Why It Matters

It may look menial, but a thank-you email sent after an interview can give you a better shot at landing your dream job. A study by Robert Half suggested that thank-you emails are important to 80 % of HR managers in making a final hiring decision. Unfortunately, however, a CareerBuilder survey showed that after an interview, 57% of job applicants do not write thank-you emails. Although it is not an official requirement, a thank-you email can give you a plus point in the eye of recruiters, as proven by the aforementioned research.

 

Writing a Thank-You Email

What you say and how you say it can make or break your interview follow-up email. Here are a few essential parts to consider: subject line, personalized introduction, appreciation remark, experience summary, and your readiness for the next step.

 

Subject Line

The subject line is the first thing people see in their email inbox. You should utilize this to communicate the message’s meaning. You can get readers to click on your subject line in a variety of ways. Make it personal by using the interviewer’s name instead of a broader term like “hiring manager”. Here are some examples of good subject lines you can use:

  • Thank you, [Interviewer’s Name]!
  • I enjoyed learning more about [Company Name]
  • Thanks for the interview yesterday

 

Read Also: Which One is More Important: Degree Certificate or Skill Certificate?

 

Begin with Personal Introduction

You may already be familiar with an introduction as a part of an email, but this one for a thank you email may differ a bit. Do not go into the body of your email right away. Begin with a brief greeting, keeping it as warm or formal as the interview. Again, remember to use the interviewer’s name instead of referring to their position. This simple act indicates that you paid attention to the interview and how the interviewer introduced themselves. 

 

Show Gratitude

Since it is a thank you email, your aim is to show gratitude. Something along the lines of, “Thank you for the opportunity and your time earlier. It was nice to discuss the position of <job title> with you directly”, would be nice. If possible, double-check this part and make sure you do not give off a self-centered vibe. If you think you use too much “I”, then you may want to rephrase it.

Reminder on Your Experience

Recap what makes you so qualified for the position within your thank-you email. This may be a few sentences that summarize what you discussed in the interview, or it could be a link to some samples of work that support your experience. Describe what appeals to you most about the role and explain why. This way, your email following an interview will feel more personalized. Refer to your talents and experience and demonstrate how you will utilize them to help your potential employer achieve their goals.

 

Willingness to Follow the Next Step

One last crucial step to close a thank you email is showing your willingness to follow the next step, regardless of the final decision. In fact, this can actually be a factor worth considering by hiring managers, since you demonstrate an eagerness. Show the hiring manager that you are available for further discussion and that you are eager to start working soon. If you have a notice period at your current job, it may be worth mentioning that as well. 

 

If You Change Your Mind

There are cases where you may change your mind about the job after an interview that you become hesitant to proceed further. Instead of ghosting the hiring manager, you can talk about it in a thank-you email. If the interview made you think that the position does not suit you, express this explicitly in your email. Other than saving them time to exclude you in the final decision-making, doing this will show honesty and genuine appreciation.

 

When Should You Hit Send?

Sending a thank-you note while you are still fresh in the interviewer’s memory is ideal. You need to send the email within 24 hours following the interview. This might take place on the same day as the interview or the next day. If the interview is on Friday, send a thank-you email that afternoon or plan it for Monday morning. Formal emails sent on the weekend can be a turn-off and an early sign of not appreciating day offs. 

 

Make sure your email comes across as genuine. Even a formal thank-you email following an interview should sound like it is written by a real person rather than a template. Hopefully, these tips can be of help. Best of luck!

 

Read Also: Useful Tips for Writing a Counteroffer

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A business’ success goes beyond sales; it also depends on how it manages its people and operations. When it comes to engaging and overseeing the workforce to ensure the business runs effectively, relying on people management software can be a great help. Also known as human resources software, it combines a set of technology systems that enable your company to manage activities, projects, and operations related to its employees. So, how does the tech solution work? Here’s what you need to know about people management software.

 

Essentials of People Management Software

People management is described as a set of procedures that covers the end-to-end processes of talent acquisition, optimization, and retention while also providing ongoing support for the business and direction to the employees. The core principle of this is to manage people better in ways that make work easier, more accessible, and more impactful.

 

Filling the Gap of Managers

Not only does people management software help support business operations and ensure everything has a record, but it also fills the gap of managers. According to a report by The Predictive Index, communication skill is the most pertinent problem faced by managers in 2021. 

