Below, we share a few signs that it’s time to leave your job and how to find a new one quickly. 

When It’s Time to Quit Your Job

Leaving a job isn’t a decision to make lightly. However, there are some red flags that, when combined, can signal that it’s time for your tenure at a company to draw to a close.

Consider some of the following signs that it’s time for you to look for a new job.

People Don’t Trust Each Other

If colleagues don’t trust each other, you’re in a toxic work environment. You’re not going to be able to collaborate effectively, and the team won’t be productive enough to hit their goals.

You deserve to feel safe at work; if you can’t trust your colleagues or boss, it’s time to start exploring your options.

There’s No Room for Growth

No reasonable employer would expect you to work in an entry-level position (with entry-level pay) for five years. Eventually, you will outgrow your role.

If you’ve learned all you can from a job and don’t have any room to continue to hone your professional skills, it’s likely time for you to look for a new position at a different company.

There’s a High Turnover Rate

Your manager left in your first month on the job. Your favorite work friend has quit after only six months with the company. If it seems like everyone at work has incredibly short tenures with the company, that’s a red flag that you’re not in a healthy work environment. 

Unfortunately, there’s nothing you can do to change a company-wide problem. If you notice high turnover rates at work, the best thing to do is get out. 

Preparing to Leave Your Job

You know it’s time to quit your job, but how can you find a new role quickly? Below are a few tips to help you land a new position. 

Get Clear on What You Want

Get crystal clear on the type of job you want. Don’t just think about job titles.

Consider whether you want to work remotely or if you’d prefer a hybrid job. Do you want to work a standard 9-to-5, or do you want to find a company that offers flexible work schedules?

Think about what you’re looking for in a job, so you can target companies with positions that meet your needs. 

Update Your Resume

You’ll need to update your resume before submitting it in a job application. Make sure to highlight your most relevant skills and experience. Be sure to focus your resume on your accomplishments—don’t just provide a list of daily tasks. This will help you stand out from the competition.

In addition, tailor your resume to each position you apply for. Do this discreetly so you can job search without your employer knowing.

Work Your Network

Your network plays a vital role in uncovering new opportunities. If you have friends and family you can trust, let them know you’re conducting a discreet job search, so they can refer you to anyone they know who’s hiring. 

In addition, consider joining LinkedIn groups to network with industry professionals and uncover hidden job opportunities. Make sure to choose relevant groups for your role and industry.

And remember, networking is a two-way street. Be sure to reciprocate and help your network with introductions, referrals, or advice. 

Find a New Job

Sometimes, jobs simply don’t pan out for a feasible long-term role. If this has happened to you, it’s time to start looking for a new position. By identifying what you’re looking for in a role, updating your resume, and leveraging your network, you’ll be able to find a better job where you can thrive. 

The post Clear Signs It’s Time to Leave Your Job appeared first on Job-Hunt.

One fun and helpful way to narrow down the options is to consider what jobs are a great fit for your personality. While this shouldn’t be the only deciding factor in determining your career path, you can use the Myers-Briggs career test to gain a little insight into which roles you might enjoy the most.

What Is the Myers-Briggs Personality Test?

First published in 1962, the Myers-Briggs Type Indicator (MBTI) was created by a mother-daughter team looking for ways to help people understand themselves and each other better. The test has grown to have a massive following in the corporate world, with more than 88% of Fortune 500 companies utilizing the insights.

How to Take the Myers-Briggs Test

Are you wondering how your personality would stack up against different job postings? Trying to figure out what your dream job is? You don’t have to wait for a corporate recruiter to send you a link. Taking the Myers-Briggs test can provide you with a new way of assessing compatible roles and might be valuable as a launching point for new job research.

Find the test online at MBTIonline for a small fee or through a certified practitioner who administers the test. The assessment should take around 45 minutes, and you’ll be quickly provided with feedback that many professionals believe you can use to help shape your personal development and well-being.

What Are the Traits Assessed?

After completing the assessment, you’ll be provided with results showing where you land in the following four categories.

• Extroversion (E) or Introversion (I)
• Sensing (S) or Intuitive (N)
• Feeling (F) or Thinking (T)
• Judging (J) or Perceiving (P)

Most of us will have characteristics that fall across the entire spectrum, but our unique personalities and perspectives will lean more toward one side of each category.

Broken down into eight subcategories, they combine to create 16 different personality types, as defined by Myers-Briggs. We’ve listed them below, along with some careers that are considered an excellent fit for each personality.

More: How to Answer “What Makes You Unique?” In a Job Interview

Great Career Matches for Myers-Briggs Personality Types

ISTJ

ISTJ personality types are often organized and thorough. They’ll thrive in analytical roles with consistent outcomes and expectations.

Careers for ISTJ personality types:

• Accountant
• Bookkeeper

ISFJ

Often considered considerate and conscientious, ISFJ personalities thrive in orderly environments where they can embrace their social desire to bring value to others.

