Are you searching a new job? Here are some ideas to learn & remember always before you get ready for an interview.
Everyone has eager to work as early as possible after completion of their graduation.
Does everyone want to work?
Is it true?
NO. I don’t want to say “everyone has eager to work”; I say “Everyone want to earn money” after their graduation immediately. Only few people have eager to work in their career and make their milestones. Rests are working for survival purposes.
Some people forced by their family situation to search a job, some people forced by their parents to search a job and also to take care of their business activities as earlier, some people will go to higher studies and to build up their career later stage. Also few people will get an opportunity to work somewhere before they attend final examination thru campus placement. However, most of the student will not get placement during their academic and leads to search a job on their own after graduation.
We will read this blog to get some ideas to search a job effectively and quickly. Normally, to search a job people will migrate to bigger city/state for survival purposes.
What will they do in bigger city? If they choose to work in other state, they must be having a problem of other regional languages, food and other health issues; even they might not have a close relationships & friends.
How does a newly graduated person handle this situation and come out with a new job?
Here are the ideas:
SET A GOAL OR DEADLINE TO GET A NEW JOB
Make your mindset to get a job within 30 days or write down future date on the separate note work to get a job within. (Say I want to get a job on or before MM/DD/YYYY)
Remind yourself about this deadline everyday and starts to count rest days.
IDENTIFY THE AREA OF INTEREST YOU WANT TO WORK
When you able to identify your area of interest you want to work, you should also know the reason why you chosen, and other alternative jobs, related companies to your area of interest. This will help you how to identify how depth you have knowledge, make you to think out of box, and show how you want to grow in your career path, what kind company you look.
IDENTIFY YOUR SKILLS
It is most important to know your skills after identifying area of interest/domain to work. Identifying your skills is not an easy task as a newly graduate people. To identify your skills, you will need to discuss with your professors/mentors, well wishers. However, I don’t think everyone will do this during their academic. And even colleagues are not encouraging this activities/counseling in their campus.
Don’t worry. TIME and your personal experience will teach you to identify your skills. However, I strongly suggest you to discuss with your professor at least later and maintain a good relationship with them. Always keep surrounding people who got successful in their life and talk to them frequently.
Everyone must be wanted to become like someone who got successful in their life. Find people whose success you want to emulate and ask them about their journeys and milestones. Discuss with them about your difficulties and get their advice, improve your skills, and searching ability.
You can also discuss with your well wishers, relatives and friends who work in the same area/domain or who recently got an opportunity to work in an organization.
Ask about their experience during an interview and their questions. Get an answer and practice it.
Being an independent is one of the skill. Always be independent when you search a job. I suggest you to give more priority to search and to get a job rather than combine with your friends/ relatives in the survival city. Go alone to attend an interview and do your home work further.
Be away from the people who speak and make you to be lack of confident. Think in a 360 degree angle, and search a job. Be remember, once you get a job, you can spend your timings with your friends and relatives to maintain your relationship. Even they respect you and treat in a good manner.
Wish you all the best for your career and keep on rocking.
Originally posted on Linked IN by: DHANASEKARAN R
Contact John Assunto for all of your Education Recruiting needs! Johna@worldbridgepartners.com or 860-387-0503
A "cross-functional project" is a synonym for "nightmare project" in any corporate. One has to remain on guard from so-called cross-functional team members. And be very cautious and politically bolted in communications. The term 'team' is a misnomer there.
A team is not a group of people who work together. A team is a group of people who trust each other. - Simon SinekCross-functional teams are the fundamental weak link for all development methods (lean, agile, kanban, waterfall etc.). Its inefficiency deprives these methods of realizing their full execution benefits. The credibility of the development method itself goes down. Despite the root problem was in the team dynamics.
Cross-functional teams - "Complete your assigned tasks."These teams are present in all projects involving different departments. The representatives from different departments work together. They play their defined part in a larger project and do not need to worry about other counterparts tasks. The final outcome is not everyone's responsibility.
