When asked the strength/weakness question you don't have to struggle.
Answer it by going back to your last employee review and see what improvements your boss suggested. Mention what your boss thought you needed to improve upon and talk about the actions you took to improve.
Hiring Managers ask this question really to see if you are trainable and how you respond to constructive criticism.
If you want to look for a job without tipping off your current Employer. Here is a good tip:
CREATE YOUR PERSONAL BRAND USING SOCIAL MEDIA-Talk about your areas of expertise, share your accomplishments in your role, write content to show your knowledge and share it on Social Media especially Linkedin.
This will get you noticed by Recruiters who will reach out to you for job opportunities.
When interviewing try to find ways to interject in the conversation how you took initiatives on projects, problems you identified and more important the solutions you recommended to solve them.
Something great to show is ways you were able to take responsibilities off of your bosses hands so they could be more efficient with their time.
In starting your Job Search don't overlook the power of Alumni Relationships both College and High School.
There is a pride dynamic that people have with affiliating and helping someone who went to their school.
Linkedin has a Alumni Search function to help you find people across the World who went to the same school as you. Don't be afraid to reach out to those people even if you didn't know them. It's an automatic "WARM LEAD".
Video Resumes are a great way to get a job applicant's "foot in the door" for any type of job, but especially for Critical Roles to a Company such as Sales, Technology, Leadership, HR and Marketing!
What a 3 minute clip can accomplish highlighting a Candidate's background in a very vivid and visual way to an employer far outweighs a multiple page Written Resume.
When hiring your next employee keep the 7 C's in mind: 1. Competent: This is still the first factor to consider. Does the potential employee have the necessary skills, experiences, and education to successfully complete the tasks you need to be performed?
2. Capable: Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? For me, being capable means the employee has the potential for growth and the ability and willingness to take on more responsibility.
3. Compatible: Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person’s willingness and ability to be harmonious with you, his or her boss. If the new employee can’t, there will be problems.
4. Commitment: Is the candidate serious about working for the long-term? Or is he or she just passing through, always looking for something better? A history of past jobs and time spent at each provides a clear insight into the matter.
5. Character: Does the person have values that align with yours? Are they honest; do they tell the truth and keep promises? Are they above reproach? Are they selfless and a team player?
6. Culture: Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies, and procedures that influence the behavior of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.
7. Compensation: As the employer, be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, an employee may feel unappreciated and thereby under perform.
Recruiters are still your most valuable resource: Recruitment and Hiring has and always will be a People Business. Job changes are a very emotional decisions for candidates, even when it comes to leaving a job that they are not happy with.
Even though the Internet and AI applications are great ways to find people, they are not equipped to deal with the Human Element of guiding a candidate through the "emotional roller coaster" to make the decision of leaving their current company to take a new job.
A Job Description is no longer enough to attract the right candidates to apply to your openings! What is now needed is the"one-two punch" of Employer Branding alongside creating an Amazing Candidate Experience that will stick in a Job Seeker's Mind!
Organizations spend a lot of time and effort crafting their marketing message and brand to their perspective Client Niche on Social Media and their website. Now the same must