Careers for ISFJ personality types:

• Photographer
• Administrative Assistant

INTJ

Organized and decisive, the INTJ personality seeks to find connections and will thrive in analytical roles.

Careers for INTJ personality types:

• Supply Chain Manager
• Advertising Executive

INFJ

Job seekers who identify as INFJ will often be those who seek insight into others, what motivates them, and long to create a better community and individual relationships.

Careers for INFJ personality types:

• Counselor
• Therapist

ISTP

More likely to be natural introverts, the ISTP characteristics lean toward big-picture thinking. They are often the ones analyzing cause and effect and finding efficient solutions.

Careers for ISTP personality types:

• Engineer
• Computer Technician

ISFP

Those with an ISFP personality can quickly push through their natural tendency to be introverted. Being social, they enjoy harmony and avoid conflict.

Careers for ISFP personality types:

• Social Media Manager
• Physical Therapist

INFP

Frequently idealistic and loyal, INFP types tend to be fantastic coaches, as they enjoy working one-on-one with others to help them fulfill their potential.

Careers for INFP personality types:

• Career Coach
• Graphic Designer

INTP

Highly introverted, INTP types shy away from team roles, preferring to analyze and tackle problems methodically by themselves.

Careers for INTP personality types:

• Architect
• Science Professor

ESTP

Thought of as a persuader, the ESTP personality type is often very outgoing and very detail-oriented but struggles with seeing the bigger picture. Tending toward practicality, they aren’t planners but can achieve results quickly.

Careers for ESTP personality types:

• Business-to-Consumer (B2C) Sales
• Customer Service

ESFP

Considered highly adaptable, the ESFP personality type is often outgoing and fun in their day-to-day work life and not afraid to be in the spotlight.

Careers for ESFP personality types:

• Event Planner
• Interior Designer

ENFP

Many entrepreneurs fall under the umbrella of the ENFP personality type. They rely more on intuition rather than traditional rules. You can frequently find them following their passions.

Careers for ENFP personality types:

• Arts Director
• Consultant

ENTP

Also prone to entrepreneurial roles, the ENTP personality is more likely to carefully do market research and develop a solid business plan before starting their venture.

Careers for ENTP personality types:

• Real Estate Agent
• Marketing

ESTJ

Extroverts that land on the higher thinking (T) side of the spectrum, ESTJ types often excel in social roles requiring big-picture thinking. They’re more matter-of-fact than their counterparts with high feeling (F).

Careers for ESTJ personality types:

• Project Manager
• Account Executive

ESFJ

Highly extroverted, the ESFJ personality trait gravitates toward social roles. Generally, this personality will work well in a team environment.

Careers for ESFJ personality types:

• Sales Representative
• Account Manager

ENFJ

Considered high-energy, ENFJ team members are fun to be around and often the catalyst for getting momentum going for projects and new ideas.

Careers for ENFJ personality types:

• Human Resources Manager
• Trainer

ENTJ

Organized, efficient, outgoing, and not afraid to take charge or embrace the spotlight, the ENTJ personality is often seen as a natural-born leader who can rally the team around an organized and efficient approach.

Careers for ENTJ personality types:

• Lawyer
• Executive

How to Use Your Results

If you recently took the test yourself, or have a copy from a previous employer, you can use the information from your Myers-Briggs career test to help you brainstorm your next career goal. It’s essential to remember that this is simply one aspect of your career story. Your experiences, training, and work history will also guide you toward roles you love.

However, if you’re at a crossroads and trying to determine what career path to follow next, the Myers-Briggs Type Indicator can help jump-start your career explorations.

For more information, check out FlexJobs ultimate guide to changing careers.

The post Great Careers for All Myers-Briggs Personality Types: ENFP, INTJ, and More appeared first on Job-Hunt.

That said, you can consider some best practices that can help you avoid wasting time on blind alleys and dead ends as you navigate the career path that’s right for you. These three tips can get you started.

Think in Terms of Milestones

It can feel overwhelming to look ahead and try to figure out how to get from Point A to Point B in a particular career. No matter what field you’re in, there are always going to be multiple steps to take to reach certain goals along your career path, and a sensible way to think about these steps is in terms of targeting milestones to reach along the way.

For example, if you’re working in the tech industry in a junior-level role and aspire to become a manager, you might consider framing the next steps on your career path around these three milestones:

• First, take a management class to show your boss you are interested in this form of career development.

• Next, you might mention to your boss during your review that you’d like to be considered for opportunities in your department that would test-drive your management skills, such as being a project lead.

• Finally, you might apply for an open management position, noting during your interview and on your application the steps you’ve taken to prepare yourself for a management role.

Weigh Opportunities With Your Career Path in Mind

As you plan your career path and identify appropriate milestones, keep in mind that avoiding certain opportunities—and taking care not to focus on developing the wrong skills—can also steer you in the right direction.