Characteristics of typical Cross-Functional Teams:
Solver Teams - "Sail and sink together. Get-Shit-Done!!"Solver team is a self-sufficient set of people who are tasked to 'Solve' a defined problem. Together they are accountable for the outcome.
It is called 'Solver' team, as the intent is to solve a problem, not just build features. Often a problem can be solved just by using docs, spreadsheets or even pen-paper itself. The success metric is same for all team members. This motivates members to help each other and avoid failing together.
Characteristics of Solver Teams -
*P.S. - Solver teams concept was conceived in the early hyper growth and expansion phase at OYO. Phase in which OYO grew from ~5 to 200 cities, ~50 to 6000 hotels, from few to ~3000 employees. Now it is also powering the violent execution at Knowlarity, as it gets set to conquer the cloud communications space.
Originally posted on Linked IN by: Ajay Shrivastava
Dear Work World:
Go ahead and boast about your last raise. No worries, brag about how many hours you billed last week. Blow your own horn about how you may have gotten away with a few extra dollars on the expense report. But guess what? Work is not a contest. Work is not a competition among you and your peers, or at least it shouldn’t be. Too often today work has morphed into a never ending series of contests, big and small, that somehow rob the dignity from what we do and erode any sense of camaraderie in the workplace.
It’s too bad because most of us try very hard to like work. I like to work and I like my job but I don’t want to be in contest about who is most successful or who is most miserable. Yet, we all enter the contest at work each and every day.
Don’t believe me? How about a few examples that highlight the contests:
Sometimes, the most important contest is with yourself to see if you can accomplish all that you want to during the day. Other days, the contest is with yourself in the hopes you can make it through the day.
Work shouldn’t be a contest. It should be an opportunity to make an impact, to do something good, to enjoy the time spent, to build relationships, to learn, to help other or at the very least, to be pleased in the knowledge that you are supporting yourself or your family.
Why does Bruce Springsteen still go on world-wide tours that are exhausting? Why does Warren Buffet spend his time in financial markets? Why do retirees often miss the workplace? The reasons are many but it’s not about a contest.
Competition at work can sometimes be good and it’s ok to sing your own praises as long as the singing is not at the expense of others.
But World, work is not a contest. It is about showing up and doing something you enjoy and get paid for it.
A Former Contestant
Richard is the author of the new book The Thing About Work: Showing Up and Other Important Matters [A Worker’s Manual]. You can follow his writing on Twitter, Facebook, or at his website at richardmoran.com.
Richard is President of Menlo College in Atherton, CA. He is a noted San Francisco based business leader, best-selling author, speaker, and venture capitalist.
Originally posted on Linked IN by: Richard A. Moran
Interviews are not stereotypically fun. In fact, a lot of candidates will feel anxious beforehand, and a sense of relief when it’s over. In my experience, they will often seek out a lot of advice about how to ensure they have a positive interview experience. Whilst this is partially their responsibility, I feel that the interviewers also have this duty to both the company and the candidate.
Why do I believe this? First and foremost, you will get the best out of a happy and relaxed candidate who wants to be there, thereby ensuring a truly meritocratic selection process and an efficient use of both of your time.
Secondly, interview processes are always a two way street. You may be assessing whether this candidate is a good fit for you, but don’t forget - they are doing the exact same thing. If the person is particularly talented, chances are they will have more than one opportunity lined up. If they enjoy their interview with you, it will stand out amongst the others and you will remain the employer of choice.
Thirdly, regardless of desirability, you still want to keep your company image intact and ensure the candidate walks away saying only good things about your organisation. Therefore enjoyable interviews should be part and parcel of your employer brand and internal recruitment strategy.
I believe that the key to an enjoyable interview boils down to making the interviewee feel at ease during the interview, particularly a sense of being listened to, respected, and excited about the opportunity ahead.
Here are a few simple tips to ensuring that this is the case:
1. Remember your mannersJust because you are the one doing the interviewing, doesn’t mean you should keep the candidate waiting too long. Typically, a good candidate will arrive at least ten minutes early. Once you get the phone call saying they have arrived, make your way over as soon as you can.
