How positive psychology can enhance your job search

How positive psychology can enhance your job searchHow positive psychology can enhance your job searchTheres a new trend in the working world today - people arent only looking to change their job, theyre now looking to change their profession. And, despite trend more common, switching careers is still hard to do.Dr. Dawn Grahams new book, Switchers How Smart Professionals Change Careers and Seize Success is a resource to help switch careers and do it successfully. Dr. Graham is Career Director for the MBA Program for Executives at The Wharton School at the University of Pennsylvania, where she counsels business leaders on making strategic career choices. A licensed psychologist and former corporate recruiter, she hosts SiriusXM Radios weekly call-in show Career Talk on geschftsleben Radio 111.Leveraging her experience as a career coach, she touts that Switchers provides a step-by-step guide, chock full of actionable tips and tools that empower readers to figure out their next move a nd draw a roadmap for how to get there. She also states that the role of psychology is an important aspect of career success for a job-seeker.Anytime there is human interaction, psychology is playing a role, says Dr. Graham. Our brains are hard at work behind the scenes engaging past experiences, emotions and other factors into our decisions and actions.Dr. Graham offers the following suggestions on how to harness positive psychology in career quests.Be optimisticMindset plays a big role in success, and its no different in the job search.Plus, likability and trust are key factors in building a strong brand and a network of ambassadors - contacts who are willing and able to introduce you to others and share relevant information with you, Dr. Graham says. In fact, research shows that people need to like you before they are interested in knowing about your skills and abilities.Be mindful of your cuesIn an interview, a hirer will be on high alert for red flags, she says. While fruchtwe in people are at least a little nervous in an interview, its important to understand how these cues are being interpreted by a hirer, who is trying to avoid making a poor hiring decision i.e., loss aversion. This is where understanding the psychology of human interaction and the recruiting process can really help, Dr. Graham explains.Many job seekers dont realize that the hiring process is initially about elimination, notlage selection, she says. They are looking for easy reasons to eliminate you initially. All job seekers have a red flag - perhaps it is job-hopping, an absence from the workforce, lack of a degree or being a switcher. The key is to understand your red flag and to be able to confidently allay a hirers concerns.Be persistentA job search process can be full of rejection, ghosting, and ambiguity, especially for those switching a career.This isnt a reason to give up. The best goals in life often include a challenging path and the book gives you the step-by-step map to g et there, including ways to remain motivated when things get hard, Dr. Graham adds.Be open to re-branding your skillsetTo successfully switch careers, you need to re-brand your skills, create ambassadors in your network, and get into the mind of your new audience, she says.A career switch means a change in identity, which can be exciting, yet also scary, especially if youve built a successful career that youll be walking away from to become a novice in a new field, says Dr. Graham. So you need to be willing to let go of ego, titles, status and maybe even get creative with your finances, commute or travel schedule. If youre not willing to lose, youre not ready to switch.

All About the Cite Internationale des Arts Residency

All About the Cite Internationale des Arts ResidencyAll About the Cite Internationale des Arts ResidencyCit Internationale des Arts was established in 1965 and is an speciesist residency, with two spaces, located in Paris, France. Cit Internationale des Arts offers a total of 324 studios for artists in residence. Annually, more than 1000 artists from over 50 countries get accepted into the program. Mission Cit Internationale des Arts mission is to provide studios for artists from all around the world to live and make work in France for a set period of time. History It was Finnish artist Eero Snellmans idea for a Parisian artist residency, in which he spoke about in a speech given at the Exposition Universelle in Paris in 1937. However, due to World War II, the idea did not take off until much later. By 1965, Franco-Tunisian architect Olivier-Clement Cacoubs design for the first building was constructed, with other buildings added later. Artists can apply directly for about 30 % percent of the available studios, while the remaining 70% is reserved for French and foreign operators (which include numerous grenzberschreitend cultural bodies) who select residents according to their own application conditions. Location Cit Internationale des Arts is located in 2 sited in Paris the Marais has 284 studios and the Montmartre has 40 studios. The Marais location consists of 9 buildings and is the area where artists selected by other operators are placed. This area is close to art galleries and the famous art museums of Paris. Artists selected by the Cit internationale des arts work in the studios at 24 rue Norvins in the 18th district, Montmartre, which is a historical area and surrounded by a wooded garden. Studio Facilities Cit has two locations in Paris 18 rue de lHtel de Ville has over 270 individual workshops in the heart of the Marais district, an area filled with art galleries. 24 rue Norvins has 30 individual workshops in Montmartre. Studios for etc hing, lithography and silkscreen printing, plus a photography darkroom are available for professional artists. The Cit des Arts also has a ceramics kiln and three weaving looms. Users must pay a service charge. The studios consist of a large workroom, a converted kitchen, and bathroom, plus bedding. The size of a studio is approximately 20 to 60 square meters. Living Facilities Furnished rooms attached to the work studios are provided. Application Process Cit Internationale des Arts website provides information on how to apply for a residency. Length of Residency An artist residency is for 2 months to 1 year. Funding Service fees are charged for use of the facilities. Noteworthy Facts Since its opening in 1965, the Cit Internationale des Arts has accommodated more than 18,000 artists from all over the world.

