Company: Uplift Education
Location: Dallas-Fort Worth, TX
Website: www.uplifteducation.org
Careers Page: http://www.uplifteducation.org/domain/2510
LinkedIn: www.linkedin.com/company/uplift-education?trk=top_nav_home
Twitter: @UpliftRecruiter
Facebook: www.facebook.com/uplifteducation
All of that excitement built up for nothing. Once again, you lost out on a job because of an internal candidate. You thought you were so close, but now, you're back to square one. Frustrating, right?
Well, you're not alone with your frustrations. Thousands of qualified candidates get this upsetting news every day. Who can compete with internal candidates? You can, actually. You just need to play your cards a little more strategically.
If you want to get a job over an internal candidate, you have to act like one. Before you can do that, though, you need to understand the advantages internal candidates have over you. Here are a few...
Internal candidates clearly understand the company's mission, values, beliefs, and goals. Whether they've worked there for a few months or a few decades, most internal candidates have been around a company long enough to know the inside scoop. This is a huge advantage because it allows them to position themselves effectively for the job in question.
What you need to do: Research the company. Before you even apply for this job, you should have a clear understanding of what the company does, how it does it, and what it wants to do next. You should also know the company's mission, values, and beliefs. That way, you'll be able to respond to the question, "What do you know about us?" with an informed answer.
The people who work closely with internal candidates already understand how they work and interact with others in the company. They also have a clear sense of their strengths and weaknesses on the job. Employers already know what value these candidates bring to the table because they have a proven track record. As an external candidate, you must give them a clear sense of how your unique qualifications make you the best person for the job.
What you need to do: Clearly articulate your value. Show them why your unique experience and qualifications make you the best person for the job. Quantify your work experience on your resume. Oh, and don't be shy about sharing new ideas. As an external candidate, you have the opportunity to bring in a fresh perspective. Use it to your advantage!
Having the opportunity to work with and get to know people within the company is a major advantage of internal candidates. They already have established relationships with their bosses, peers, clients, and so on. People know them. People can vouch for them. If you want to beat out an internal candidate for a job, you need to be able to have those kinds of strong endorsements, too.
What you need to do: Network your way into the company. Knowing people within the company you wish to work can give you a major advantage over other candidates. Establishing those relationships can help you get referrals, recommendations, introductions, and even advice for applying to the job.
Hiring new employees can be much harder than you might think for an employer. For example, hiring the wrong employee in a small company can completely destroy the culture, resulting in poor performance, miscommunication, and even people leaving (voluntarily or non-voluntarily). All of that disruption can cost a company a big chunk of change. So, now more than ever, companies are factoring in company "fit" when hiring new candidates. Internal candidates have already established themselves into their organizations. Bosses, co-workers, and clients know them. They're comfortable with them. They like them. They have proven they fit within the culture of that company. This is a major advantage when it comes to beating out external candidates for a different position within the company.
What you need to do: Show them you fit within their culture. People like working with like-minded individuals—people who "get" them. Not only does it help them form stronger bonds, but it also helps them work more effectively with each other. Sure, it's good to have your differences, but if you want to prove that you're a fit in a company, you have to show them you're part of their "tribe." You must show them that you understand them and you like how they operate so they feel comfortable letting you into their exclusive circle.
It's important to remember that not all internal candidates are lucky enough to have these advantages. Some simply aren't the best fit for the company. Others don't have a clear sense of the company's goals. However, if you can show an employer that you've worked hard to obtain these things, you will have a much better chance at the job.
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While there's always room for improvement in the future, there are several companies already setting a great example. Here's a look at a handful of these companies.
@workitdaily Reply to @annie_kay4532 Hiring remote job seekers & major LGBTQ+ ally!#Pride #PrideAnthems #hiring #bestplacetowork #remote #hiringnow #applynow
Adobe is the global leader in digital media and digital marketing solutions and has built a reputation for having a strong company culture. Adobe has a culture score of 4.9/5 on employee review website Comparably and has been recognized on multiple occasions by Comparably for company culture, company leadership, and diversity,
Adobe has also won a few awards for its commitment to the LGBTQ+ community, including being named a "Best Place to Work for LGBTQ Equality" by the Human Rights Campaign. The AdobeProud network in the UK received the Rainbow Honours LGBTQ Network Group award for its commitment to equality and positive impact on the workplace experience.
Adobe has several employee resource groups (ERGs) for employees, including AdobeProud, which is an employee network for lesbian, gay, bisexual, transgender, and queer colleagues and allies. The group works to protect LGBTQ+ rights in the workplace, support each other, and engage in community events.
Members of the group often participate in Pride marches in the U.S. and globally, panel discussions, networking events, and fundraising activities. The group also raises money for LGBTQ+ charities and advocacy groups.
Adobe is hiring for multiple positions globally, including remote positions. Check out Adobe's careers page.
(Photo from HubSpot.com)
HubSpot is a leading customer relationship management platform that provides software and support to help businesses grow. HubSpot has a culture score of 4.9/5 on Comparably and has won awards from Comparably for company culture and diversity. The company has also won numerous other company culture and diversity awards from other organizations.
