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Leadership skills are important for any job seeker. But first let’s clarify that leadership is not about having the title or authority. It is about influencing others to follow the vision or idea and inspiring them to believe in themselves so the goals can be accomplished. Hiring managers look for evidence of these skills when hiring for future growth as well succession planning. You need to be able to show the employer that you have what it takes to lead a team and get the job done. While leadership skills are important, you do not need to be a manager or supervisor to start cultivating these skills.  You can develop leadership skills in the workplace by taking initiative and thinking long-term about what would be beneficial for your department and company. For example, you might brainstorm ideas for streamlining processes or developing new procedures. By committing to doing work that goes beyond your core job duties, you can demonstrate your leadership potential and set yourself apart from other employees. In this blog post, we will cover leadership skills that are important for job seekers, how to cultivate them and how to showcase them during the job search.

Getting a job offer doesn’t always hinge on your skills and experience. It can be surprising to learn that a growing number of companies consider a candidate’s personal brand – that is, their key qualities, how they present themselves, and what drives them. Our recommended personal branding tips can help you refine the image you wish to project and make it part of your job search strategy.

Company culture is the promise you make to your employees about what it’s really like to work for you. What sort of environment can people expect to work in? What are your core values? What are your norms? Company Culture is a system of shared beliefs and behaviors that determine how an organization’s members interact and make decisions. It’s the way people feel about the work they do, the values they believe in, where they see the company going, and what they’re doing to get it there.

Once upon a time (circa 20 years ago), requirements for screening job applicants were based on the written and vetted job description which was fairly cut and dry and focused on easily measurable hard skills. A candidate needed X experience or skills to perform Y job, and they were generally only considered if they possessed those skills. With the rapid development of technology and a shift in the way people are choosing to work, how we hire and even how we manage is changing. Adaptability, flexibility, and critical thinking are a few of the soft skills landing now in the job descriptions. When it comes to making a new hire, hiring managers may be asking, “Which is more important, experience or potential?”

There are key qualities to look for in a new employer because where you work, how they work, and who they are can be just as important, if not more so, than the actual role for which you are applying. When you are evaluating a new position or job offer there is more to consider besides the pay and the benefits. How can you be sure your employer has the qualities you value?

Prior to 2020, businesses were already utilizing many aspects of technology. Software development helped companies communicate, organize, increase productivity and automate their processes. As a society, we were used to technology being part of the landscape of the corporate world.

Work/life balance is a common struggle across all industries. Typically, there are several cues through the day that help our brains know when it’s time to move to the next activity.

It’s no secret that preparing for a job interview has changed a lot over the years. These 8 tips are sure to impress the interviewer and get that job offer.

In a high-demand market, sought after positions come with many incentives for qualified individuals. When an employee announces their departure especially during a peak season, finding a quality candidate is a daunting challenge. It is more cost effective and less disruptive for companies to retain their top talent. Employers will often present a counter offer to incentivize an employee to stay with the team, rather than having to invest in an extensive search for new talent.