Welcome them with a warm smile and a handshake, ask them how they are, make informal conversation about their journey, offer them a drink, basically do all you can to make them feel welcome.
By being punctual and welcoming, you will set a standard of mutual respect, show that you are just as interested in them and that they are worthy of your time. In addition, the candidate may be nervous. Waiting around for you in reception, just to be greeted coldly, will do everything but put them at ease.
2. Sell the opportunity to themOpen the interview by talking about the company, particularly its major achievements, unique selling points and overall purpose in its sector. What are the strengths of your company culture? How inclusive is it? Is everyone equally aligned to practices and goals? Do people share ideas and collaborate? Are the people friendly and welcoming? Is the office environment talkative or quiet? Do you socialise outside of work?
Provide an overview of the wider team and outline the possibilities within the role, whether they include training and progression programmes, reward schemes or exciting projects. Use personal anecdotes and talk about your journey within the company to bring these to life.
Again, this will show that you are just as keen to sell yourselves to them as they are to you - which will make them feel respected. By starting the interview by talking about the company, you are also able to ease the candidate in.
Most importantly, you enable the candidate to envision being part of such a great, well-oiled machine, and actually make them feel a sense of excitement.
3. Be encouragingAs the candidate starts answering your questions, listen carefully. Under no circumstances interrupt them. If they happen to stammer or trip up on their words don’t finish their sentence. Just be patient, nod and wait for them to finish.
If you are particularly impressed with an answer that the interviewee gives, say so. Praise will only bring out the best in them.
If you are unclear on one of their answers, ask them to elaborate or give examples for clarity. If nothing else, this will make the candidate aware that you are actually engaged and interested in what they have to say.
The days of old-school interview interrogation are over. By being constructive and encouraging, you can make the candidate feel respected and at ease.
4. Close the dealAs you reach the end of the interview, the candidate should feel positive about the company and the opportunity. However it is important that you “close” them in the same way you expect them to “close” you. Ask them what they are looking for from a new role, a new company; do they have any reservations about joining your organisation? Be sure to check whether they have any other questions as this could give you a chance to counter any doubts or further sell the opportunity.
Whether you are interested in hiring the candidate or not, this practice is important. Not only will you get some feedback on any shortcomings of the role, the candidate will feel that you respect their opinion.
5. End on a good noteLastly, end the interview by thanking the candidate for their time and letting them know when they can expect to hear back. Provide constructive feedback to the recruiter straight away, even if they aren’t successful.
This will ease the candidate’s mind as they aren’t left in the dark wondering when the phone will ring or how the interview went. Furthermore, it will cement a positive interview experience in the candidates’ memory.
In summary, by exhibiting behaviour that demonstrates interest, engagement and encouragement from beginning to end, you can help a candidate feel respected, at ease, and excited, thereby enjoying their interview. Crucially their experience is also a positive confirmation of your employer brand, which is important when candidates subsequently talk about it with others.
Originally posted on Linked IN by: Nick Deligiannis
Contact John Assunto for all of your Education Recruiting needs! Johna@worldbridgepartners.com or 860-387-0503
Most of us would agree that education systems around the world have significant room for improvement. At the same time, education is crucial for people and society. It´s the door to a better, independent, and successful life. It´s a fundamental building block of our future.
We´re living in a very dynamic world and facing accelerating changes which require new skills and competencies. A report by the World Economic Forum indicates that almost 65 percent of the jobs elementary school students will be doing in the future are not existing today.
Having just watched with my family the inspiring movie Captain Fantastic - starring the magnificent Viggo Mortensen - I´m more convinced than ever that we need a bolder and much more innovative approach to education and to the way how we teach and learn.
We Need More Captain Fantastics!
Ben Cash (Viggo Mortensen), his wife Leslie and their six children live in the Washington wilderness. Ben and Leslie are educating their children to think critically, training them to be self-reliant, physically fit and athletic, guiding them without technology, demonstrating the beauty of coexisting with nature.