According to HubSpot's 2021 Diversity, Inclusion, & Belonging Report, 12% of HubSpot's workforce identify as members of the LGBTQ+ community. HubSpot has an employee resource group called the LGBTQ Alliance that aims to empower HubSpotters through the creation of a safe, respectful community.
Alliance members participate in multiple events year-round with a variety of global initiatives, including breakfast roundtables to talk about current issues facing the LGBTQ+ community, a workshop on partner benefits and family planning, or any other number of employee events. HubSpot employees have also marched in Pride Parades in Boston, Berlin, Dublin, and Portsmouth.
HubSpot is hiring for multiple positions globally, including remote positions. Check out HubSpot's careers page.
(Photo from PayPal.com)
PayPal is a major online payments system that supports online money transfers globally and serves as an electronic alternative to traditional paper methods like checks and money orders.
PayPal made some major headlines in 2016 when it canceled plans to open its global operations center in Charlotte, North Carolina in response to a passed law in North Carolina that would prevent local governments from banning discrimination based on sexual orientation.
"This decision reflects PayPal's deepest values and our strong belief that every person has the right to be treated equally, and with dignity and respect. Our decision is a clear and unambiguous one," PayPal CEO Dan Schulman said at the time.
PayPal has an LGBTQ+ network called PayPal Pride which celebrates and furthers the company's commitment to diversity & inclusion. PayPal Pride has16 chapters across six countries. The Human Rights Campaign Corporate Equality Index has named PayPal on multiple occasions one of its "Best Places to Work" for lesbian, gay, bisexual, and transgender employees. The company has even earned a perfect score on the index.
PayPal is hiring for multiple positions globally. Check out PayPal's careers page.
(Photo from Salesforce.com)
Salesforce is the world's top cloud-based customer relationship management platform.
Salesforce has earned a culture score of 4.7/5 on Comparably and has won Comparably awards for diversity and company culture. The Human Rights Campaign Corporate Equality Index has recognized Salesforce on multiple occasions for being a best place to work for the LGBTQ community.
Salesforce has multiple employee resource groups to help bring underrepresented groups together and improve the company's culture. Outforce is the ERG for Salesforce's LGBTQ+ community. Overall, Salesforce is committed to building a workforce that reflects society.
Currently, 47.7% of Salesforce's U.S. workforce is made up of underrepresented groups (Women, Black, Latinx, Indigenous, Multiracial, LGBTQ+ employees, People with Disabilities, and Veterans). The company is focused on meeting the following diversity goals by 2023:
Intel is one of the largest computer hardware and software companies in the world.
Like many of the other companies on this list, Intel is a consistent presence on the Human Rights Campaign Corporate Equality Index as a best workplace for the LGBTQ community. Intel's IGLOBE (Intel Gay, Lesbian, Bisexual, or Transgender Employees) was the company's first-ever employee resource group.
IGLOBE has 13 chapters globally and actively drives awareness of issues impacting the LGBTQ+ community and serves as a support network for its members.
The group has a mentorship program where experienced Intel workers can mentor new workers who are also members of the LGBTQ+ community. Intel also has partnerships with the National Gay & Lesbian Chamber of Commerce and the Out and Equal Workplace Summit—where employees and experts from around the world gather to share strategies and best practices to create workplace equality, inclusive of all sexual orientations, gender identities, and expressions.
Intel is hiring for multiple positions globally. Check out Intel's careers page.
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If you're struggling to make more career friends and professional connections, you probably need to take a second look at your networking strategy. Are you making any of these mistakes?
When you're networking, do you go in thinking, "How are you going to help me?" or do you go in thinking, "How can we help each other?"
Networking isn't all about your needs—it's about the other person's needs, too. Yes, you have a goal: you're looking for someone to help you get ahead, and someone who can give you the right introduction. However, the people you're networking with are trying to do the same thing.
If you're having a conversation with someone and making it all about you and your needs, you're probably not going to get too much support from the other person. They also have goals, and if they think you'll just take advantage of their network without anything in return, they probably won't be too open to working with you.
The key is offering value. Before you ask for a favor, you should always offer something of value to your new connection. Whether it's a strategic connection or simply a relevant article, offering your support early in the game will prove you're going to be a valuable connection in the future. It will also encourage people to return the favor somehow—and that favor could be introducing you to someone in their network.
Don't you hate it when you had a great conversation with someone and you never hear from them again? How about when they just wait too long to reach out to you and you don't remember what you talked about?
Don't be that person. It's just bad networking. Follow up within 24 hours of meeting your new connection and briefly refresh them on your conversation. Then, make a note of your conversation so you can remember why you connected later on.
Another thing that can frustrate both you and your connections is when someone only reaches out when they need something. Talk about feeling used!
It's important to nurture your network, even when you don't need it. Sending a friendly email to see how business is going or sending an article you think they might find interesting is all you need to help stay fresh on your connections' minds. Then, when you do need their help, they won't feel like you're just reaching out to them out of the blue, and they will be more likely to help you out.