The Dos and Donts of Evaluating Veteran Candidates

The Dos and Donts of Evaluating Veteran CandidatesThe Dos and Donts of Evaluating Veteran CandidatesAs an experienced hiring manager, you probably feel confident in the way you approach the hiring process. You may think your questions are fair and without bias towards gender, race, or personal backgrounds. While this may be true in many of the mora widely addressed areas that are generally promoted by both social movements, news, and politics, theres a narrow but large subsection of the population that you may not have had as much exposure to when it comes to interviewing and hiring.Were talking veterans. Whether active duty, reserve, or retired, veterans provide a substantial and diverse contribution to employers in a host of industries. As of 2017, retired U.S. servicemembers made up 8.5% of the US workforce. Given the specialty training and rigorous schedules and exacting process, veterans are often an attractive option for employers looking for solid, top-notch employees. While t hose with prior service experience can certainly prove an asset to your company, hiring such individuals is not without its hurdles if your hiring managers, interviewers or others arent properly trained. From insensitive questions to undervaluing prior unrelated experience, here we delve into the dos and donts when it comes to evaluating veterans candidates. Dont Make AssumptionsPerhaps one of the biggest mistakes you can make when evaluating a veteran for employment is to assume that their service has had a negative impact on their ability to perform. In all areas were often prone to listening to the sensationalized news and hot topics. For veterans, one of the biggest terms often thrown around is PTSD. PTSD (or Post Traumatic Stress Disorder) is a serious condition that can affect many who return after seeing active combat. While the condition carries a host of physical and mental drawbacks, perhaps the greatest is the negative perception and misconceptions attached to the diagnos is.First and foremost, dont ask candidates prohibited questions such as do you have PTSD or did you ever have to shoot or be shot at. Not only are these types of queries insensitive, they also could get you into serious HR hot water. If after meeting with a former service member you have concerns about their ability to perform essential work functions there are far better and more productive ways to phrase those questions. Try asking why the candidate feels like they would be a good fit for the lokalitt if they have any concerns over the job description or how they handle stressful situations. These questions are far more sensitive and focus on the job at hand without projecting bias towards the candidates service experience. Another area where veterans often see bias is when they suffer a physical disability due to an active duty injury. Besides being a poor business practice, discriminating against a candidate due to a physical disability that doesnt affect their ability to perfo rm their job duties also violates state and federal laws. Ask the candidate if they are able to physically perform the duties as listed in the job description and trust their judgment when they answer. Evaluating Transferable SkillsAnother area where veterans often experience bias is in applying for positions that require specific work experience or a niche skill set. While specialist positions do exist within the armed services, many veterans leave active duty with generalist experiences. This means that employers often evaluate veterans in the same way as they would entry-level candidates making it an uphill battle to find gainful employment after serving their country.Savvy employers know that what a former service member lacks in on the job training they make up for in commitment to quickly learning new tasks. Thinking on your feet is an essential quality developed across all branches of the military. Instead of considering veterans as having zero years of experience, give cred it for their time served in the military. Operating a forklift may take special training, but a veteran will most likely have a great amount of experience in safely operating other vehicles and machinery. During the interview, ask the candidate about what skills or experience they feel would be most transferable to the new position. Most job descriptions have wiggle room for years on the job by using the phrase or equivalent experience. Assess veterans based on their service experience on a case by case basis and avoid automatically labeling someone as entry-level simply because they held a different title in their past job.Final Thoughts on Hiring VeteransEmployers should realize that hiring a veteran provides a great opportunity to add employees with significant extra skills. Former service members have had the opportunity to develop leadership skills as well as high attention to detail and are typically loyal to their company. Veterans are also more likely to show up on time and be reliable, hard-working employees. In short, if you have the opportunity to hire a veteran, consider the perks the candidate may offer and value those when compared to actual work experience or specific titles. Your organization will reap the benefits of the contributions a veteran can make to your mission and overall business.