While you may be tempted to apply for interesting-sounding jobs or might be offered a position that seems exciting, if it doesn’t help move you closer to your actual career goals, then going in this new direction may end up being a detour that temporarily derails you. 

Similarly, while you can learn many professional and technical skills that are useful in a general sense, it’s important to use your time wisely if you want to reach your career goals sooner. Instead of taking an online course that’s unrelated to your industry, figure out what types of skills and industry-specific knowledge will move you closer to your goals.

Raise Your Hand and Network

Regardless of your industry, you can help leapfrog your career by taking on more of the right kind of responsibilities. This can help you gain needed skills and prove your competency in your areas of interest. Extra opportunities may not come to you at work if you don’t proactively seek them, so an important part of career pathing involves letting your manager know what responsibilities you would like to add in order to gain experience for the role you are interested in.

Networking also can help expedite moving you to where you want to be on your career path. Simply knowing someone who can offer you the type of opportunity you want in your current industry or a different one can be all it takes to get a foot in the door. So, make time to network both inside your company and beyond it, and make your career goals known as you do so.

Choose Your Direction

By combining savvy networking with milestone planning, thoughtful selection of professional learning options, and asking for the appropriate additional responsibilities to augment your skill set, you’ll be well-positioned to map your career path in the true direction that you’d like to go.

More: How to Create a Meaningful Career

The post How to Figure Out Your Career Path: 3 Tips appeared first on Job-Hunt.

That’s where SMART goals can help. SMART goals can help you clearly define the goals you want to accomplish and figure out exactly what you need to do to get there.

What Does SMART Mean?

SMART is an acronym that helps you set better goals for yourself by ensuring each one is:

• Specific
• Measurable
• Achievable
• Relevant
• Time-bound (or time-sensitive)

Whether personal or professional, setting goals using this framework helps ensure your goals are realistic and achievable in a set amount of time. It also helps you define and measure your success toward achieving that goal.

How to Create SMART Goals

When you create SMART goals, you’re creating a clear action plan that defines what you need to do and by when. Each part of the goals supports the others, resulting in a unified and cohesive strategy that helps you achieve your goals.

Specific

The first thing a SMART goal is is specific.

A goal that is broad and vague is difficult to accomplish. But a goal that’s specific, clear, and concrete is not. For example, your goal might be to land a new job, but that’s very general. Instead, develop a SMART goal that gives you a roadmap to landing a new job.

Ask yourself a few questions about your general goal to help you make it specific.

For example:

• What do I want to accomplish?
• Why does this goal matter to me?
• What do I have to do to achieve the goal?

So, if your goal is to land a new job, ask yourself why you want a new job:

• Are you bored in your current role? 
• Do you want to move up a level but can’t at your current company? 
• How will a new job fit into your overall career plan?
• What do you want from a new job?

With those in mind, you might create a SMART goal that looks like this:

• I will become a [job title] at [name of company or industry] and work a hybrid schedule.

Measurable

With the specifics in place, decide how to measure your progress toward the goal.

For example, using the above goal, you could include a measurement of applying to no less than five new jobs per month. This specific, concrete metric defines what you have to do to make progress toward landing a new job.

But a measurable goal does more than help you define progress. It also keeps you accountable!

If your goal includes applying to five jobs per month, but by the 29th, you’ve only applied to one job, step back and figure out why you didn’t apply to five jobs that month. Were you unable to find jobs and companies that were a good fit for you? Is it the end of the year, and there isn’t much hiring going on? Analyze what happened and adjust your plans to account for factors within your control, and don’t stress about what you can’t control. 

The other half of this, though, is that measuring your progress toward the goal helps keep you accountable. If you say you’re applying to five jobs per month, and it’s the 29th, but you’ve only applied to one position because you didn’t spend enough time searching, you can hold yourself accountable for not meeting the goal. 

Achievable

While aiming high and stretching yourself is important, any goal you set needs to be realistically achievable. For example, while you may want to run a Fortune 500 company one day, it’s unlikely that day will be the one right after you graduate college.

To set an achievable goal, ask yourself how realistic it is, given your current circumstances. If, for example, you want to get a promotion, but that job requires a certain kind of education (like a certification or even a degree), your SMART goal of getting the promotion may not be achievable right now. Instead, you may need to focus your goal on going back to school or enrolling in some classes.

Relevant

Whatever goals you set need to be relevant to you and relevant to other goals you may be working toward. This is the answer to the “why.” Why are you setting this goal, and what will it help you accomplish?

For example, if you’re trying to change careers, you may think you have to return to school and get a new degree. But that may not be the case. Ask yourself if obtaining a degree is relevant and achievable. If not, there may be other ways to accomplish your goal (like focusing on your transferable skills.)