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This is most likely due to the COVID19 pandemic, where communication is hampering since the WFH implementation. In filling the skill gap that managers lack, people management can be utilized. With people management software, managers struggling with the issue can ensure that business operation runs well, as it can be monitored regularly, from the hiring process until daily tasks. People management software can also make it easier for managers and employees to give feedback because data collection will be under one pool of big data in a system. 

 

Available Features in People Management Software

People management software comes in a variety of types. Some software packages are primarily concerned with a single aspect or function of the employee experience. There are applications designed particularly to assist you in hiring new employees, for example. Other software packages may include several different functionalities into a single service. Here are several common features available in people management software:

 

  • Employee directory
  • Employee profiles
  • Electronic signatures
  • Time off policy creation
  • Time off tracking (with ability to approve and deny requests)
  • Time clocks (clock in, clock out)
  • New hire onboarding
  • Performance management
  • Payroll management
  • Benefits tracking and administration

 

Choosing the Right Software 

In choosing the right people management software for your company, there are several aspects you need to consider. First, decide the size of the company. If your business is small, you may not need much other than payroll software to get started. Things may still be managed in-person or manually using spreadsheets or a single cloud drive since there are only a few employees. But for bigger companies, you may need software that provides more functions. This can include hiring and onboarding features, time-tracking and PTO tracking, as well as employee profiles and directories. 

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It is also important to consider the budget allocated to afford the software. It is critical to always consult your finance department on what types of software you need and how much it costs. Take a look at this overview by Software Testing about people management software features and pricing. 

 

Having considered the basics of people management software, it is noteworthy that your company might need one immediately. Be it a startup or a mature company, keeping track of people management-related aspects can make your workflow better.

 

Read Also: What You Need to Know about Working with Gen Z

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The youngest generation entering the workforce is Generation Z or Gen Z, who was born between 1997 and 2012. Born as digital natives, Gen Z comes with distinctive characteristics and mindset that makes them unique compared to the older generations. With the influx of Gen Z workers into many industries, new trends will evolve into lasting impacts on the future of work. Here are several aspects you need to know about working with Gen Z.

 

Perspective Adjustment

Edward Wageni, Global Head of the HeForShe Initiative, in an interview with HR in Asia said that managers should anticipate and be prepared to do business in a different way when Gen Z enters the workforce. What may have worked in previous generations will have to be readjusted when working with Gen Z. Managers must be aware of what they value and what motivates them. Moreover, managers need to be ready to accept and appreciate the new viewpoints Gen Z employees will bring to the workplace. It is essential to recognize that they were born at a period of social and economic instability. As a result, their risk perception and how it affects their future must be taken into account when determining an offer of employment.

 

Purposes of Business Conduct

Gen Z wants to work for companies that are socially and environmentally responsible, rather than solely for financial gain. According to Dell’s research, 58 % of Gen Z in Singapore prefer employment that has meaning and purpose beyond just being compensated. 4 out of 10 respondents stated they want to work in places that are socially or environmentally responsible. It is advised for companies to create a work environment that gives more than just a financial purpose to attract the finest talents among the Gen Z workforce. According to Edward Wageni, companies may also be required to demonstrate the principles relevant to Generation Z are incorporated in the company’s culture. This can be done by promoting values related to global concerns such as climate change, racial justice, gender equality, and many more. More than just for image, companies need to really live up to these principles they represent.

 

Read Also: Student-to-Employee Transition: What Can You Learn from an Internship? 

 

Proficiency in Technology

Standardization is becoming more essential as technology advances. For Gen-Z, who are already well-versed in technology, this presents a new job option in a shorter span of time than years of formal education. Another report by HR in Asia suggested that Gen Z is reliant on technology. When asked what they enjoy best about the virtual job search process, 48.7 % Gen Z respondents claimed they feel less nervous meeting with prospective employers and 42% of them feel more prepared for interviews. Gen Z has grown up with technology, so equipping them with technology to do their jobs can be an aspect worth considering. 

As they are educated in a more tech-focused and collaborative environment, conventional training practices may need to be adjusted. Companies should think of ways to leverage Gen Z’s enthusiasm in their technological abilities. Reverse mentorship can be an excellent approach to do this. Companies may provide both younger and older workers the opportunity to mentor one other by matching them together. This can also provide opportunities for them to share their technical expertise with the rest of the team.

