Wednesday, April 25, 2018

Job Hunting is Hard

Job hunting is hard, but interviewing is just as hard.  How much do you tell, when do you get there, are you the first to bring up $?  There are tons of questions that go through your mind.  There are also a few answers that one of my recruiters sent with my interview confirmation.  Some of which I was well aware some things made me got Hmm 😀.  Here's what I got:

10 Things Your Interviewer Won't Tell You

What are hiring managers really thinking during an interview?

By Alison Green, Contributor |June 11, 2012, at 8:27 a.m.       

Wondering what's running through your interviewer's mind? Here are 10 things your interviewer might be thinking—but probably won't tell you:

1. You showed up too early. Many interviewers are annoyed when candidates show up more than five or 10 minutes early, since they may feel obligated to interrupt what they're doing and go out to greet the person. Some feel guilty leaving someone sitting in their reception area that long. Aim to walk in five minutes early, but no more than that.

2. We're judging how you're dressed and groomed. In most industries, a professional appearance still matters. You don't need to wear expensive clothes, but showing up in a casual outfit or clothes that don't fit properly, having unkempt hair, or inappropriately flashy makeup can harm your chances.

3. We don't want you to try to sell us. It's a turn-off when a candidate seems overly focused on closing the deal, rather than on figuring out if the job is the right fit. No hiring manager wants to think she's being aggressively sold; we want the best person for the job, not the pushiest spiel.

4. Little things count. Candidates often act as if only "official" contacts, like interviews and formal writing samples, count, but hiring managers are watching everything, including things like how quickly you respond to requests for writing samples and references, whether your email confirming the time of the interview is sloppily written, and how you treat the receptionist.

5. We might act like we don't mind you bad mouthing a former employer, but we do. We'll let you talk on once you start, but internally we're noting that you're willing to trash-talk people who have employed you in the past and are wondering if you'll do that to us too. What's more, we're wondering about the other side of the story—whether you're hard to get along with, or a troublemaker, or impossible to please.

6. You might be talking too much. Your answers to your interviewer's questions should be direct and to-the-point. Rambling and unnecessary tangents raise doubts about your ability to organize your thoughts and convey needed information quickly. If you're tempted to go on longer than two minutes, instead ask, "Does that give you what you're looking for, or would you like me to go more in depth about this?" If the interviewer wants more, she'll say so.

7. Fit really, really matters, so we think a lot about your personality. You might have all the qualifications an employer is looking for, but still not get hired because your working style would clash with the people with whom you'd be working. Remember, it's not just a question of whether you have the skills to do the job; it's also a question of fit for this particular position, with this particular boss, in this particular culture, and in this particular company.

8. We want you to talk about salary first for the exact reason you fear. Salary conversations are nerve-wracking for job seekers because they know that they risk low-balling themselves by naming a number first. And that's exactly why interviewers push candidates to throw out a number first. In an ideal world, employers would simply let candidates know the range they intend to pay, but in reality, plenty take advantage of the power disparity by making candidates talk about money first.

9. We're going to ask other people what they think of you. We're going to ask anyone who came in contact with you for their impressions—from the receptionist to the guy who you met for two minutes in the hallway.

10. We like thank-you notes, but not for the reason you think. Post-interview thank-you notes aren't just about thanking the interviewer for her time; the ones that are done well build on the conversation and reiterate your enthusiasm for the job.

Alison Green writes the popular Ask a Manager blog, where she dispenses advice on career, job search, and management issues. She's also the co-author of Managing to Change the World: The Nonprofit Manager's Guide to Getting Results, and former chief of staff of a successful nonprofit organization, where she oversaw day-to-day staff management, hiring, firing, and employee development.

Wednesday, April 18, 2018

BoGo this Biz Together!


We believe so strongly that the is that we're keeping the Business Builder Kit around for a few more days! 🎉 Now you have until April 21 to join with bestie and work this biz together! 💚

Tuesday, April 17, 2018

Natural Hair Transition

Ok so back in 2008 I decided to go au natural.  On top of my head LOL.  I stopped getting perms and decided to get braids to wait out the natural growth that was already started since it had been a while since my last perm.  However between when my appointment was for the braids and my initial consultation I decided to take the leap and got the "Big Chop".  Cutting off all of my damaged, permed hair and leaving me with a 1 inch Afro.

After that for the first time in my life I got braids.  Man were they heavy.  I have much respect for all my friends that wore them constantly.  I lasted until the first 3 fell out.  Even though they were at the back of my head I painstakingly took the time to pull all of them out.  And just let my hair grow from there.  I started a routine of washing it as needed, but doing a deep condition once a week, every week.

(Mid 2008) Shortly after I took out my braids and got general twists in my hair, my husband decided to take a leap into his Jamaican heritage and get dreadlocks.  With his half Indian hair grade it wasn't easy, but the end result was cool.  The first person I ever knew with dreads was my cousin Bryan.  Why Bryan did it, only God knows, but that was my first dread lock encounter. 

After I had my second daughter in 2009 my hair was down to my bra in the back and I was tired of trying to do something with it.  I was Muslim by this time, but even wearing hijab daily I still had to take care of my hair at home, for my husband. I had a friend of the family start my locs. It was a journey.  Until one day in June of 2012 I found that 2 of my locs had broken off.  I was at a loss as to what happened and wasn't happy at the placement of the loss so I made an executive decision and cut my hair short again for the second time in my life.  For a while it felt good without the weight on my head and having to retwist them every so often.

