From Fundraising to Project Management

From Fundraising to Project Management Success Story > From: Job To: Freelance From Fundraising to Project Management “Most days, I felt like I was in the wrong place.” * From Fundraising to Project Management When Yan Lau took a natural sidestep in her role, little did she know that it would leave her feeling so unfulfilled. Here's how she discovered a new way of working that meant she didn't need to start again from scratch and that allowed her to keep the bits of her career she loved the most. What work were you doing previously? I started my career as an event organiser in charities. I worked for a number of organisations both in the UK and Hong Kong. Due to the work I was doing I was always part of the fundraising team of the charity I was working for. Being part of the fundraising teams meant that I gained knowledge and skills around different areas of fundraising, and so by the time I joined my fourth charity I made a sideways move to head up a fundraising team myself and into general fundraising. What are you doing now? I now work as a contract project manager for the government. How did you feel in your work before you decided to make the change? I wasbored. I'd been in fundraising for twelve years and the work just seemed endless. The fundraising targets reset at the end of every month or year because the charity relied on fundraising to run its operations. Why did you change? I started out in my career using the skills that I enjoyed â€" organising and coordination. When I made the move to general fundraising, I realised that I'd moved away from what I enjoyed. Fundraising does contain a huge element of organisation and coordination, but the majority of it was also about promotion and selling the charity, and that just wasn't me. When was the moment you decided to make the change? A couple of years ago I noticed that I was gradually feeling more and more discontented and not fulfilled with what I was doing. It got to the point where, most days, I felt like I was in the wrong place in my career. How did you choose your new career? I started to read around identifying my strengths, taking career quizzes, following entrepreneurs who I admired and looking for other jobs. This process took me a while as I was quite confused about what I wanted to do and nothing really appealed. The light-bulb moment came when I kept on questioning myself about what it was about my current job that gave me so much dissatisfaction, and it was then that I realised that I just wanted to go back to organising and coordinating projects without having to sell them. I knew that I didn't want to get back into events, because I don't have as much energy as I used to and the pay has a very low ceiling. I was a project manager a few jobs back and the things that I achieved in that job are among my proudest moments. So I thought I would give that another go. Are you happy with the change? Yes I am, because I feel like I'm where I'm meant to be, carving out a path where I want to be headed. What do you miss and what don't you miss? I miss my colleagues. In the charity sector I worked with people with such dedication for the work that it was awe-inspiring. I don't miss being in permanent employment. I like the short-term nature of being a contractor, the prospect of being able to work on different projects one after the other, and stating my own terms and conditions. How did you go about making the shift? I was lucky because a contract project manager job found me. I'd been applying for project manager roles for some months when a recruiter found my CV online. He put me forward for a job in the government, I went in for the interview and I got it! What didn't go well? What wrong turns did you take? It wasn't really a wrong turn, but my first contract came to a halt quite quickly. I'd been in the position for three and a half months when the project got canned. Going back to contract hunting was so depressing I nearly went back into a permanent role. But I kept in touch with the department that I was working for and have negotiated another contract with them. How did you handle your finances to make your shift possible? I knew that contracting work could stop and start at very short notice. My brother is also a contractor and over the years I'd observed how he hopped from job to job, sometimes with big gaps in between. So I saved up a few months' worth of savings in case this happened to me, which it has. But it's meant that I'm not so likely to panic and accept the wrong job, and have the luxury to find the contracts that I want to work on. What was the most difficult thing about changing? The most difficult thing was stepping away from the career that I'd built up as a fundraiser to learn the ropes of a different career. What help did you get? I read lots of books, followed blogs of entrepreneurs whom I admired, did exercises on career websites about finding your strengths, how you want to work, etc. and talked to friends. What resources would you recommend to others? Different things work for different people, so I would say that the most important thing to do is to get to know yourself. If you don't have self awareness you're not going to be able to find the tools and techniques that work for you. So try different things â€" see a coach, go to business workshops, talk to people who are where you want to be, read up on topics that will help you in your search, talk to friends to give you an insight about you. Do something that moves you forward. What have you learnt in the process? That to be a contractor or freelancer you need to hold your nerve, believe in what you have to offer, and to not be embarrassed to ask for what you are worth. Also that contracting is a completely different way of earning income that is not comparable with permanent or fixed-term employment. When I first started contracting I used to think 'Why doesn't everyone do this?', because the pay is much higher and you have the freedom to choose the work. I've learnt that it's not for everyone; the downside is that it can be unpredictable and does require you to sell yourself (in securing contracts). What would you advise others to do in the same situation? To hone in on your strengths and to work out a way to build a career on them. It's easier said than done if you're juggling a job, personal life and other commitments that leave little time to look inwards. But you have to make it a priority because your happiness depends on it, and the longer you put it off the longer you will be in a job you don't like. What lessons could you take from Yan's story to use in your own career change? Let us know in the comments below.