 

In a few years to come, Gen Z along with Millennials will make up the biggest generations in the employment field and their professional involvement will affect how businesses operate. To best manage these generations, adjustments are needed because there are differences in terms of perspective, purpose, and proficiency in technology. 

 

Read Also:  What Kind of Potential Do Employers Look For in Fresh Graduates

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Unhappy with the compensation or benefits provided by the company on your job offer? You can make a counteroffer! As the name suggests, counteroffer is a form of proposal made by candidates to respond to an unsatisfactory job offer. Candidates typically make a counteroffer when they believe the offered remuneration does not fit their demands, level of expertise, or industry average. With an effective counteroffer strategy, you can get a job contract that meets both your requirements and those of your future employer. 

 

Here are some useful tips for writing a counteroffer.

 

Acknowledge your worth

Prior to making a counteroffer, it is best to have a self check-up on your skills and qualifications. If you are a fresh graduate with no experience, do not expect to be offered a salary range of an experienced professional. If you are an expert with required skills for the position, watch out for bare minimum offer. Skills and experience, along with professional certifications when needed, will affect your overall performance in the long run. HR managers will consider these points when deciding candidates salary. If you think your employer to-be does not adequately address this matter and gives you a rather unfair offer, then you may need to draft a counteroffer.

 

Research the industry

When negotiating the original offer, you must provide reasons to back up your proposal and explain why it is acceptable. Never request anything without any supporting information because it will be unclear and confusing. You can ask about the average salary for that role from family or friends who work in the same industry. The internet is also a great place to find out about this information. 

If you think the HR manager won’t negotiate the salary, then you can ask about the possibility of getting a raise after a certain period of employment. Conduct research on the living cost to ensure that the salary covers your living needs when remote working is not an option. These sets of information can assist you in determining what remuneration would be most comfortable for you.

 

Consider other benefits

Other than the salary, you need to carefully examine the benefit package as well. There are cases where an offer matches one’s qualifications and the average salary, but the benefits are insufficient or the working hours are too long. You need to anticipate this matter because burnout is not something you want to endure for the sake of receiving some amount of paycheck. If you think the benefits are not too satisfying, mention this in your counteroffer. These benefits can include insurance coverage, paid holiday, meal allowance, and the chance for remote working if you need it. While there is no guarantee that the HR manager will straightforwardly accept your request, these benefits are worth considering for your counteroffer. 

 

Prepare Several Counteroffers

Come up with several counteroffers as a backup plan. For example, you can prepare counteroffers that each negotiates on salary, benefits, and leave policy. This will be helpful in case the employer rejects your initial offer while still expecting another counteroffer for the sake of hiring you. When you do this, it shows flexibility while you also learn about the company’s interests. Remember that a negotiation should be fair for both parties, so you need to provide flexibility rather than sticking with one fixated counteroffer. 

 

Anticipate Employer’s Response

When the counteroffer is done and the employer has responded, you must decide whether to accept or refuse their decision. It would be easier to decide if you agree on conditions that satisfy everyone’s needs. However, despite your best efforts, you may still find the offer inadequate. 

Your response may differ depending on your circumstance, such as whether or not you are currently employed. If you are unemployed, you may still consider taking the job despite the lack of an offer. If you refuse to take the job, you want to make a good impression in case other better chances emerge in the future. Whatever option you choose, show your appreciation to the employer by thanking them for their time and thoughtfulness. 

 

When making a counteroffer, doing it with a well-planned strategy can save you from an unprepared and rushed decision. Although there is no guarantee that the company will accept your counteroffer, no matter if you try all means, it is still worth trying. Follow your instincts, know what you deserve and stick to it, as well as be thoughtful and gracious to all parties to avoid burning bridges. Best wishes for you!

 

Read Also: 8 Jobs You Can Land with Coding Skills

 

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At a certain point of one’s career journey or work tenure, there may come a time where they deserve a promotion. While some people are aware of their worth and may come forward themselves to ask for a promotion, some others are clueless about it. As a leader, it is part of your responsibility to facilitate employees’ growth, including giving them a raise. So, how to tell that your employee is ready for a promotion? 

 

A promotion should be done at the right time, to the right person. If you promote employees too quickly, they might have to perform duties above their current level of expertise, which can lead to frustration and even resignation. But if you wait too long, bright employees will feel that they’re stuck and end up moving on to another company to improve their career. That being said, the right timing and the right criteria should be fulfilled prior to a promotion. 

