I’ve always gravitated towards candidates who show high confidence, pushing towards arrogance, thus why the classroom scene in Top Gun (1986 film) resonates with me.
Viper (Tom Skerritt): “Do you think your name will be on that plaque?”
Maverick (Tom Cruise): “Yes, sir.”
Viper: “That’s pretty arrogant, considering the company you’re in.”
Maverick: “Yes, sir.”
Viper: “I like that in a pilot.”
Job seekers aren’t doing themselves any favours when they come across as desperate, which I often see and sense. They’re aching to be in any employer/employee relationship as long as the employer passes basic muster. (Basic muster being defined as an employer willing to hire them.)
Regardless of the type of relationship you’re looking to form (friendship, romantic, business, employer/employee), desperation is unattractive.
When it comes to job hunting, you can’t be in a mindset of desperation when going after the job you want. People sense desperation. Neediness and lack of confident eye contact are considerable distinctions. A confident person is attractive and therefore memorable. A desperate person not only shows they’re lacking confidence, they’re also off-putting.
Having literally conducted 1,000s of interviews, I can sense a candidate’s desperation—that they just want any job—which never sits well with me.
While easier said than done, you need to empower yourself as a candidate, which in turn will boost your confidence. Empowerment is achieved by positioning yourself as a solutions provider (READ: problem-solver), which is contrary to being just another job seeker. Think of the difference between “I need the job you’re offering.” and “I want to help you.” Which is more attractive?
The distinction is powerful. It’ll be noticeable to the hiring manager. The average job seeker goes into an interview simply looking to fill an open position to collect a paycheck. Conversely, a solutions provider approaches an interview as a fact-finding mission to determine how their skills and experience align with the problem(s) the hiring manager is trying to solve.
What problem(s) Nick?
The problem(s) the job exists to solve.
For example, sales positions exist to solve the employer’s problem of creating and maintaining revenue flow. Accounting positions exist to solve the employer’s problem of managing the money coming in, making sure government taxes are paid and minimizing financial waste.
The next time you read a job posting, ask yourself:
- What’s the main objective(s) of the job?
- What tasks of the job have the most impact on the company?
- What suggestions can I offer that’ll improve the role itself?
- What is the employer’s most significant challenges currently? (This’ll require research on your part.)
- How can you, in the role, address those challenges?
Having answers to these questions changes the dynamics of the interview. Now you’re approaching the interview as a problem-solver, which creates more of a consultative conversation and puts you in control.
Candidate: “Nile, from what you’ve told me and what I’ve read online, Vandelay Industries has been trying to break into the eastern Canada market for quite some time. I know Cyberdyne Systems is giving you stiff competition—your market share growth hasn’t been as robust as you’d like.”
Interviewer: “Yes, Cyberdyne Systems is a formidable competitor, which is why we’re looking for a new business development manager to oversee the Atlantic provinces.”
Candidate: “I faced a similar situation when I was with Wayne Enterprises. My advice isn’t to go head-to-head with Cyberdyne Systems comparing prices, which your marketing material does. Based on my experience, my discussions with potential clients would revolve around Vandelay Industries being Canadian and nimble—not a foreign oversize bureaucratic organization they have to navigate. Have you ever thought of being more forthcoming about Vandelay Industries’ history, being founded in 1908 in Waterloo? Vandelay is a rare Canadian success story which you should tell more aggressively; it would build confidence in the market.”
Imagine how this conversation continues. Who’ll be in the driver’s seat? The candidate isn’t looking to simply “take a paycheck” from the company; they’re looking to be an employee looking after the company’s best interest.
Holistically a job interview boils down to you asking for a chance. Therefore, the candidate who projects the confidence they can solve the problem(s) the role exists to solve will most likely be given a chance.
Approaching your interviews with confidence and as a problem-solver will tip the scale in your favour—being desperate will do the opposite.
Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job. You can send him your questions at email@example.com.
Dollar set for another week of losses even as Fed tapering looms
The dollar was heading for a second week of declines on Friday as sentiment stayed tilted towards riskier assets, while an intervention by the Australian central bank put a halt to the Aussie dollar’s recent surge.