In this article I´m defining Captain Fantastic as someone with an inquisitive and education-obsessed mind who is looking for more creative, engaging, and fulfilling ways to learn, grow, and develop. Learning should be fun!
There are various reasons why education is not at the level where it should be. The most important ones from my perspective are the following ones:
Unfortunately, there seems to be an increasing level of disrespect for teachers and educators. Then there are also those who love interfering with the education process without knowing too much about it. In parallel, many educational bodies seem to be resistent to change and innovation; and lacking a much needed service and innovation culture. Worsened by political inertia when it comes to education. Finally, often there is no collaboration in the field of education between government, educators, private organizations, entrepreneurs, and local communities.
When money gets tight, governments tend to cut back on education and school budgets (and often not investing in required technology). The number of teachers decreases whilst at the same time the number of students per class increases. Resulting in poorer learning experiences and demotivation of all stakeholders.
In multiple countries many students live at or below poverty levels. There is a proven correlation between getting enough food and sleep and performance at school. The same is true for the family environment of students, i.e. students experiencing an unstable family situation often can´t deliver their full academic potential.
Fortunately, there are some highly effective strategies to develop our education and learning systems further:
Comprehensive Deep Learning Skills
The William and Flora Hewlett Foundation defines deeper learning as “a set of competencies students must master in order to develop a keen understanding of academic content and apply their knowledge to problems in the classroom and on the job.” The six Deeper Learning competencies encompass master core academic content, think critically and solve complex problems, communicate effectively, work collaboratively, learn how to learn, develop academic mindsets.
To assist students to develop their interpersonal and intra-personal skills, to collaborate in teams within a highly complex environment, and to look for new ideas, teachers will have to expand their thinking and teaching beyond the traditional classrooms. This will require new teaching approaches and a holistic "train the teacher“ strategy.
Competency-Based Learning (CBL)
With CBL (or personalized learning) students can learn and work at their own pace, i.e. transitioning away from seat time, in favor of a structure that creates flexibility, allows students to progress as they demonstrate mastery of academic content, regardless of time, place, or pace of learning.
For example, the Young Women’s Leadership Charter School in Chicago, Illinois has moved away from tying credit to seat time and instead awards credit for specific competencies demonstrated at any point in a student’s high school career. Students earn credit for classes in which they demonstrate proficiency on at least 70 percent of academic course outcomes.
Also with the help of computer-mediated technology, CBL is particularly ideal for adults with or without an academic degree. It makes it possible for them to come back to earn a degree and/or to continue studying, which can mean a better job and a more successful life.
Math and STEM Competencies
The ability to apply logic-based concepts to real-world situations is closely linked with an effective education in STEM (Science, Technology, Engineering and Math) . For example, The U.S. Department of Education named STEM education a priority due to the high demand for graduates with these skills. As a result, many schools across the US now provide STEM curricula at all grade levels.
In recent years countries like China, Japan, Singapore, and Estonia have put a strong focus on STEM-related educational programs. In consequence, they were among those placing in the OECD´s top 10 markets for both science and math scores.
Challenge-Based Learning (CBL)
CBL is a framework for learning while solving real-world challenges. The framework is collaborative and hands-on, asking all participants (students, teachers, families, and community members) to identify Big Ideas, ask good questions, discover and solve challenges, gain in-depth subject area knowledge, develop 21st-century skills, and share their thoughts with the world.
The challenge-based learning framework emerged from the "Apple Classrooms of Tomorrow—Today" (ACOT2) project initiated in 2008 by Apple, Inc. to identify the essential design principles of a 21st-century learning environment (Apple Inc., 2008). Challenge-based learning also builds on the foundation of experiential learning, i.e. learning through learning and experience building , and is more specifically defined as "learning through reflection on doing.“
Social and Emotional Skills
Social and emotional learning (SEL) is the process through which children and adults acquire and effectively apply knowledge, attitudes, and skills necessary to understand and manage emotions, set and achieve positive goals, feel and show empathy for others, establish and maintain positive relationships, and make responsible decisions.
