From Forbes: Never Give Up Your Salary Details

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“It is wonderful to see job-seekers waking up to realize they have more power in the hiring equation than they thought they did.

Employers can’t grow their businesses without great employees on board.

Job-seekers need to know that there are lots of badly-managed organizations that treat job-seekers like dirt. Almost everyone has run into one of those organizations at some point.

The faster you run away from organizations (and recruiters) who treat you badly, the sooner you’ll find the right people to collaborate with!

Don’t give up your current or past salary details just because someone asks you to. What you get paid now and what you got paid at every job you’ve ever held is your personal information — and nobody else’s business.

Recruiters will ask for your salary history and so will employers. If you run into the question ‘What did your past jobs pay?’ on an online job application, here’s how to handle it.”

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From World Economic Forum: The 5 Skills All Job Recruiters Look For

skills job all recruiters look for

“Sometimes our clients will provide us with about five non-negotiable criteria for candidates to meet; skills they must possess or experience they have to have to be considered for a specific role. Of course this varies across positions and companies, but there are several items we see cropping up again and again. I compared notes with the other recruiters in our office to come up with those criteria we are asked to identify most frequently these days.

1. Leading up, down, and across
For directors it’s not just about management anymore. It’s all about leadership. Have you honed your management style in a way that inspires others and makes them want to follow you, not just listen to you? Have you looked for training and mentors? Good managers don’t just turn in your review and manage time and expectations, they develop talent and motivate their team to strive further and achieve more. Our Vice President, Kassie Wilner, adds that the ability to “use your influence to gain consensus cross-functionally and build effective relationships across divisions in a matrix corporate structure” is a skill that she sees coming up again and again.”

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Be Your Own Inspiration: Adi Diner, Engineering Project Manager

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Adi Diner is a Project Manager at Spectra-Physics, an industrial and scientific laser company in the San Francisco Bay Area. Adi’s profile stood out to me because I wanted to highlight someone from the Eazl community with a science and engineering background. I also really liked how her passion for science was developed as a child because I think it’s something so many of us can relate to.

Check out Adi’s wise words about teamwork and perfection, which is applicable to you no matter what industry you’re in:

Ludell Jones: In 2-3 sentences, tell us about your career and what you do.
Adi Diner: I started my career designing lasers. Later, I advanced to leading a team of physicists, and now I work as a project manager at Spectra Physics. I lead a team of engineers from different disciplines (physics, mechanics, electronic and software). Together we turn an idea into a product: high-end lasers that are used in leading research labs. The lasers we develop are used in physics, chemistry, and biology research labs.

LJ: What inspired you to pursue your profession/industry?
AD: Since I was young, I have wanted to understand how things work. As a child, I wondered why natural phenomena occurred and invented new devices. [In] high school, I chose to do a research project in a real lab at a research institute. I was so excited when the theory I learned in class came to life in the lab.

LJ: What is one of the toughest challenges you’ve faced while building your career?
AD: When developing new products, there is a constant conflict between ‘perfect’ and ‘good enough’. There is always one more thing that can be done in order to improve the product further or make sure that it is as good as can be.

But as an engineer and a manager, I have to aim for perfection while meeting practical demands with limited time and resources. The different considerations must be adjudicated upon.

At the same time, I must balance the sometimes contradictory input of different team members. I found that, when working individually in the lab, it is hard to see the bigger picture; in most cases, an open discussion brings all team members to understand the limitations and to prioritize correctly.

LJ: What advice would you give to your younger self if you knew then what you know now?
AD: When I just started in the industry, after spending years in grad school, I felt I [was] supposed to have answers to everything. I wish I learned earlier that, even after many years in the industry, you do not need to know everything. Asking other team members and brainstorming as a team has proven to be an amazing way for all of us to learn and find innovative solutions.

LJ: What other people in your field do you admire and why?
AD: I admire people who have the passion and ability to take their own idea from theory to product.

Adi welcomes your connection requests on LinkedIn.

Think Like a CEO: Using the New LinkedIn Workforce Report

The new LinkedIn Workforce Report will give you a near-realtime snapshot of the movements, skills gaps, and industry talent scenarios each month. The report is built exclusively from LinkedIn’s huge amounts of workforce-related data and should enable you to step into the shoes of a big-time CEO, investor, or entrepreneur. Sometimes, you need to step back and take a 30,000 ft. view to see things you don’t notice when you’re “on the ground.”

Check out February 2017’s report here.

The report will be published each month on the LinkedIn blog.

Subscribe to Eazl here.

Interact with the Eazl community:
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How to Add a Guest Blog or Feature to Your LinkedIn Profile

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Now that you’ve been featured on someone else’s blog, it’s time to share in all the right places. One of those places that often gets overlooked is LinkedIn.

Guest posts and features are the perfect opportunity to add some visuals to your LinkedIn profile. All you need to do is go to edit mode on your profile, scroll down to the right work experience to list your feature beneath, select the “add content” icon, upload a high quality photo, and provide a title with a description.