How Can You Set Out a Clear Employee Value Proposition

How Can You Set Out a Clear Employee Value Proposition Every company in the world needs a clearly set out employee value proposition. You need to clearly define the unique offerings your company in return for the unique capabilities an employee would bring. To help you construct a clear EVP framework and message, our 10 employer branding experts will delve into the ways in which companies  can set out a genuine  employee value proposition. Jörgen Sundberg The trouble with most EVPs is that theyre copy and paste jobs. Perhaps this is because many companies arent very differentiated in general, as in you can work for any bank, Big Four, tech company doing the exact same job and enjoying the same type of employee experience. If your organization is doing something truly remarkable and different, your EVP will be a great deal easier to put together. If its just another business, youll have to dig deep and find what truly is unique. And dont be afraid to use nuggets that might put some people off, at the end of the day we all save time if only the right people apply to your company ultimately, thats the job of a clear EVP. Jörgen Sundberg, Employer Brand Consultant CEO, Link Humans Carmen Collins What I think is most intriguing, and says the most about our culture, is that Cisco’s “Our People Deal” is an idea came from an employee. This manager noticed that Cisco said we wanted to be the #1 IT company in the world, but we needed an employee experience that reflected that as well. Finding people that shared her insights, the group started by listening â€" which, as a social media professional is something I always encourage! I think that’s a great place for any company to start â€" what are your employees already saying? What kind of company do they want to work for? What does a great day look like at your company? At Cisco, the answers to that question formed the three pillars of Our People Deal â€" and we have a video that sums it up nicely. Carmen Collins, Social Media Talent Brand Lead, Cisco Estela Vazquez Perez Ask HR, targeted talent, and your sponsors. HR has the generic offer. Top it up with business unit’s unique add-ons for the selected market. Your EVP is your offer, the deal  people will get if joining. The integrated value is what makes it unique to your company. You need to contrast it with data of what the market wants. If you can connect the EVP to the purpose of the company, you will be close to identifying key intentions the company has for people, these will be your pillars. Bring your c-suite along because the will add a desired state for the brand. You will have to communicate if your EVP is compelling enough to attract and retain people or investments are required. As an example, when I was a newly grad in marketing, my first employer wanted a hybrid of marketing and technology, they up their regular EVP by sponsoring my MBA in Information Technology. It was a good deal for both. Estela Vazquez Perez,  Global Employment Brand Director, Royal Bank of Canada Ton Rodenburg At the heart of every employer value proposition should be the heart of the company; its soul / spirit. The energy, authenticity and distinction in the building blocks of identity are: Purpose (why), core values (how), core competences (what) and ambitions (what). All attributes should express the brand values as much as possible. For example, if creativity is a core value than everything from HR, building and facilities, products and services, etc. should be all as distinctly creative as possible. Always see to it that all contact points in a brand/company are aligned with it’s values.  