Time-Bound

Finally, SMART goals are time-bound (or time-sensitive). Essentially, you’re setting a due date to help motivate you to stay on target.

The due date can be daily, weekly, or monthly (even yearly if it’s appropriate). Then on the due date, evaluate where you are, where you need to go, and what you have to do to get there!

SMART Goal Examples

That’s how you set SMART goals. But what do they look like in action? Here are a few examples of SMART goals.

SMART Goal for a Job Seeker

• Specific: I’m going to get a job as a senior account manager for a leading consumer goods company.
• Measurable: I will apply to no less than five appropriate roles per month.
• Achievable: As an account manager, I already have the skills to become a senior account manager but cannot at my current company.
• Relevant: This is the next logical step in my career and will help me move into director-level roles.
• Time-Bound: I will apply to at least one open position each week to ensure I apply to five openings per month.

SMART Goal for Growing Leads

• Specific: I will find better leads to ensure we close more sales and have less churn.
• Measurable: The sales team will increase sales by 5%.
• Achievable: We spend too much time selling to people that ultimately aren’t served by the product. I will better vet leads before sending them to the sales team to better match clients with the product.
• Relevant: Growth in sales will help reduce churn and improve the bottom line.
• Time-Bound: After three months, I will review my progress and adjust my strategy as necessary.

Clear Goals With a Plan

SMART goals are more than clear. They help you define the steps you need to accomplish your goals and set clear metrics that can motivate you and keep you on target toward achieving them.

The post What are SMART Goals? How to Set Achievable Goals (Examples) appeared first on Job-Hunt.

No matter where you are on your career journey, taking a career aptitude test can help you figure out which careers you might succeed in. However, because there’s no one right answer for what your career path should be, career aptitude tests are only part of your career exploration.

What Are Career Aptitude Tests?

Career aptitude tests, also known as career tests or career quizzes, are designed to help you figure out what career (or careers) you might enjoy. Because a job is so much more than a paycheck, these tests go a step beyond asking, “What do you want to be when you grow up?” A career aptitude test tries to match you to the careers that you’re best suited for and will ultimately enjoy and thrive in.

How Do Career Tests Work?

An aptitude test evaluates your skills and abilities to measure your readiness for “the next steps.” The SAT is a good example. It helps measure how ready you are for college.

Like the SATs, a career aptitude test consists of a series of questions. However, instead of asking you to solve a math problem, career tests ask you how you feel about certain tasks (like performing math every day). The questions and your answers are designed to help you better understand yourself in areas like:

• Motivation
• Personality traits
• Interests
• Strengths
• Skills
• Values

The results help you understand who you are and suggest some careers that best match your likes and dislikes.

What Can a Career Aptitude Test Do For You and Your Career?

Unlike asking friends and family what career you should pursue (which is OK), a career aptitude test is generally an objective assessment of your personality. This objectivity can help you get a clear, unbiased picture of what careers might be best for you.

Likewise, career assessments can help you move forward when you’re stuck deciding what to do next. Students, career changers, and anyone who isn’t sure what they want to do (or do next) can benefit from taking a career test.

How to Use the Results 

It’s important to remember that taking a career aptitude test is not a shortcut to finding the right career or even career success. While these tests can help you find your dream job, the results identify several possible dream jobs. The test will not tell you which career is “the one” or what you’ll ultimately be most successful in.

Career aptitude test results and the career suggestions are a starting point for your career exploration. Just because the test results say you might be good at something (like being a stunt double) doesn’t mean you should necessarily pursue it. 

Eliminate careers you know you wouldn’t like, then give serious examination to the remaining career choices. You can even test-drive a few through volunteering, freelancing, or a part-time job to see if some of these careers really are the best choice for you.

Types of Career Tests

There are many types of career aptitude tests around, and though they may use different methods, they all ultimately measure the same things. You can find them on the internet, offered through schools, and given by career professionals (like psychologists or career coaches). Whichever test you choose, make sure you use one that’s valid and reliable, and remember, the results are only the first step on your journey.

Here are some career aptitude tests to try. Some are free, and some are paid.

1. O*Net Interest Profiler (My Next Move): Free
2. Career Aptitude Test (123test): Free
3. What Career Is Right For Me: Free
4. MyPlan.com (offers various career tests): Free to $19.95
5. CareerFitter.com: Free to $39.95

Pencils Down

Career aptitude tests are a fantastic way to discover more about your personality and motivations and identify careers that may be well-suited to who you are. However, they are only one tool out of many that you can use to help you better understand which jobs and industries you’ll enjoy being in.

The post How Career Aptitude Tests Can Help You Find Your Dream Job appeared first on Job-Hunt.

What Is “At-Will” Employment? Definition & Meaning 

At-will employment means that you and your employer are not obligated to continue your professional relationship. You can quit your job at any time without a reason, and your employer can terminate your employment at any time without a reason. Neither side is required to give advance notice that the employment relationship is ending (except in the case of a layoff under certain circumstances).