According to research conducted by the University of Chicago, social and emotional skills, also known as non-cognitive skills, include “academic behaviors, academic perseverance, academic mindsets, learning strategies, and social skills.”
Social-emotional learning is a child’s ability to experience, manage, and express emotions; develop close relationships with others; and actively explore his or her environment and learn.
For parents who want their kids to become global citizens, travel the world, do community-based work, there's e.g. the THINK Global School: A traveling high school without classrooms; instead students live and study in a different country every semester, combining a comprehensive education with place-based learning in four countries per year.
Tech-Based Learning Experiences
Teaching with technology can enhance student learning. Tech tools, products, and services such as lecture-capture tools, course management tools, collaboration tools, tablets, etc. allow both teachers and students to share documents, to edit in real time, to communicate through text, videos, etc. and to get instant feedback.
Take e.g. the High Tech High schools in California. Developed by a coalition of San Diego civic leaders and educators, High Tech High opened in September 2000 as a small public charter school with plans to serve approximately 450 students. HTH has evolved into an integrated network of thirteen charter schools serving approximately 5,300 students in grades K-12 across three campuses. The HTH organization also includes a comprehensive adult learning environment including a Teacher Credentialing Program and the High Tech High Graduate School of Education, offering professional development opportunities serving national and international educators. High Tech High is guided by four connected design principles—equity, personalization, authentic work, and collaborative design—that set aspirational goals and create a foundation for understanding our approach.
In the education space, also - and especially - innovative start-ups are changing how we learn. For example, ByteKnack teaches computer science, computational thinking, and programming to kids ages 6 and up using storyboard-style online lessons. The company aims to get more girls interested in computer science.
Technology can also be very well applied for Blended Learning which incorporates both face-to-face and online learning opportunities. The degree to which online learning takes place, and the way it is integrated into the curriculum, can vary. The strategy of blending online learning with class room-based instruction is often utilized to accommodate students’ diverse learning styles. Online learning has the potential to improve educational productivity by accelerating the rate of learning, taking advantage of learning time outside of classroom hours, reducing the cost of instructional materials, and better utilizing teacher time. These strategies can be particularly useful in rural areas where blended or online learning can help teachers and students in remote areas overcome distance.
Technology is also widely used with Massive Open Online Courses (MOOC); online courses aimed at unlimited participation and open access via the web. In addition to traditional course materials such as filmed lectures, readings, and problem sets, many MOOCs provide interactive user forums to support community interactions among students, professors, and teaching assistants. The industry has an unusual structure, consisting of linked groups including MOOC providers, the larger non-profit sector, universities, related companies and venture capitalists. The Chronicle of Higher Education lists the major providers as the non-profits Khan Academy and edX, and the for-profits Udacity and Coursera.
Initiative, Ownership, and Curiosity
Most curricula are not geared towards inspiring initiative taking, innovating or entrepreneurial thinking and acting. Seeking out new opportunities, generating new ideas and strategies, and transforming them into bold concepts will be key for the future success of many students. We should empower students to challenge, to ask questions, to experiment and to fail. We should encourage them to go new ways and to enjoy discovering unknown territories.
In the future students will have more opportunities to learn along individual learning processes at different times in different places. Very often outside of traditional classrooms and conducting project-based, real-life assignments supported by technology and in collaboration with fellow students from all over the world.
To positively influence and to change the future of education, all education stakeholders such as educators, researchers, teaching bodies, entrepreneurs, and community members (including us!) will need to combine forces to come up with innovative and engaging learning processes and methods. To excite students and themselves all over the world.
What do you think? Please share your thoughts by leaving a comment below.
Andreas von der Heydt
Andreas von der Heydt is Director of Talent Acquisition & Recruiting at Amazon. Before he held various senior management positions at Amazon and L'Oréal. He's a leadership expert and management coach. He also founded Consumer Goods Club. Andreas worked and lived in Europe, Australia, the U.S. and Asia. Currently he lives with his wife and daughters in Seattle, USA. Andreas enjoys blogging as a private person here on LinkedIn about various exciting topics. His latest book is about what makes a future leader. All statements made, opinions expressed, etc. in his articles only reflect his personal opinion.