This flavors the company’s culture, makes it a little idiosyncratic and ultimately makes it stand out.  This will help attract great people, as they feel their personal values and what drives them are reflected in the company’s values. Ton Rodenburg, Employer Branding Strategy Director, ARA M/V Human Resource Communications Audra Knight What’s most important is to do your research and make sure your EVP pillars resonate with your current employees. As I mentioned, cultures can change within departments and your EVP pillars may need to be updated. Regular check-ins or surveys is key â€" not just once a year. Audra Knight, Recruitment Operations Manager, Tenable Hannah Fleishman Focus on being clear and concise when creating your employee value proposition. By talking with employees, you’ll have a strong understanding of the themes that make your company a uniquely great place to work. But you’ll also have a ton of ideas. It can be difficult to narrow those ideas down to just a few core values but it’s worth it. You want an employee value proposition that sticks with people, one that’s easy for candidates to remember. The best way to do that is by being concise. Hannah Fleishman, Inbound Recruiting Manager, HubSpot Sarang Brahme I believe, building, communicating and integrating EVP is a strategic process â€" not only for HR but also for business stakeholders. It involves analysing employee data related to engagement, onboarding and recruiting to identify trends. Once we gather the information, we need to design an authentic EVP which can truly be endorsed by employees. Aligning EVP to internal and external HR messages is key to build a trustworthy employer brand. The EVP also needs to be part of everyday business with strong support from management and leadership to ensure continuity. Sarang Brahme, Global Social Recruiting   Talent Brand Manager, Capgemini Shaunda Zilich If you really think about it the term ‘EVP’ is really over used making it very complicated and ‘clear as mud’.   The reality is EVP, at its core, is one thing and very simple.   People use EVP to describe many things but the reality is that it is as simple as ‘why  insert company name?’    When you answer this simple question you will come up with the ‘EVP’. Shaunda Zilich, Global Employment Brand Leader, GE Jaclyn Campbell I interpreted this question as to how an EVP can be delivered. The key to a clear EVP is to ensure the messaging is consistent. The story of your EVP is probably best told on your careers page as this is where the audience will expect to read ‘why’ or the ‘purpose’ your organisation exists. It can also be expressed in less formal formats through social media, the recruitment process (such as interviewing, onboarding), or even a touch point as simple as your neighbour asking you at a BBQ what you do for a living and if you like your company [insert EVP here]. Jaclyn Campbell, Employer Brand Consultant, Optus Jennifer Johnston Crafting a compelling EVP starts with answering five questions. 1) “What is the core DNA of our culture as envisioned by our founders 2) “What is still true of that culture today?” This is how you arrive at authenticity. 3) Then temper that with, “Where do we want to be tomorrow?” It’s good to be aspirational because it can help you evolve. 4) Next, you want to make sure it’s differentiated so ask, “What is true of us that is uniquely us?” 5) And finally ask, “Is our message simple so it’s easy for everyone to align to and remember?” Jennifer Johnston, Senior Director of Global Employer Branding, Salesforce