The employer, however, also has the right to change the terms of the employment relationship at any time without advance notice and generally without consequences. This includes:

• Cutting pay
• Reducing or terminating benefits
• Changing or eliminating paid time off
• Altering existing work schedules 

Am I an At-Will Employee?

Likely, yes. Outside of Montana, all states allow employment-at-will arrangements. And unless your employer has explicitly stated otherwise, you are probably an at-will employee. When in doubt, check your offer letter or the employee handbook, which should state the terms of your employment.

Limitations and Exceptions of At-Will Employment

The federal government has no rules or regulations regarding at-will employment. Individual states are free to set their own rules regarding at-will employment. However, some federal laws supersede state at-will employment laws.

Here are some of the important limitations and exceptions of at-will employment.

Workers With a Contract

Some workers are contract employees. Generally, this means there is a written contract between employer and employee that outlines the specifics of compensation, termination, and everything else regarding the working relationship. Workers in a union or those with a collective bargaining agreement are examples.

Implied Contracts

Whether or not a physical document exists, if there’s an implied contract, you are not an at-will employee. An implied contract may exist based on what the employer has said about your work relationship or through their actions (such as providing raises and annual reviews).

However, in most states, it’s up to the employee to prove the implied contract exists.

Good Faith and Fair Dealing

In some states, an employer cannot fire you “in bad faith.” For example, if you have a chronic health condition and your employer fires you because the health insurance premiums have increased for the entire company, the employer is acting in “bad faith.” 

Public Policy

Some states also have a public policy exception that prohibits employers from firing at-will employees.

For example, if an employee refuses to perform an illegal act at the employer’s direction, the worker cannot be fired. Likewise, if the employee has to report for National Guard duty, the employer cannot fire them for missing work.

Discrimination

Federal and state laws prohibit employers from discriminating against people in protected classes. This protection extends to at-will employees fired for being in one of these groups.

Retaliation

Retaliation is another exception to the at-will agreement. For example, if an employee reports wrongdoing by their employer, they cannot be fired due to their whistleblowing.

Know Your Rights

While it may seem that the employer holds all the cards in an at-will arrangement, employees are entitled to certain protections. Know your rights under an at-will work agreement and consult with an attorney for clarity and guidance.

The post At-Will Employment: What It Means and Important Exceptions appeared first on Job-Hunt.

Let’s dig a little deeper into the what, why, and when you need to offer your written resignation.

Defining Two Weeks Notice

The answer is that yes, notifying your employer at least two weeks before you plan to leave is still regarded as a professional standard. In general, two weeks is considered 10 business days, rather than 14 calendar days. However, that varies depending on your industry. For instance, a restaurant that creates schedules that include the weekends will expect 14 days of notice.

Incidentally, you can give your notice at any point during the week. You don’t need to wait for Monday or Friday. In fact, there is no right or wrong day to do so. Due to health benefit cycles, you might choose to give your notice in a way that ensures you’re carrying insurance for an additional month.

Do You Need to Give Two Weeks Notice?

You’re not the first person to find a new job that you’re eager to begin and consider just skipping out. If you’re wondering if you’re legally required to offer notice, the answer is generally no. Some exceptions are if you’re under a contract or if a union agreement that you’re under requires it. You should research your specific situation if you think there are extenuating circumstances.

Otherwise, there are no legal ramifications to leaving without notice for the vast majority of employees. But before you start packing up your desk, consider all of the consequences you might face if you jump ship without warning.

You’ll Appear Unprofessional

If you up and leave your job without notice, you’ll be sending up red flags to your new employer. While you might view it as showing an eagerness to join the team, your new employer might question your work ethic. After all, if you leave your current employer without notice, they might wonder if you’ll do that to them down the road.

You’re Ruining Your Reference

Most larger companies are only allowed to offer three pieces of information when asked for a reference. They’re able to verify your title, your length of employment, and whether you are rehireable. Leaving without notice will almost always list you as not eligible for rehire.

When future employers check your references, they will learn your employment was severed, and you won’t be welcomed back.

Your Coworkers Will Struggle

Perhaps you have a boss that you cannot stand! Well, realistically, they aren’t the one who will suffer. It will often be your coworkers, your clients, or the next person hired. They’ll be left carrying a heavier workload and trying to figure out the ins and outs of projects you were working on.

Also, any relationships that you have built with your coworkers will generally struggle if you leave without notice. Your future networking efforts will be stifled, possibly making it harder to find a job down the road.

You’ll Earn a Reputation

Consider that news in the business world travels and people move from job to job. More and more companies are going remote, more LinkedIn groups are forming, and careers are fluid. Therefore, the likelihood of you running into someone you worked with before or joining a group with your former boss is more prevalent than ever. They will most likely not greet you with enthusiasm without two weeks notice.

