Kathryn Minshew Quotes
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One classic mistake is when people give the impression that they just want a job, not this job or this company in particular. From a hiring manager's perspective, you're looking for someone who is excited about this role or this company.
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As you move through the application process, keep refining the way you present yourself. Like any skill, you'll only get better with practice, and you'll only hurt yourself if you get discouraged too early. This is one race that's definitely a marathon, not a sprint.
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Previous experience, key skills, and education. They're undoubtedly all important things you consider when filtering through applicants in order to make a new hire. But, what's another major determining factor of whether or not that hopeful interviewee deserves an offer letter? Cultural fit.
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Keeping a 'CEO blog' or 'founder's blog' can be a great platform for engaging your users in a nontraditional way, reaching people outside of your product pitch and building rapport without selling them anything except a belief in your ideas.
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Work is personal in the same way that finding a friend or partner is personal.
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When I started my first company, I still had a 40-hour a week job. I was working on my company on nights and weekends before I took the plunge and gave up a salary.
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The first time you meet someone, they're a new acquaintance, the second time you have a bit of an understanding, and the third time you meet them, you're old hats.
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I always encourage people to learn the basics and nail the basics. Take the time to customize your resume and cover letter to reflect your qualifications, your research on the specific company and position, and how you believe you can add value.
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As a general rule, most recent university graduates know far more about U.S. economic history and 'The Lord of the Flies' than about how the modern workplace functions and how to succeed in it. Yet come senior year of college, it couldn't be more important or more timely to learn the basics of getting a job.
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It's all too easy to forget that cultural fit is a two-way street. Yes, the candidate needs to gel well with your company's vibe and mission. But, you also need to fit in with her desires, goals, and long-term career vision. It's not a one-sided relationship.
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Done right, a performance review is one of the best opportunities to encourage and support high performers and constructively improve your middle- and lower-tier workers.
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There's a dance happening on both sides of the table. Individuals are giving their personal and career values a lot more weight when it comes to finding a company that aligns with both. At the same time, companies are becoming a lot more transparent about their core values as an organization and the types of people they want to attract.
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Recruiters sometimes have their wires crossed when it comes to what Millennials really want at work. While fancy perks are great, many Millennials are more excited about growing and thriving at a company that appreciates their talent and will help them continue to learn.
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Take the time to match your application to the company and the role you're applying for. Even if it means you're sending out fewer applications overall, I think that can be really powerful.
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I didn't even know that there was a startup culture, that there were events with people who built businesses. When I started meeting those people and going in to that world, I felt like I was among my people for the first time in my life.
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Millennials tend to appreciate regular feedback because they want to feel that their work matters and that they are making a difference in the workplace. As the youngest generation at most organizations, they also tend to be hungry for growth and development opportunities.
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Much-derided chick lit, chick flicks, and chick magazines have left ambitious women in a bind. Why is it that I, a young woman, can read 'GQ,' enjoy 'Fight Club,' and subscribe to 'Thrillist,' while the idea of a guy doing the same with 'Glamour,' '27 Dresses' and 'Daily Candy' is nearly unheard of?
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When The Daily Muse initially wanted to launch a job board, our first ideas were insanely (and needlessly) complex. We wanted to integrate with social networks, gather rich personal data to build predictive algorithms, and put together numerous cool visualization tools before launching out to the world. We were just sure users would love it!
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I am a big advocate for having an open discussion about team norms and preferences. At The Muse, some of us like to start working at 7:30 A.M. Others focus best from 10 P.M. to 2 A.M. Create a culture where it's acceptable not to be working when someone else is working.
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Starting with the values that feel authentic to who you are can serve as a compass to find more meaningful, fulfilling work.
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It's fantastic to be known as a company that responds quickly to users, shares great resources and friendly banter with them over Twitter, and forges relationships on Pinterest, Facebook, and every other social media site out there.
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Ultimately, I think it takes a certain grit and determination to constantly re-prove to people that you're just as dedicated, just as determined, and just as capable as the entrepreneurs around you who may better fit the physical pattern - but on the flipside, women who succeed often become razor sharp through the process.
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There were so many lessons I learned the hard way: missing out on a raise because I didn't know to ask, having colleagues consistently get credit for my ideas because of how I spoke up in meetings. When I looked for a resource that addressed the challenges I was facing, I couldn't find it. There was nothing.
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I grew up thinking that I would be an ambassador secret agent. From age 14 to right before I graduated college, I was really interested in the foreign service and the United Nations. I learned to speak French, Turkish, and all these things.