Here’s a screen share I took when I added a blog post that mentioned me to my current work experience:

 

Now, when LinkedIn users visit your profile, articles that mention you will stand out and add to your credibility.

Have you seen our Career Hacking course? It’ll teach you how to make some big upgrades to your resume, CV, LinkedIn profile, and networking game.

Build Your Self-Esteem and Develop Emotional Intelligence

The softest skills can be the hardest to build, but building them is a smart investment. Recently, the Harvard Business Review published a study which found only .05% of business leaders made it to the top while being strongly disliked by their peers.

We launched a new, fun course with actress Palmer Jones (see trailer above) to help our community tackle the challenge of building soft skills. In this training, you’’ll learn how to:

• Communicate more effectively with your voice and body language
• Fearlessly face the unknown
• Use character development techniques to build your emotional intelligence

All of these skills will not only help your career or business, but with your personal life as well. Anyone who has the courage to get started will find value in this training.

Honestly, we’re serious about creating a fun, inspiring, kick-ass learning experience to help you succeed. If you don’t enjoy the course, you’re welcome to a refund with no questions asked. So come on in and upgrade your confidence and emotional intelligence game!

From HubSpot: How to Find a Great Mentor

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“Have you ever had your mind blown by a little kid’s wisdom?

More often than not, they tend to have surprisingly astute yet simple observations in life. (Case in point — noting to my Dad, at age two, that my Mom “keeps the money in her purse” when I was told he couldn’t buy a toy I wanted.)

While it might be a stretch to call kids our mentors, the occasional profoundness of children reminds us that youth doesn’t always preclude wisdom. And the same goes for mentorship. It doesn’t have to be limited to kids, teens, and people early in their careers. As we progress in life, that guidance shouldn’t disappear — there isn’t an age that deems us unfit to be mentored.

But when it comes to being mentored later in our careers, many of us aren’t sure where to begin. There are many ways to go about finding a mentor at any age, though, and we’re here to suggest a few.”

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From Inc.: Successful Remote Workers Share Their Productivity Secrets

remote working

“Remote working means we no longer have to choose between a career and travel. Improved efficiency and lower stress mean it can be a winner for employers too. But just how do you stay productive while working on the move?

Remote working is more accessible to both employees and the self employed than ever before. This is largely due to an improvement in technology and tools, enabling employees and consultants to work from wherever in the world they may be with ease.

For the remote workers themselves, this affords an opportunity that previous generations rarely had: to be able to travel and work at the same time. It no longer has to be one or the other.

There are huge benefits for employers too. Remote workers typically report lower levels of stress, which in turn increases efficiency and productivity. It can also result in lower overheads for employers.

But remote working requires discipline, and it isn’t free of pitfalls. So what makes for successful remote working?”

remote workers

The Science of Happiness and Social Status

In this week’s Brain Boost: the science of happiness and social status.

If you look on Instagram and many of the other social networks around, you’ll see that there’s a culture of people who like to flash money, designer bags, trips, and fancy cars. It would almost make you think that personal consumption and status should be the driving force behind our decisions.

If you find flashy images interesting and attractive, don’t worry it’s natural to your brain. Professor Ed Schiappa, the head of MIT Media Lab, has shown that our brains are virtually incapable of categorizing images and videos into a category that’s different from the things that we’ve actually seen in real life.

So, the takeaway here is that, when you see it through social media, your brain thinks that you actually saw it for real. That’s why we have a hard time remembering that some person who posts Instagram photos of themselves with luxury cars and helicopters that they really don’t own really isn’t that rich.

Interestingly, we now know for a fact that being super rich does not lead to happiness. Research from Nobel Prize winner Daniel Kahneman at Princeton University has shown that, after around $75k a year, additional income contributes very little to our happiness. Instead, what we’re looking for is respect.

Check out his research here.

A research team from UC Berkeley shows that the kind of status that does drive real happiness is the kind that is derived from your personal networks: respect. And that respect is usually delivered in face-to-face interactions within your professional community or within your local community –not online.

So, the takeaway here is that being rich orbecoming rich… if that’s a part of your life, that’s great. You should do it well like Bill Gates, JK Rowling, and Warren Buffett. But let’s call bullshit on all the fraudsters who post Ferraris and claim that they can teach you to get what they have because, most likely, they don’t have it yet.

See you next week at 10 a.m. Pacific Time for another Brain Boost.

Also, check out these other videos from Daniel Kahneman and Ed Schiappa below:

From U.S. News: 5 Terrible Workplace Policies That Good Companies Don’t Have

 terrible workplace policies

“Workplace policies are supposed to serve the needs of the business – which include attracting and retaining great employees. And yet some truly terrible policies have stuck around for decades, despite fairly sweeping changes in work culture. These policies are often rooted in outdated work norms and a lack of trust from managers toward employees – which is one reason why good companies and good employees don’t want anything to do with them.

Here are five of the worst workplace policies that good companies jettisoned long ago but which lesser companies continue to cling to.”

terrible workplace policies