How to Give Two Weeks Notice

Schedule a time to speak with your boss. Ask for 10 minutes of their time, regardless of whether you’re a long-distance employee meeting via Zoom or in person. Ideally, you’ll ask them for time later in the same day or the next.

Have a resignation letter printed out, ready to hand to them after you’ve had the conversation. For a remote worker, have an email ready to go, with a CC to HR, so they have a copy for your employee file. It should include the date you are tendering your resignation along with your anticipated last day of work.

Your direct supervisor should be the first one notified, not your coworkers. You don’t want your boss to overhear by the watercooler that you’re leaving. Stick to the point and be concise and professional, both in conversation and writing. If you had a fantastic job with a wonderful boss, it might be hard not to get emotional. In which case, this is an excellent opportunity to suggest that you connect on LinkedIn.

If you’re frustrated by situations, now is not the time to vent. Generally, there will be an exit interview with HR. If not, ensure you request one.

What if You’re Given a Counteroffer?

Often, an employer will offer an employee a counteroffer when they tender their resignation. At first glance, this might seem appealing. Carefully consider, however, all the reasons that you were resigning in the first place. It can be favorable if it was simply a struggle to make ends meet, and this counteroffer will cover your needs.

The majority of the time, however, you were leaving for multiple reasons. Job satisfaction, schedule, engagement in your role…the list goes on. Money is rarely the sole contention. If you accept a counteroffer, the other issues with your position will not resolve themselves magically. You’re still likely to be dissatisfied with your job, and you will often be left wondering why they didn’t offer you that salary in the first place.

You may also have a damaged relationship with your employer, and your loyalty could be questioned going forward. They may never forget that you only stayed because they offered you more money. When promotions come in the future, will you be considered, or will you be put at the bottom of the list? Will you be in line to get another raise, or will they feel like they just gave you a significant raise?

It would be best to determine which job offers the best long-term career development. One of the best options is to create a list of pros and cons to ensure you’re comparing all aspects. A job affects so many different aspects of your life, from where you can live geographically, how much free time you have, and how much money you have to meet your needs. Your best option is to stop and carefully consider all of the reasons you were leaving to begin with.

Keep Your Professional Reputation

Your two weeks notice is the best way to leave on good terms. Indeed, it can be intimidating to initiate a conversation. Generally, though, your boss is used to having these conversations, and everything will go smoothly. You’ll be able to create a transition for your replacement or teammates, tie up any loose ends, and ensure that you have contact information for those coworkers you want to stay in touch with.

Ultimately, ensuring that there are no unresolved issues between you and your employer means that you can enjoy a friendly and professional parting of ways.

The post How to Give Two Weeks Notice appeared first on Job-Hunt.

What Should My Salary Be?

Your salary is a reflection of many things, like your education, experience, and the unique skill set you bring to the role. However, your salary is also a reflection of:

• What the employer thinks your skills and abilities are worth
• What the employer believes the role or the work is worth
• The value of the industry
• The value of a specific job within an industry
• What the company can (and cannot) pay you

These metrics measure different things, and sometimes they compete with each other. For example, your skill set may be rare, making you a valuable employee. In many industries, you could probably count on being paid a high salary that reflects this. However, if you’re working for a nonprofit or a startup that doesn’t have outside funding, you may be worth more salary, but the company can’t pay it.

This is precisely what makes finding the salary you deserve a challenge. It’s a mix of factors that are in and out of your control.

How to Research Salary

Fortunately, you can take back some control by researching salary ranges for specific job titles and industries. This can help you get an idea of what your skills are worth and understand what employers across industries are willing to pay.

Review Job Postings

More and more companies include a salary range as part of the job posting. Seek out the postings for your job title that have salary information and compare them across industries to see what employers think a specific position is worth. Make sure to look at the location, job duties, and education requirements to ensure you’re comparing apples to apples (as much as possible).

In addition to giving you an idea of the salary range for a role, comparing job postings also gives you an idea of whether you’d be at the low, middle, or high end of the salary range. And it provides clues about how you can ensure you’re offered the salary you desire (like obtaining a certification, for example).

Check Outside Sources

Since not all companies include salary information on their job postings, you can turn to third-party sources for more information. The Bureau of Labor Statistics posts salary range information for different job titles, and a site like Salary.com lets you research salaries and cost of living.

Glassdoor is also a good site to research salary ranges for roles. What’s more, Glassdoor also provides self-reported salary data so you can get a general idea of what a company pays employees for specific job titles. And you can also get a sense of whether or not this company pays staff the salary you’re willing to accept.

Keep Location in Mind

As you research salary ranges, where you live makes a difference. Many employers adjust pay rates for the cost of living by location, resulting in very different salary ranges for the same job title. 

For example, the salary for an entry-level role in a high cost-of-living area like San Francisco, California, is likely to be a lot higher than the salary for a job with the same duties, responsibilities, and requirements in a lower cost-of-living area, like Des Moine, Iowa.