However here I am 2018 wondering what to do next.  I see friends, cousins, etc starting or maintaining a loc journey.  And I truely miss them. (SIDE NOTE: Hubs cut his first in 2011 for business)  However I'm doing something I didn't do the first time and something I did before my first big chop.  I'm doing the research.  And with the era of YOUTUBE there is not only a lot of information, but I don't have to sit and read it all LOL it gets relayed to me verbally.  So as of today I'm still in debate, but I feel I'll have an update soon.

Friday, April 6, 2018

Current read list

Looking for improvement and or guidance.  So here is my current reading list.  One book through my husband brought and I stole it "temporarily" to read for myself. LOL

Click the pictures if you want to check them out at amazon.


Actually already got half way through the above.  Click the picture if you want to check it out at amazon.

Synopsis:
To get the best from your employees, you need to be more than a manager. You need to be a coach.

You're a leader because you possess expertise in your field. You have the training and experience. You understand your business - but can you fully motivate and engage your team?

Michael K. Simpson, a senior consultant to Franklin Covey, has spent more than twenty-five years training executives to become effective coaches, mentoring and guiding leaders and managers to encourage and develop the talent of their people - the most important asset in any organization. In this guide, you will acquire the skills to coach your personnel from the ground up, maximizing their potential on a personal level, as members of the team, and as contributors to the organization as a whole.

Transform your business relationships (and your business) with this comprehensive tool for optimizing productivity, profitability, loyalty, and customer focus. Don't just manage. Energize. Galvanize. Inspire. Be a coach.
©2014 Michael Simpson (P)2014 Brilliance Audio, all rights reserved



Here is the book I "borrowed" from my hubs:


Synopsis:
Do You Know What It Takes to Be a High Potential in Your Organization?

Being seen as a high-potential leader is essential to getting promoted and reaching your organization's upper echelons, but most companies keep their top-talent list a closely guarded secret. And the assessment process they use to decide who is and isn't a future leader is an even greater mystery.

The High Potential's Advantage takes you behind the scenes and shows how you can get on, and stay on, your company's fast track. Leadership development experts Jay Conger and Allan Church draw upon decades of research and experience--designing high-potential programs for hundreds of large well-known global organizations and assessing and coaching thousands of talented leaders--to answer the critical questions asked by ambitious individuals like you: What will it take for me to advance in this organization? What does my boss look for when deciding whether I’m a high potential? Once I'm on the list, then what? Can I fall off it and, if so, what do I do?

Revealing the key differentiators--five critical "X factors"--that set people apart across companies of all types, Conger and Church show what you need to do to achieve and maintain top-talent status. You’ll find detailed advice for cultivating and practicing each X factor, with numerous and rich examples from those on the verge of their first promotion to those only a step away from the C-suite. The High Potential's Advantage also shows you how to gain insight into and excel at the specific process your company uses to identify and develop high potentials--and how to determine which unique capabilities your company values the most. The High Potential's Advantage is the essential guide to becoming a leader in your organization.

Wednesday, March 21, 2018

Our new Friends

So since I've been a little off with my blogging I haven't told the world about our new friends/family that we adopted last year. 

We the Qhamata family are now the proud owners of 2 (yes two) Ball Pythons.  They were re-homed to us by our new friend Tegan that works at Pet Co.

The first was named Venom, but don't let the name fool you ball pythons are constrictors and don't actually have any venom.  I have my middle child to thank for the name.  This snake was our first and is a pet for the kids.
Isn't he cute! I've never been a snake person and balked at the idea from day one, but after researching the breed and visiting the pets store a couple of times myself after about 3-4 months I finally agreed to the insanity of it and that's when we met Tegan.  We were looking for a rep to purchase the python in the observation tank and a cage when she informed us she had a bp that was about 3 y/o that needed a good home.  Taking her word for it we brought the tank and arranged to pick up the snake in a week to make sure he was taking frozen rats.

Fast forward a couple of months we are shopping for snake food when we run into Tegan who again offers to re-home another snake to us being that we've been such good parents to Venom.  Enter Goldie.
This not being his best picture but he's really shiny :) This one, this one is mine. 

Of course now that everyone more or less has their snake my husband is on some BS looking to not add another ball python to our growing zoo, but an actual python or a Boa.   SMH  I opened the flood gates when I agreed to the first. LOL

So far he's entertained a red tailed boa, something similar to the white lipped python.  He's easy as long as it's a baby and it will be bigger than our ball pythons because since 'he's a big man he needs a big snake'.  ANYWAYS LOL!

So we currently are the owners to two ball pythons with the possibility of 3rd snake in the near future.

Monday, March 19, 2018

Spring Fragrance




What better way to celebrate the first day of spring (tomorrow!) and National Fragrance Day (Wednesday!) than with your own fragrance, featuring It Works! Fractionated Coconut Oil and It Works! CHILL.

Sunday, March 11, 2018

Best Laid Plans

So best laid plans of the chronically ill.  LOL so my New year new goals is still a work in progress.  I do not forget what I'm asking of myself it's more so getting the motivation to move LOL.  Hoping to kick myself into gear the rest of this month.