AI and Recruiting What the Crystal Ball Holds

AI and Recruiting What the Crystal Ball Holds Sponsored by MightyRecruiter Thanks to machine learning (ML) and the smarts of countless startups, the capabilities of artificial intelligence (AI) keep mushrooming. The use of smart technology in recruitment was a hot topic in 2018, and you can expect it to continue this year. In fact, some predict that 2019 will be the year that AI systems see widespread adoption in the hiring world, coupled with a few ground-breaking developments. How exactly will intelligent software revolutionize talent acquisition over the next 11 months? Although it’s hard to say for sure, we have highlighted five trends that are currently dominating the AI and 2019 recruiting landscape. Find out more below. Identifying non-traditional (but high-performing) talent It can be tricky for a company to find the right candidate for an opening if it is limiting its search to specific job titles and keywords. Advanced AI-powered technologies now have the remarkable ability to function as highly perceptive talent scouts to seek out professionals online that are a perfect fit for vacancies, even if they do not meet all the stipulated job requirements on paper. Complex deep-learning algorithms look beyond the language used in resumes and on LinkedIn profiles to identify and infer skills, values, and dispositions that make for great hires. This means that employers are being connected with brilliant, albeit slightly unorthodox, prospects that they would probably never have located or even considered previously. Needless to say, this kind of worker-to-job matching can greatly benefit recruiters tasked with finding talent for hard-to-fill openings in competitive industries. Predicting future performance and loyalty Predictive analytics sits at the center of AI’s ability to talent scout in the way described above, and it opens up many wonderful possibilities for recruiters. Put simply, this intelligent approach makes it possible to predict how well candidates will perform in a job based on an understanding of the qualities possessed by successful employees at the company. Essentially, it helps recruiters find people whose skills and behavior match those of professionals who are already doing great work for the business. Predictive hiring tools can also be used to determine, with a fair degree of accuracy, how likely candidates are to accept job offers and how long they will stay with a company. AI can even forecast staffing needs, identify the best time to start hiring and the best channels to use. Armed with all this information, employers can, naturally, make much better decisions much faster, and all thanks to ML. Rediscovering former candidates A hot topic in the world of AI and 2019 recruiting is the rediscovery of talent who previously applied for positions at a company; this is well supported by smart software. That is, AI-powered tools like Ideal can be used to sift through a company’s resume database â€" something no human wants to do â€" to pick out former applicants who might be appropriate for current openings. This way recruiters do not have to waste resources searching for new prospects every time there is a vacancy; they can just use AI to check if the right person is already in their existing talent pool. It makes sense to reach out to such individuals as they have already shown interest in the company and, therefore, might be more likely to accept an offer than passive candidates. Improving diversity in the workplace (really, truly) In the early days of AI, it was touted as a tool that could remove unconscious bias from the recruitment process by eliminating the human factor. However, it quickly became clear that algorithms tend to take on the prejudices of their creators. Last year represented a good learning curve in this department (with Amazon having to throw out a “sexist” AI engine), which means 2019 is hopefully the year this issue is addressed and there is the development of automated platforms that truly do remove subjectivity and make way for more diverse and inclusive hiring. There are already several ML tools that claim to do so successfully, and it is promising to know that companies like Google, IBM and Microsoft are developing tools to detect and remove unfairness from AI algorithms. Improving remote hiring Another trend in AI and 2019 recruiting concerns the way in which automation is helping companies to recruit across geographical borders and go more global. Remote work is fast becoming the way of the future, but employers are, understandably, nervous about recruiting and hiring from the other side of the world. Advancements in intelligent prehire assessment tools and AI-powered video interviewing software, complete with natural language processing abilities, make it easier for businesses to screen remote workers in ways akin to meeting with them in person. Sophisticated engines can analyze everything from body language and facial expressions to rate of speech to provide an assessment of a candidate’s personality and truthfulness, which in turn makes employers feel more comfortable about hiring professionals they have never met in person. About the author: Kick off your 2019 recruiting game with  MightyRecruiter.  An intuitive, comprehensive, and transformative recruiting solution, MightyRecruiter allows you to source passive candidates, track and manage applicants,  access an expansive resume database, and take advantage of  Mighty free job postings. Then, hire the most relevant candidates for your jobs, all at  no cost.

Five Clichés and Dont Says to Avoid Like the (Well, You Know)