Please click 'Follow' if you would like to hear more from Andreas in the future. Feel free to also connect via his LinkedIN Group Coaching or Consumer Goods, or via Twitter, Facebook or Slideshare. Or tune in to his new podcast "Leadership XXL" either on Soundcloud or iTunes.
The wise holocaust survivor and philosopher Elie Wiesel said, “When a person doesn’t have gratitude, something is missing in his or her humanity. A person can almost be defined by his or her attitude toward gratitude.” This dynamic that Mr. Wiesel describes can exponentially grow in its impact on an organization. Over the years, I have often been asked to help an employer decide between two top candidates. I usually respond, “Hire the one that is most grateful.” Why? These are the individuals that are inherently skilled in connecting with others; they bring positive energy to a team, and they demonstrate predictably strong and sustained performance.
We can gauge the "attitude toward gratitude" by watching and listening. Gratitude is often displaced by consumerism. Elizabeth Taylor was once asked to describe her basic spiritual philosophy and she responded, "More." Taylor actually displayed enormous gratitude in her later years but think of it. When we want something different than what we have, it is hard to be grateful for that.
I write about, evaluate, and build employee engagement every day. The grateful tend to be generous in praising others and are gracious when praise is directed towards them. This dynamic is key to building and sustaining effective support systems. We didn't need a lot of support in the old industrial revolution workplace - clocking-in and clocking-in seemed to be sufficient. But in today's rapidly changing workplace, we need the right help all of the time. The praise-filled workplace is a helpful and engaged place to work.
I'm a big fan of critical thinking. There was a career book out many years ago called, Do What You Love and the Money Will Follow. I never bought the premise. But, I prefer Andy Warhol's outlook when he said, "Do what you love, you can always sell it." This is a far more active and optimistic outlook. Mr. Warhol's results speak for themselves. The problem with the human mind is that we can reframe critical thinking as cynicism and even contempt. When a candidate freely and regularly uses the word "should" the hair goes up on the back of my neck. Because really, the only purpose of the word should is to indicate that wherever I am, it is the wrong place. Gratitude and harsh judgment cannot occupy the same place.
Gratitude shows up in words like, life is good, this is my dream job, I can't believe I get paid to do this, I love the people that I work with, everyone has a smile on his or her face, people love me, they helped me get through difficult times, we solved that challenge together, so many people helped me do this, and more.
This past week was difficult. On Friday, we had a memorial service for my brother-in-law. He was 54 when the police found him in an intersection. He was slumped over the wheel in his car. Gone in an instant. He was the chair of the English department. He helped raise two of the most brilliant children I have ever known. He impacted many, many people. After the service, my partner and I went to the Diana Krall concert at the Hollywood Bowl. She delivered one of those sublime and transformative performances. Walking down the hill, I stepped in a grease spot, flew, sprained my ankle and tore a hole in my suit. The following morning I decided that I simply had to make it to a spiritual support group near our home. It is on the beach. I hobbled to my seat in pain feeling physically and emotionally banged up. But, during that meeting, I watched the waves roll in, and realized that I literally get to live across the street. I realized that all the challenges that I have today are high-quality problems. It is a high-quality problem to fall at a Diana Krall concert. It is a high-quality problem to wrestle with all the love in my life. It is a high-quality problem to have fatigue because I'm running a business and doing a media tour. It is a high-quality problem to grieve the loss of a great human being.
This is the nature of gratitude. Instead of dealing with survival, we get to work on becoming better human beings. The challenge is no longer how to get through the day, it is how to be kinder and more loving by the end of the day. The focus isn't just making as much or accumulating as much power as possible. It is about how many lives we can touch, how much we can improve the world, and how we can help others be their very best.
This is what I look for in candidates.