The dollar index was last at 93.733, little changed in Asian hours but off 0.24% on the week, as it continues its fall from a 12-month high of 94.565 hit in earlier this month.
It had managed to stem losses on Thursday, bouncing on better U.S. jobs and housing data, but the rally petered out on Friday morning in Asia, where risk sentiment was boosted news that beleaguered developer China Evergrande Group has supplied funds to pay interest on a U.S. dollar bond, averting a default.
But traders are still trying to assess whether the dollar has scope to fall further, or if this is a temporary blip on a march higher.
“People are wondering whether we are at an inflection point, as the dollar has been weakening and that doesn’t really fit with the broader narrative that global growth is cooling and the Fed is on the path to tapering, which should be supportive for the dollar,” said Paul Mackel, global head of FX research at HSBC.
On Friday, benchmark 10-year U.S. Treasury yields were at 1.6872%, slightly off from Thursday’s multi-month high of 1.7%, as markets continue to prepare themselves for an announcement by the Federal Reserve that it will start to wind down its massive bond buying programme, which is widely expected for November.
Mackel said part of the reason for the dollar’s weakness had been strong performances by currencies from most commodity exporting countries.
These were quieter on Friday, however, as traders took profits, analysts said, and energy prices softened.
Brent crude, which had risen above $86 dollars a barrel on Thursday, continued its tumble and was last at $84.10.
The Australian dollar was at $0.7475, off Thursday’s three-month top, as the boost to the China-exposed currency from Evergrande’s news was outweighed by action from the Reserve Bank of Australia to stem a bond sell off, as well as the pause in energy price rises.
The RBA said on Friday it had stepped in to defend its yield target for the first time in eight months, spending A$1 billion ($750 million) to dampen an aggressive bonds sell-off as traders have bet on inflation pulling forward rate hikes.
Also affected by energy prices, the Canadian dollar slipped to C$1.2352 per U.S. dollar, off Thursday’s C$1.2287, a level last seen in June.
The British pound paused for breath at $1.3798, off a month peak hit earlier in the week, to which it had been carried by growing expectations of an interest rate hike to combat rising inflationary pressures.
The euro was little changed at $1.1627, while the yen wobbled within sight of its multi-year lows, with one dollar worth 114.01 yen, compared with 114.69 earlier in the week, a four-year low.
China’s yuan eased against the dollar on Friday after the FX regulator warned of possible action if the currency market is hit by greater volatility following its recent rally. But the yuan still looked set for the biggest weekly gain since May.
Bitcoin was at $63,928, a little off Wednesday’s all-time high of $67,016
(Reporting by Alun John; Editing by Sam Holmes and Kim Coghill)
Pandemic opens doors to switch jobs in Japan, but pay not rising much
The Covid-19 pandemic has unexpectedly helped Japan’s nursing homes and Information Technology companies overcome years of labour shortages, as job cuts at restaurants and hotels have prompted workers to look for new careers.
This newfound job mobility marks a shift in a country whose rigid labour practices are partially blamed for a long term decline in productivity.
But it is too soon to say whether the change will ultimately lead to higher wages, which are desperately needed to revive demand and growth in an economy that is still struggling to break free from decades of deflation.
For now, the job-hoppers tend to trade one low-paying career for another.
Toshiki Kurimata, who used to make 2.8 million yen ($25,000) a year as a masseur, quit after 12 years as the pandemic caused a sharp drop in customers. Now he works at a nursing care centre and is taking classes to become a registered caregiver.
With that qualification, he expects to earn around 3.3 million yen – an increase of about 18%. The even bigger attraction, he says, is job stability.
“I like working in nursing care and it’s stable,” Kurimata said. “There aren’t age limits on the work and you can find work even if, like me, you are inexperienced.”
Experts aren’t sure whether the job-switching will remain limited to certain industries or become a broader trend.
It is also uncertain whether job switching will continue once the pandemic dies down, although anecdotal evidence suggests people will keep leaving food-service jobs for nursing and IT.
Japan expects to have a shortage of 690,000 care workers by 2040, a tough gap to fill given the rapidly ageing population.