 

Besides those points, here are several considerations to help you decide if your employee is ready for a promotion.

 

Readiness for more challenges

When an employee continues to work hard, exceeds expectations, and delivers consistent results, it could be a tell-tale sign that they are ready for a promotion. If they can perform their current duties well, yet still manage to do more tasks hassle-free, it suggests that they are self-motivated to perform better at a higher position. This means they are naturally capable of taking in and giving out more. When it comes to management level employees, one of the best indicators to promote a staff is when they are excellent in managing their tasks without the need for supervision from senior employees. When they cease relying on your guidance and start working on their own, you may consider giving them more duties as a reward – in the form of a promotion.

 

Great crisis management

Even the finest businesses experience crises, be it customer complaints, technical issues, or even public relations scandals. This is why a business needs adaptable and flexible employees to thrive in all circumstances. While some employees may become excessively concerned and depend solely on their senior’s instructions, others may come with the initiative to adjust themselves and assist others when needed. The latter employees prove that they can handle a crisis successfully. Those who are resilient and able to adjust swiftly to different situations are great assets that you can retain in the long term.

 

Openness to feedback and proactive attitude

Top players value feedback, both positive and negative ones. They can take criticism and actually make positive improvements about it. Employees who have initiative to seek feedback and are more engaged during evaluations are worth considering for promotion. Other than openness to feedback, employees that proactively strive to enhance their skill set are worth considering. This is because they are truly interested in staying up to date with the business, indicating that they are proactive learners. Additionally, pay attention to employees who frequently assist others with their job, as this may be a sign that they are ready to be a leader.

 

Internal promotion improves a company from within, resulting in long-term employees who feel valued and respected. You should actively be on the lookout for potential in your employees, identifying those who are willing to step up so that a promotion may happen once available for those who are qualified for it.

 

Read Also: Learn to Love: How to Get the Most Out of Your Job

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Early birds get the worm, the old adage said. But what about birds who just started learning how to fly? This metaphor can illustrate how experienced candidates and fresh graduates conduct their job search. Surely, these two are no equal comparison, as experienced candidates are more familiar with the industry compared to fresh graduates. Therefore, what does it take for you, as fellow fresh graduates, to land a job with little to no experience in the desired industry?

 

The answer is simple, yet very broad in meaning: potential.

 

Employers are well aware that fresh graduates cannot be compared to those who have graduated earlier and have more experience for a certain position. Thus, one thing worth looking for among fresh graduates is their potential for the long run. It is true that newbie candidates have a potential inside them. What makes some of them stand out among the others is the kind of potential they showcase: which one of them will grow the fastest? Which one of them will reach the highest peak of their abilities? 

 

As a newly graduate, one attitude you can live by and put into use to maximize your potential is the aptness for improvement. You need to understand where you are at, which is in the starting point towards more journeys ahead. Therefore, remember to tone down your ego and get rid of the thought that you already know it all, as this mindset will keep you from the willingness to learn. Fresh graduates are hired because of their openness towards growth, so remember to keep an open mind towards suggestions as this will help you improve better every day. 

 

Also read: Student-to-Employee Transition: What Can You Learn from an Internship? 

 

The next thing worth possessing as a fresh graduate is a zeal. Defined as an eagerness and ardent interest in pursuit of something, a zeal is one thing that can make you stand out as a fresh graduate. In showcasing this spirit, you need to master the skill of problem-solving. This means that you always know what to do in certain situations to solve problems that do not necessarily require an expertise in something or a certification. 

 

The ability to put the term “fresh” in fresh graduates into use by coming up with a groundbreaking problem-solving is one quality employers will surely favor. This also relates to the fact that a zeal can get fresh graduates to change the norms in a way that is beneficial to employers. As fresh graduates are not conditioned to certain behaviour or pattern, their ability to challenge the norms can get the company to keep up with the latest niche, thus leading to innovations and even efficiency gains. 

 

Having these said, fresh graduates are favored by employers when they are able to make use of the potential they have. In this ever-changing world, fresh graduates are expected to keep up with it for the sake of their employers. Stand out among other fresh graduates by showcasing your skill of problem-solving at any given time and strive to always improve for the better.