We work towards building organizations filled with talented people who can also connect, look people in the eye, ask skilled questions, and demonstrate active listening. We seek to grow talent that explores the world of change around them, defines needed change within themselves, and speaks the truth. And as our talent develops the skills that build strong support systems, new intelligence flows in from the outside world, bringing innovation and critical improvements to organizational performance. As they build stronger relationships within and without, the culture becomes unstoppable. Employees develop an unparalleled sense of gratitude that stems from their ongoing personal growth, the precious quality of their work relationships, and the unshakable confidence that they can deal with anything the world of change dishes out to them. Yes, the reality will be messier than this bold vision suggests, but it is where we set our intentions that so very important.
This is what hiring the grateful leads to.
Brought to you by David Harder - Founder & President, Inspired Work, Inc.(C) Copyright, 2017, David Harder - (All Rights Reserved)
Buy a copy of David's new book The Workplace Engagement Solution here.
UPCOMING EVENTS:THE INSPIRED WORK PROGRAM - Saturday & SundayThis September 31 & October 1 (Space is limited to 20 participants)Join us at the beautiful Luxe Sunset Hotel (Los Angeles)
For most of us, happiness and fulfillment are determined by the quality of our love life and our work life.How much do you love your work?
The end product of The Inspired Work Program is loving your work and every single participant has a unique outcome. The magic of the program is that love affair is defined by your truth.
Many of us have gotten stuck in old and outmoded roles. But, the insights in how to move forward elude us. Many of us are accustomed to success but the rate of change has reached such dizzying proportions that we are falling behind. Perhaps we are on the verge of joining the 48% of Americans that now characterize themselves as underemployed.
New graduates come out of school facing a work world where they will change careers four to six times. Many outwardly successful professionals find such a lack of meaning in their work that it is painful to show up. Many breadwinners find the frenzy and pace of their work exclude the full enjoyment of their own lives.
Truth is, virtually everyone walks in the door with a problem they fear will not be solved. And, everyone walks out the door with a new form of freedom. In other words, expect an elegant solution.
We provide a process that brings you to the truth. Your truth. You define the sweet spot. We pull the curtains back in how to get it. Thus far, over 43,000 people have had life-changing experiences by participating in The Inspired Work Program. They have accessed the means to make work an active centerpiece in their happiness and fulfillment.
For those who maintain that money cannot buy happiness, MBAs from the country’s top business schools will beg to differ. New data released exclusively to Poets&Quants reveals that MBAs graduating from full-time programs at the top 50 U.S. schools are 58% happier in their first jobs post-MBA than their jobs right before entering business school.
They’re richer, too–a lot richer. On average, salaries increased by 44% from their final pre-MBA job to their first post-MBA position. Specifically, students entering B-school report an average salary of $90,708 and a post-MBA average of $130,889 — or a $40,181 increase just for earning an MBA. Far more impressive, however, were the total compensation packages. According to the data, an MBA leads to an 82% increase in total compensation — from $101,500 pre-MBA to $200K post-MBA. Total compensation includes performance bonuses, signing bonuses, stock, relocation, and “other compensation.”
The data is self-reported on the TransparentMBA platform and includes hundreds of recently graduated MBAs. All told, more than 1,100 data points were analyzed, says Kevin Marvinac, TransparentMBA co-founder and COO. Marvinac says a 42% median salary increase is “astronomical” but also cautions to consider the cost of an elite MBA. Still, many MBAs reported salaries more than $200K for their first jobs out of B-school.
HIGHEST REPORTED BASE SALARY OUT OF SCHOOL: $280K
The highest reported pay went to one MBA who claims to have made a base salary of $280,000 right out of B-school, which was an astounding $200K increase from their last job before his MBA that paid him $80,000. On the other end, a few graduates also reported salary decreases. One MBA claims to have taken a $155K pay cut from $230K pre-MBA to $75,000 post-MBA.
Marvinac and TransparentMBA broke the dataset into field-specific points. For example, one person reported making $100K in total compensation in a corporate strategy position pre-MBA and jumping to a ridiculous $365K pay package in a post-MBA investment banking role. Another catapulted from a $90,000 corporate finance role to a $290K investment banking position. One engineer used an MBA to leap from a $65,000 a year job to a $317,500 investment banking gig. In fact, the vast majority of the most significant increases were achieved by MBAs going into investment banking. Similarly, most salary increases stemmed from industry changes.