However, not all companies adjust for the cost of living. Particularly in fully distributed companies, there may be one salary range for the role, and it does not adjust no matter where you live. 

Consider Your Experience Level

As you research salary ranges, you’ll find, well, a lot of range! And this is because salary ranges often include a wide range of experience levels.

For example, “mid-career” covers a lot of experience levels. Someone with five to seven years of experience may be considered mid-career just as much as someone with seven to 10 years. The person with less experience is likely paid less, but you won’t necessarily see this reflected in pay ranges and may instead see a pay range that includes all mid-career workers.

Keep this in mind as you research and remember that if you have less experience, you’re more likely to be paid at the lower end of the salary range.

Talk to People in Your Field

Finally, one of the best ways to find the salary you deserve is to talk about it!

Like including salary range in a job posting, the taboo around discussing salary is starting to fade. So, if you want to find out the salary for people in your field who do what you do, set up some informational interviews with your network and ask people what salary they started at, what they earn now, and what they did to get there. 

And while it’s important to speak to people who are the same gender as you, make sure you talk to people who aren’t. This can help you understand where there may be pay disparities in your field and help you prepare to overcome them.

Beyond Salary

One other thing to consider when it comes to the salary you deserve is everything your employer provides outside the salary. Extensive employee benefits and compensation packages (the fringe benefits) can greatly increase the overall value of working for a company beyond your paycheck.

For example, you may start at a low salary but receive a bonus every three months for your performance. Likewise, you may take home less pay, but the company pays for 100% of your health insurance premium for you and your dependents. Though your paycheck is less than what you might like, the overall value of what you receive from your employer is worth more.

To learn more, read Salary and Compensation: A Comprehensive Guide to Your Paycheck.

Valuing Yourself

The salary you want and the salary you receive are often two (sometimes very!) different things. However, doing the homework for your role, experience level, and industry can help you get a solid understanding of the general salary range for your job. This way, when you receive an offer or want to negotiate a raise, you’ll know exactly where you are and what you can do to get the salary you deserve.

The post How to Research and Find the Salary You Deserve appeared first on Job-Hunt.

Sure, it’s fun to imagine pulling the cord and dropping the slide or singing a goodbye song over the intercom, especially if you’ve grown to despise your position or company, but at the end of the day, it’s essential to leave gracefully.

Why? Well, there’s an old saying that you can’t change the first impression. When you’re leaving a job, though, it might be more appropriate to say, “you can’t change the last impression.”

Even if the company doesn’t go into detail, leaving without notice can ensure that HR labels you as “not eligible for rehire” when future employers inquire. And a hasty exit can negate any great work you did while employed there, harming your potential jobs down the road. You may end up having to answer, “Why did you leave your previous job?” and hoping it matches what your previous boss says.

So, how do you create an exit plan that includes a graceful exit?

What To Consider When Resigning

Be Professional

“Have you started hiring to fill her role? I think she got a new job.”

This is not how you want your manager to be notified of your exit. Give your manager the courtesy of being the first to know. Keep it under your hat. Don’t post any new positions on social media or change your LinkedIn status just yet.

The professional standard is to give at least two weeks’ notice whenever possible. If you have a good rapport, offer to train your replacement. Clean up your area, and return any IT equipment promptly. Thank them for the opportunity.

Resign in Person

Request a meeting in person or a Zoom conference if you’re a remote employee. Be concise. Let them know that you’re going to be leaving and when. Have a printed or digital resignation letter ready to go.

Similar to the manner you carefully reviewed your resume, you’ll want to spend a little time creating your resignation letter. This is most likely to stay in your HR file. Ensure it contains your exit date, a simple explanation of why you’re leaving, and a note of gratitude for the job.

Don’t Overshare in Writing

Have a good rapport or particularly close to your boss? Feel free to confide in the details during your in-person meeting. However, your written resignation letter is a formal document that will go to your HR department. You don’t have to share more than a simple explanation. It can be as easy as saying you are leaving for personal reasons.

Request an Exit Interview

Ensure that you finalize details with HR. Find out when and where you’ll receive your final pay, and ask about vacation and sick time payouts.

If you have any feedback about your role or processes that you found confusing or challenging, now is the time to bring them up.

Network With Coworkers

While you might not have become after-work buddies, it’s always good to keep your connections alive. Reach out on LinkedIn for connections. Now is also the time to ask if they’d be willing to leave a recommendation on your LinkedIn profile.

Consider Submitting Company Reviews

While you’re wrapping things up, consider writing positive reviews on LinkedIn for your coworkers and your boss. You can leave reviews on Google or Glassdoor for the company. Be transparent about the fact that you worked there and briefly describe your experiences. Leave out any details of drama.