 

Also read: Students & Fresh Graduates’ Best Employers to Work for in 2021

5 Things Recruiters Know that Job Seekers Don’t 

Do you often find that recruiters and hiring managers are intimidating? Don’t worry, they are not. They simply want to give you the best hiring experience in their own way. What you should pay more attention to is the secret behind their actions, because there are certain things that hiring managers do not want to reveal in front of their candidates. According to Dandan Zhu, Founder and CEO at DG Recruit, here are a few things recruiters and hiring managers know that job seekers don’t. 

#1 – All basic qualifications having been met 

“The smartest people do not actually end up succeeding the most in real life, while the dumbest people also have just as good as a chance to survive, if not thrive.” 

It means that B or C level students might be as good as A+ students in real life.  In other words, when it comes to the workplace, this means that the most talented and technically savvy engineer doesn’t always become the CTO. Most of the time, it is usually the politically admired and personally connected talent who wins and progresses into the C-suite. Basic qualifications are important to be considered as a feasible candidate, but success is dedicated more by one’s ability to influence, actively listen and respond appropriately, level of social etiquette, and general accentedness by their peers and superiors than one’s technical scores. 

See also: Job vs. Career: Life-long Adventure after Graduation

#2 – HR people are not that important in the hiring hierarchy 

“As you become a serious professional, you can utilise LinkedIn to directly approach hiring managers.” 

Most graduates might think that HR people deserve the utmost respect as they were the gateway to their future career prospects. Yet, Zhu emphasised that it is the hiring manager that makes the utmost decision, while HR is the service and administrative function in the process. Hiring manager dictates everything, including who to interview, what price to pay them, who to hire, and which headhunters to utilise. 

#3 – Job applicants can negotiate and leverage other offers to great effect 

“In today’s world, it is all about the etiquette and manner in which you communicate.” 

As a job applicant, you might be scared of upsetting prospective employers about disclosing where else you are going for job interviews and how much money you actually want. Yet, if a high-demand labour market where the supply of jobs outstrips candidates available, you actually hold a lot more power than employers do. 

Therefore, it is vital for you to research your niche and whether the position you are applying for is currently in the high demand labour market or not. Only then, you know your worth to negotiate and be transparent about offers. If handled appropriately, this will increase employers’ desire for you, not penalise you for looking greedy or not interested. Communication is the mother of all success when it comes to negotiation, thus master it. 

#4 – Interview your interviewers harder 

“Don’t be scared to say what’s on your mind. If something important to you does not align with your future employer, things won’t work out anyways, so it is better to know before you take the job to begin with.” 

Commonly, candidates are so scared of losing job offers or being looked at as needy or demanding so they don’t actually say what’s on their mind. This, however, could hurt your success on the job even if you manage to get a great salary and offer. Chances are, you probably agreed to something that you did not fully understand or align with.

That’s why it’s your prerogative to be a strong communicator. Get the answers you truly need during interviews by asking tough questions that are detailed and specific. This is where you’ll be spending your next few years; you better be aggressive in how you get it out!

#5 – Interview even if you don’t need to 

“Go out and interview even if you don’t need to.” 

Due to loyalty, fear, laziness, and/or arrogance, most candidates refuse to proactively learn about what opportunities are available. Don’t be like these most candidates. No matter if you need to look or not, once you hit a certain amount of experience in your role, it is time to take your head out of the sand and start interviewing, even if just for your own education. 

Read also: What to Do When You Hear Nothing from a Job Application?

When it comes to using social media for professional purposes, most people would agree that LinkedIn is a good place for jobseekers to connect with potential employers and find a job. If you are on the position of actively seeking for new employment, you can take advantage of the network you have built and get in touch with recruiters who search for talents in your field of expertise.

Among other features, the headline is probably the most crucial element of your LinkedIn profile. Headline is a 120-character descriptive column that will appear in search results along with your name, photo, and location. This section is the key if you want potential employers to visit your profile and find out more detailed information about you. To spark their interest to click on your profile, you should create a memorable and appealing headline by describing what you do and what you have to offer.

To let recruiters know that they are on job hunting, some people might put phrases such as ‘seeking new opportunities’, ‘looking for new challenges,’ ‘open for new roles’, or ‘considering new employment’ on their LinkedIn headline. By using such phrases, your profile will show up on the search results when recruiters type these keywords on LinkedIn search. The aim is to directly tell them that you are keen to explore new opportunities.