ENTREPRENEURSHIP & EARLY-STAGE STARTUPS DRIVING UP TRADITIONAL PAY
Marvinac, who is working toward an MBA at Chicago’s Booth School of Business, says sign-on and performance bonuses in traditional MBA hiring industries such as investment banking and consulting are what largely lead to the massive compensation increases. “That’s definitely a tactic on their part to get the top talent to commit early,” Marvinac tells Poets&Quants, noting the data backs up what they have heard anecdotally from other MBAs.
While Marvinac says they don’t have the specific quantitative data to back it up, he suspects increasing MBA infatuation with tech, entrepreneurship, and early-stage startups have led traditional MBA employers to sweeten the pot in recent years. Performance bonuses, which can equal base salary, could be the major reason why outsized compensation packages are being reported in investment banking, Marvinac explains. Plus, he points out, “exploding offer” tactics are often used in investment banking to get top talent to commit to a full-time position offer earlier and could be skewing numbers higher.
“There are companies that will say, ‘OK, you’ve finished your internship and we’ll give you an offer and you have until the holidays to decide,'” Marvinac says. “The signing bonus will be $35,000 at first. But if they wait till November 1, it will go down to $20,000 and then $10,000 around the holidays.”
Of course, an impressively high salary for an MBA is not uncommon. For the Class of 2015, some 12 schools world-wide reported having MBAs make at least $200,000 for a base salary. In job reports to surface for the Class of 2016, graduates from Duke’s Fuqua School of Business reported an average total compensation package of $151K, which just includes base salary, sign-on bonus and other guaranteed compensation. At Chicago Booth, graduating MBAs going into consulting this year made a median base salary of $145K with a median signing bonus of $25,000, again suggesting TransparentMBA’s data is congruent with what schools are reporting.
Perhaps most surprising about the data is how unhappy MBAs reported being before going to school — and how happy they were afterwards. On a 1-to-10 scale, MBAs reported a happiness level of 4.94 before entering B-school.
Afterwards, the average jumps to 7.81 — or, a 58% growth in overall job happiness. Marvinac points to the industry and function switching data as one reason for the big increase in satisfaction. According to the TransparentMBA data pull, 89% of MBAs switch either industry or function after graduating. Some 69% switch both industry and function. As expected, the data suggests that people are increasingly using the MBA to make significant career changes.
MBAS WORK A MEDIAN TEN HOURS MORE A WEEK THAN BEFORE B-SCHOOL
In addition to the compensation, function, and industry stats, TransparentMBA asked MBAs that register on the site to report on job impact, company culture, if they’d recommend the company to a friend, and overall happiness. Marvinac says overall happiness is the “overarching umbrella” to the three other measurements. According to Marvinac, the average happiness for all users of the site — including current MBAs — is 6.6.
But all of that extra cash and happiness comes with at least one caveat. Marvinac and TransparentMBA looked at differences in how many hours a week MBAs work compared to before business school. Not surprisingly, on average, MBAs work more after B-school than before, averaging 57.7 hours a week, compared to the 52.8 hours weekly they claimed prior to getting their MBA degrees. MBAs worked a median 10 hours more a week after business school–60 hours weekly versus 50. Particularly interesting, Marvinac notes, is the difference in percentage increases between mean and average numbers. For the average, the percentage increase is almost 15%, compared to the 7.7% median uptick. “It’s reiterating that not all MBA jobs are created equal,” Marvinac says.
When the average increase is a lot is more than the median, Marvinac explains, it’s because the data is top heavy, or there are some amazingly high amounts of hours being clocked by some MBA grads. One MBA, for example, claimed to be working a whopping 110 hours in his post-MBA job. Many report working in the 70 to 80 hour per week range, and a few actually reported working less hours per week.
Originally posted on Linked IN by: John A. Byrne
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