Leaving Gracefully Ensures You Appear Professional

Even when you didn’t hate your last job, it can be tempting to jump into your new role without creating closure at your previous job. Be cautious, though.

Your new employer might be hesitant to move forward if you’re willing to leave a current position without notice. Dramatic exits are great for the movies, but a respectful and organized exit ensures you maintain your references and professional reputation.

The post How to Quit Your Job Gracefully: 6 Tips appeared first on Job-Hunt.

Professional Coach Christie Mims points to fear as the main factor preventing us from finding our dream jobs. She describes it as a mental block that keeps us saying, “I just don’t know what I want to do.”

So, how do you move past that to find your dream job? With a solid plan, of course.

We’ll show you how to conquer your fears by narrowing down ideas, doing research, and creating an actionable plan. When your inner voice (and perhaps your mother) see that you have an organized path, they’ll start to calm down.

Start Brainstorming

Brainstorm Your Interests and Passions

Get out a piece of paper and write down what excites you—your passions, interests, and audacious goals. Don’t limit these to your current hobbies. As with any brainstorming session, set a time limit and don’t censor yourself. Below are some questions to help get your ideas flowing.

• Did you have any internships that you loved?
• What classes did you take in high school or college that you excelled at?
• What hobbies do you pursue?
• Are you passionate about animals, the environment, travel, etc.?
• Have you always wanted to be a writer, photographer, or creative?
• When in your life have you felt the proudest of an accomplishment?
• How do people describe your work performance? Your personality?

More: How to Create a Meaningful Career

Brainstorm Your Ideal Work Environment

The second list you’ll brainstorm is your ideal work environment. Describe what you dream about when you consider your work-life (rather than the actual role itself).

• Do you enjoy working in a team environment, or do you prefer autonomy?
• Would you enjoy being a leader, or do you prefer only to be responsible for yourself?
• What does your ideal schedule look like?
• Are you a morning person or a night owl?
• Would you enjoy an alternative schedule?
• Do you want to move to a fully remote role?
• Does stress mow you under, or do you thrive on deadlines?
• What is the minimum salary that you can accept?
• What do you like most about your current role? Least?

Perhaps you’ve always dreamed of traveling the U.S. in an RV while working remotely. Write that down. Or, maybe you love the camaraderie of stopping by a coworker’s desk in a large office? These are essential factors in finding your ideal job.

Compare Your Lists

Create your top nonnegotiables for your work environment. Now, compare that to your list of passions and interests. You should be able to start narrowing down some of your job options here.

Suppose you like the challenge of juggling multiple priorities, you’re extraordinarily organized, enjoy working with a team, and want to work while traveling. Even if you don’t have the exact job title, you just described some specifics about what it is you’d love to be doing.

Get Organized

Now that you’ve started to narrow down your options, you’ll get even closer to defining a dream role by getting organized. Perhaps it’s not exactly what you’ll be doing, but what it allows your life to be that is important.

Consider why you want to make a career change. Are you looking for greater flexibility? A higher salary or more responsibility? Use job search sites, such as FlexJobs, to find new roles that meet your criteria.

Research

You should start to see patterns and a few top job ideas emerge. When a role looks interesting to you, do some research on what a day in real life looks like. Read reviews on Glassdoor, find podcasts, and read interviews from those who hold the role.

Network

Use local and virtual networking opportunities to meet professionals in that role. Find social media groups for that role, or connect on LinkedIn with current professionals. Ask them for 20 minutes of their time. Explain that you’re considering moving to that field and are looking to get their feedback. Research them first, so they feel like you’re coming prepared.

List Your Skills

As you get down to the final three roles, start listing your transferable skills. Read job descriptions to see where you might fall short and need some training or new certifications. Do you have the time or funds to make that happen? That might help you decide between some different fields. Can you stay in your current job and volunteer, or get an internship to close the gap? A career aptitude test can also help you figure out which careers you might thrive in.

Speaking of staying in your current role, perhaps what you’re looking for is a different role or a different company within the same field. When you start to define your dream role, maybe you realize that you are seeking a company whose visions align more closely with yours. Perhaps you thrive on volunteering and want to work for a company that supports that.

Create a Plan

Your final step is to create a career change plan. Now that you’ve found a dream job that you are focused on, you can create a plan to get you there, creating a more easy transition.

Perhaps that means getting training or finding an internship. Maybe it’s working with a career coach, tweaking your resume, or overhauling your LinkedIn profile. Realistically, it’s probably all of those.

Once you’ve brainstormed your ideal role, identified your nonnegotiables, and organized your search into a step-by-step plan, you’ll be well on your way to finding your dream job.

Are you looking for a remote, work-from-home, or flexible job? Whether you’re a data analyst, copywriter, project manager, or you’re still finding the right job for you, our partner site FlexJobs can help you find great remote, work-from-home opportunities.

The post How to Find Your Dream Job appeared first on Job-Hunt.