OECD data put Japan’s hourly labour productivity at $47.9, making it about 60% of the United States’ level, the worst among the Group of Seven (G7) advanced economies, and 21st
among the 37 OECD members as of 2019.
And the prospect of people being stuck in low income jobs poses a big challenge for Japan’s new Prime Minister Fumio Kishida, who has pledged to bring more wealth to households via higher wages.
“COVID-19 fallouts are pushing low-paid workers into even harder situations with little, or no, increase in pay,” said Hisashi Yamada, senior economist at Japan Research Institute.
Hospitality businesses have laid off workers, with the number of employees falling to 3.9 million in 2020 from the prior year’s 4.2 million, labour ministry data shows.
By contrast, the medical and health industry saw employees hitting 8.6 million, up 200,000 from 2019. The IT sector hired 2.4 million employees, up 100,000 from 2019.
Vocational training schools have benefited.
SAMURAI, which offers IT training, had 1.7 times more students enrolled as of April 2021 compared with a year earlier, as employees retrenched during the pandemic rushed to retrain.
Most IT jobs on offer for inexperienced workers are for programmers, on the lowest rung of the IT ladder, but they generally still pay more than can be earned in hospitality.
The average annual salary for employees at restaurants and nursing homes amounts to roughly 3 million yen, 30% less than an average Japanese workers’ salary, government data shows. IT programmers earn close to the national average.
“I saw how popular the IT sector was and thought I may land a stable job,” said Koki Shimizu, a 22-year-student at SAMURAI who lost his job as a chef and now is learning to program.
At Crie, which offers training in nursing care, classes that were only two-thirds full before the pandemic are now packed out.
The company’s head Takayuki Nakayama expects the uptrend to continue given steady job offers in the nursing care industry.
“It’s true wages are relatively low in the nursing-care industry. But many job-seekers want stability after seeing the damage inflicted on eateries and other service-sector firms.”
Retailers are also becoming alarmed over losing staff, as they are counting on a rebound in activity as Japan gradually eases COVID-19 restrictions.
Major Japanese pub chain operator Watami is scrambling to hire 100 mid-career staff this year – something it has not done for three years – and it reckons that eventually it may have to pay more.
“1,000 yen per hour may not be enough, 1,500 yen may be needed to attract workers in the future,” said the company’s chief executive Miki Watanabe.
For now, firms are wary of raising pay as the economy is still struggling in the wake of the pandemic.
($1 = 114.0100 yen)
(Reporting by Tetsushi Kajimoto; Editing by Leika Kihara, David Dolan & Simon Cameron-Moore)
Pfizer-BioNTech report high efficacy of COVID boosters in study – Al Jazeera English
The companies say phase III trial data show booster shot of COVID-19 vaccine was 95.6 percent effective against the disease.
American pharmaceutical company Pfizer and its partner BioNTech have said data from a Phase III trial demonstrated high efficacy of a booster dose of their COVID-19 vaccine against the coronavirus, including the Delta variant.
They said a trial of 10,000 participants aged 16 or older showed 95.6 percent effectiveness against the disease, during a period when the Delta strain was prevalent.
The study also found that the booster shot had a favourable safety profile.
Pfizer had said its two-shot vaccine’s efficacy drops over time, citing a study that showed 84 percent effectiveness from a peak of 96 percent four months after a second dose. Some countries had already gone ahead with plans to give booster doses.
The drugmakers said the median time between the second dose and the booster shot or the placebo in the study was about 11 months, adding that there were only five cases of COVID-19 in the booster group, compared with 109 cases in the group which received the placebo shot.
“These results provide further evidence of the benefits of boosters as we aim to keep people well-protected against this disease,” Pfizer CEO Albert Bourla said in a statement.
The median age of the participants was 53 years, with 55.5 percent of participants between 16 and 55 years, and 23.3 percent at 65 years or older.
The companies said they would submit detailed results of the trial for peer-reviewed publication to the US Food and Drug Administration (FDA), the European Medicines Agency, and other regulatory agencies as soon as possible.
The US and European regulators have already authorised a third dose of COVID-19 vaccines by Pfizer-BioNTech and Moderna Inc for patients with compromised immune systems who are likely to have weaker protection from the two-dose regimens.
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