While it is obvious that you should make the most of your headline to entice recruiters and land a job, do you really need to state and indicate that you are seeking new opportunities on your LinkedIn profile?

On the positive note, advertise your availability on your headline could be a direct signal for recruiters that you are open for new employment. This will help them to find the right candidates who are really looking for job, instead of just guessing and meeting those who are not really interested in moving on from their current companies. Not mention, some recruiters do source for active and available candidates by typing related keywords on LinkedIn search.

However, announcing on LinkedIn headline that you are seeking new opportunities could also mean that you are currently unemployed. Some recruiters and hiring managers could interpret such statement as someone being too desperate about getting employed. Some other might tend to avoid candidates who put similar phrases on their profile, because they might not be interested in hiring someone who have been laid off from their job.

Additionally, using such phrases on your headline will not help your profile stand out from the crowd as it does not communicate specifically about your skills, work experience, career goals, or even the industry itself. Oftentimes, recruiters end up wasting their time for nothing when finding that candidate’s resume is not relevant with the roles they are seeking.

If you are currently employed, announcing that you are open to new opportunities is not a wise move, too. When your employer knows about this, they might wonder why, how, and when you want to intend to leave the company. Such presumption could create awkward relationship between you and your boss, even when you are still working there.

Towards the end, either you are currently employed or unemployed, it will be better to avoid putting such phrase on your LinkedIn headline. Instead, you can activate LinkedIn’s Open Candidate feature to let recruiters know your availability for job offerings. If you are on incognito search, your current employer will not find out this because LinkedIn will hide such information from your boss and only premium recruiters can see this availability.

Read also: 5 Healthy Work Habits for Healthier Office Life

Building and sustaining talent pipeline remains major challenge among business leaders. Consequently, job hopping might be a nightmare for most employers. When an employee leave the team after a year or two, it means that the organisation will waste the training and development invested in the individual. Not only financial loss, employee voluntary turnover does affect the entire team morale and productivity as well. However, as daunting as it might be, Millennials might see job hopping differently from the other older generations.

Recent Gallup survey finds that Millennial is the most likely generation to switch jobs, as 60 percent Millennial respondents stating that they are open to a new job opportunity while having one already. Owing to this trend, the study estimates that millennial turnover might cost the economy $30.5 billion annually. Having reputation as the least engaged generation in the workplace, how can multinational companies (MNCs) ensure their talent retention?

As the first generation of digital natives, Millennials have more formal education than the previous generations, as well as mastering multitasking skills through ample exposure of media and technology. They are known for distinctive characteristics compared to Generation X and Baby Boomers, including their attitudes in the workplace. Robert Walters study reveals that 91 percent Millennials want rapid career progression. To achieve this ambition, 52 percent respondents are willing to grow their career abroad and find a fulfilling job.

Competition for global talent is heating up. To win this intensifying war for the best talent, multinational companies need to come up with a well-arranged strategy. As multinationals seek to grow bigger and stronger in the global stage, they need to attract potential talents and improve employee retention. Given that Millennials are now the largest generation in the workforce, it is imperative for leaders to observe and identify the best method to attract and engage them.

Below are 5 tips to engage and ensure Millennial talent retention in MNCs:

  1.    Enhance the employer brand

Good reputation and strong employer brand are must-haves for global organisations to thrive and succeed in the global talent marketplace. Having reputed and recognised brand will help you attract potential local talents who seek to scale up their career.

  1.    Provide clear career path

More than just a stable job and competitive salary, Millennials want career progression. According to Robert Walters study, 69 percent Millennials believe that clear path for progression in the business field is among the most important factor in keeping them engaged and motivated.

  1.    Leverage new technology

As multinational companies, you need to leverage the power of new technology not only to run the business smoothly, but also to keep your top performers. For example, you can use big data and analytics to enhance employee experience and improve satisfaction.

  1.    Offer flexibility

Work-life balance is among the most-sought perks for Millennials. Therefore, you can offer flexible work arrangement for your employees, such as letting them arrange their own schedule, provide an option to remote working, and give them freedom to work on certain project. Through this method, your employees in branch office will not feel as if they are being mere puppets for the headquarters.

  1.    Break down cultural barriers

Cultural and language barriers often become great challenge for both local leaders and employees. To solve this problem, you should help them develop cross-cultural understanding and improve their communication skills in interacting with each other effectively.

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