Five Clichés and Dont Says to Avoid Like the (Well, You Know) At the End of the DayBusiness Clichés Are Lazy Language! Those pointless little phrases you use at work might be sending exactly the wrong message (for instance, that youre too lazy to come up with something better). Venture capitalist, speaker, and best-selling author Richard Moran explains why its time to ditch those business clichés. Look up business buzzwords or business clichés and youll find article after article about these irritating, overused phrases. In fact, new ones come out each year documenting the latest crop thats flourishing in workplaces across America. In a world drowning in buzzwords, tweets, and hashtags, spouting mindless clichés in the workplace may seem harmless. But Richard Moran says using too many professional platitudes could be more problematic than you thought. Not only can business clichés be annoying to others who hear them day in and day out, they are the language of laziness, says Moran, author of The Thing About Work: Showing Up and Other Important Matters (Routledge, 2016, ISBN: 978-1-62956-158-5, $22.95). When you use them, you effectively fail to focus your thoughts and really identify what youre trying to communicate and accomplish. Language that is mindless isnt also harmless. The risks of vague language arent just practical detail mix-ups between coworkers. Many of these phrases are actually actively promoting terrible morale that shoves projects and careers into stagnation. By abusing clichés, you might be projecting an apathetic and lazy attitude without even realizing it. If youre too lazy to come up with a way to say something other than resorting to a trite buzzword, isnt that a sign that youll be lazy in other areas at work as well? asks Moran. Whether its true or not, thats the message youre broadcasting. Moran, who currently serves as president of Menlo College in Atherton, California, has pioneered the Business Bullet Books genre for over a decade. Blending impressive and invaluable corporate and academic experience and leadership with everyday insight, relaxed humor, and a touch of pathos, his advice is not only highly applicable to any person contemplating how to navigate their career; it makes the contemplation itself more enjoyable. Accessible for all working generations and speaking from the most traditional of suited workplaces to the domains (and domain names) of Zuckerberg hoodies and office dogs, his newest book offers tips for what not to say in your day-to-day. For instance: It is what it is is the sound of defeat. The subtext of it is what it is is: I give up. That negativity enforces the kind of thinking that kills projects and how coworkers understand your attitude. It makes you the Debbie Downer in business clothing. Moran points out that you might as well say, Life sucks and work is even worse, and this attitude gets old very fast. If the low-hanging fruit even does exist, going after it is just bad strategy. The analogy of going after what requires less effort normalizes what is too easy and simply not existent. Even if it does, the fruit on the top of the tree is ripest, and thats where the greatest returns for your effort will be, notes Moran. The only thing that happens at the end of the day is, well, the end of the day. Referencing the elusive end of the day is common in politics, academics, and especially business. Its so ubiquitous that it seems to imply that its news that each day ends, explains Moran. The truth is that, given technology and workdays that never end, the end of the day is a myth. These next two arent exactly clichés but theyre still all-too-common phrases you should probably avoid, says Moran. (Call them the Dont Says perhaps.) Ditch the R-word and the B-word. Though theyre not the hot-button words youre likely thinking of, Really? and BUT often exude snark, bad attitude, or are just plain irritating. Its certainly not true in every spoken instance of these little words, but when your go-to response is Really? when a coworker asks for help or youre constantly using BUT to excuse your own responsibility or knock down something (or someone) elseâ€"well, its  really annoying. I dont know; what do you want to do? is a known verbal con-job. Moran cites the Abilene Paradox, a group dynamics phenomenon. When nobody knows what exactly they want to do, its likely the group will settle on a decision nobody in the group wanted at all. Its best to stop these indecisive circles in their tracks with an assertive, I dont want to do that. Pay attention to what youre saying at work and what it really means, concludes Moran. If youve gotten in the habit of falling back on clichés or other forms of lazy language, you might be surprised by how much effort it takes to stop and really think about what you mean. But its absolutely worth making the effort. And if youre a leader, just listen to what employees say over and over, he adds. Be alert to the phrase du jour at work. It may tell you more about the people around you than you ever imagined. # # # About the Author: Richard Moran is the current president of Menlo College in Atherton, California, and the author of The Thing About Work: Showing Up and Other Important Matters. Inspired by his experience and accomplishment in the world of business, the book provides accessible advice for all-level employees from an insider perspective that changes how we think about work. Moran has served as a venture capitalist and consultant to Fortune 500 companies, including Apple Computer and News Corporation. An evangelist for organizational effectiveness, he has authored several books and pioneered the genre of Business Bullet Books with Never Confuse a Memo with Reality. He is a frequent contributor and influencer on LinkedIn, hosts the weekend radio show In the Workplace on KCBS, and has inspired many as a frequent speaker on workplace issues. For more information, visit www.richardmoran.com. From what to avoid on LinkedIn to buzzwords we love to hate, check out these videos!