So, how does your networking strategy stack up? If you're making any of these mistakes, you should re-evaluate.
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In this labor market, having a strong network is critical to your career success. There are plenty of tips and articles on where to find people, how and when to connect with them, and even what you need to say to attract and maintain your network. This article focuses on who should be in your network.
Here are the top 10 people that should be in your network, no matter if you're looking for a job or happy in your current position—because every job is temporary!
This is the person who has reached the level of success you aspire to have. You can learn from their successes as well as their mistakes. Heed their wisdom and experience. This relationship offers a unique perspective because they have known you through several peaks and valleys in your life and watched you evolve.
The coach is someone who comes in at different times in your life. They help with critical decisions and transitions and offer an objective perspective with no strings attached.
This is someone in your chosen field who has expert-level information or access to it. This person will keep you informed on what's happening now and what the next big thing is. Invite them to be a sounding board for your next innovative idea.
This is someone outside of your chosen industry that always has the latest buzz. It can be on any topic you find interesting. The goal in having this person in your network is to look for those connections that spark innovation via the unconventional. It will also help you keep your conversations interesting.
This is a person who has access to people, resources, and information. As soon as they come across something related to you, they are sending you an email or picking up the phone. Connectors are great at uncovering unique ways to make connections, finding resources and opportunities most people would over look.
This is the person in your network you can dream with. No matter how "out there" your latest idea is, this is the person that will help you brainstorm ways to make it happen. Without judgment, they are focused on helping you flesh out your dreams in high definition, even if you don't have a solid plan yet on how to make it happen.
On the flip side, you still need the person who will help you keep it real. This is the person who will give you the raised eyebrow when your expectations are a little to unrealistic and need some grounding. These are not people who knock down your dreams; rather, they challenge you to actively make your dreams happen.
Visionary people inspire you by their journey. They are similar to the Idealist, but the visionary can help you envision an actual plan to reach your goal. One personal encounter with this type of person can powerfully change the direction of your thinking and life.
You need to have someone who is in a similar place and on a similar path to share with. In fact, partners do a lot of sharing. This is a person you can share the wins and woes with. Partners will also share resources, opportunities, and information.
This is someone you can serve as a mentor. Someone you can help shape and guide based on your experiences. One of the best ways to tell you understand something is to be able to explain it to someone else. And sometimes, one of the best motivators for pushing through obstacles and hardship is knowing someone is watching.
Obviously, you will want to have more than 10 people in your network. The trick is to make sure you are building a diverse network by adding people from different industries, backgrounds, age groups, ethnic groups, and so on that fit into the roles listed above.
Building a deep network by only including people from your current profession or business focus leaves too many stones unturned, limiting potential opportunities. Serious about building a strong professional network that can actually provide the leverage you need to make progress at work and the connections to land your dream job? Evaluate your current network and get started filling in the gaps. Happy networking!
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At Work It Daily, we like to say, "Brand or BE branded." Personal branding is reputation management. It's your chance to control how you want people to view you as a professional.
Here are three ways you can build a strategy for effectively communicating your personal brand on social media.
Through professional experience and the knowledge you have gained, you have something to offer your network. You may not know it right away, but you do. Any experience you choose to share could help a colleague grow their career or a new connection attempting to break into the industry.
To have a greater impact, it's important to focus on the areas that you have the most authority on. For example, if you've been a financial advisor for 25 years, there are several directions you could go, including offering industry insight and financial advice.
A good starting point is to make a list of the most common questions about financial advising and brainstorming some topics where you can offer the most value.
Once you have decided on the topics that you want to focus on, it's time to create content and push it out on social media. At Work It Daily, another saying that we're fond of is, "Content is king," and it continues to be true.
You may already know that you're an authority on a topic, but that doesn't necessarily mean that your network does. But, if you're consistently pushing out content addressing topics in your industry, your network slowly begins to catch on and starts to view you as an authority.
A lot of people use their LinkedIn profiles to accomplish this because you can both create and share content with your professional network. Some professionals also use personal blogs and websites to create content and then push it out on LinkedIn, Facebook, Twitter, etc.
All of these ways can be effective, as long as you're consistent about it.
While there will always be a place for written content, it's hard to ignore how engaged audiences are becoming with short videos. Video is particularly helpful for attracting new audiences. Videos can be posted on LinkedIn and most other social media platforms.
TikTok has gained some serious traction as the new "how-to" platform for experts to share tips and advice. Work It Daily founder and CEO J.T. O'Donnell uses her TikTok account to offer career advice and has amassed over 1M followers.
TikTok only allows 60 seconds of video, so it forces people to be concise. While you may have more time on other platforms, a good rule of thumb on video is to always be concise. Look back at previously written content that you have created and narrow your focus for the purpose of the video.
Video not only offers you another way to stand out, but it can also be fun. The other good thing about video is that you don't need a fancy setup unless you want one. You just need a smartphone and a few other supplies. Embracing video can really grow your personal brand!
A strong personal brand will help you stand out at all stages in your career, so it's important to constantly give it the attention it deserves.
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