Top Resume Writing Services Australia

Top Resume Writing Services AustraliaTop resume writing services in Australia have been providing great service for years. They have excellent and talented writers who can produce the best of resumes. The career resumes are the main focus of their service in Australia. You can find a skilled writer in their services with excellent writing skills to deliver your resume in a flawless manner.There are many resumes being prepared everyday that get rejected by job seekers. Resumes should not be thrown at a job applicant without even giving it a second thought. This is because they may not even get the job interview they are applying for. This does not mean that all resumes are useless. Most of the job applicants prepare a good resume that gets them through the interview process.In order to be successful, an applicant's resume should be unique, powerful. The best way to create a good resume is by using a professional resume writing service. A skilled resume writer can create a personal res ume that will give you that edge over the other applicants.Not many people know that top resume writers in Australia and around the world have become very specialized in delivering the perfect resumes. Some are specialised in certain areas like international or regional service. These professionals have all the skills needed to write resumes that will impress the potential employer. These professionals can customize your resume according to your particular needs. They also have the capability to modify the resume depending on the current employment scenario.These services are available in different sectors. The professionals can prepare the top quality resumes in a very short time and deliver them to the employers quickly. The resumes must contain the most important information that the potential employer is looking for. You must include your skills and qualifications, educational qualification, work experience, educational attainment and other relevant details. You can find resume writing services in different cities and countries all over the world. The professionals must ensure that the resumes are delivered in the format required by the employers. This includes the format, content, contents, etc.An online resume can be created quickly and efficiently. An expert professional can create the best resume for you. Many of the top resume writing services in Australia can also prepare the online versions of resumes. They have many clients who request them to create online resumes, which are delivered to the employers without any hassle.Skilled writers can give you the best resumes. It is better to use these services if you are a newly graduated or a seasoned professional. The highly qualified professionals can take care of all your resume needs.

Tips For Working With A Virtual Assistant

Tips For Working With A Virtual Assistant More and more business owners today are working with virtual assistants to help them achieve higher levels of productivity. A virtual assistant is someone that provides administrative assistance to clients from a remote location. There are many benefits associated with this. Not only does this include higher levels of productivity, but also reduced expenses, improved customer service, and you are giving the leverage to focus on your company’s core activities â€" the activities that make you money. However, to experience all of these benefits, you need to maintain a good relationship with your virtual assistant. Here are some tips for doing so… Research with care â€" The key to any successful business relationship is to make sure you make the correct decision in the first place. You can find exceptional virtual assistants based all over the world, for example, there is nothing wrong with hiring a Filipino virtual assistant to save money, so long as you make sure they have a good reputation. Take your time to find out as much as possible about the professional so you can ensure they are the right choice for you. Communicate effectively â€" When it comes to any remote working relationship, communication is key. It can be difficult to communicate with someone who you never see. This is why you need to make sure you are clear and concise with your instructions. Make sure they understand your business â€" Every virtual assistant has a different skill set and a different background. You need to make sure you choose someone who is familiar with the sort of work you do. They need to understand your business and your line of operations. You don’t want to be in a position whereby you need to train the remote worker. Ask them a few questions to make sure they can represent your company effectively. Be mindful of their schedules â€" This is especially the case if you are hiring someone that is based in another time zone. You need to figure out a way that works for you both. You cannot simply expect that person to adjust to your time zone. Instead, figure out how you are going to communicate and what collaborative platform you will use to do this. You also need to be mindful of their public holidays and culture. Hopefully, you now feel more prepared for working productively and effectively with your virtual assistant. If you follow the advice that has been presented above, you can make sure that this service works for your company and that you experience all of the benefits that come with it.

Olympic equality - The Chief Happiness Officer Blog

Olympic equality - The Chief Happiness Officer Blog Discrimination of any kind is a barrier to happiness at work and in life and we would like to make this very clear: We are for equal treatment of everyone regardless of sexual orientation at work, in sports and in life. The Olympic charter says that The practice of sport is a human right, but more than that being yourself is a human right. We would like to wish all the participants at the Winter Olympic games a great competition. We hope they have a lot of fun training and competing. Hat tip to our friends at Symbiotisk for inspiring us and cooking up the rainbow version of our logo. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related