The job interview has been going along quite well so far. Now, we are at the point where we ask the candidate, “Do you have any questions for us?”
Wait for it…
“No; no questions,” the candidate replies. Really? There is absolutely nothing this applicant wants to know? This person is ready to quit his or her current job and come here to work, and yet doesn’t have any questions whatsoever about the job itself or the organization? Continue reading
One of the challenges individuals face in establishing or working towards their career goals is the inability to clearly identify and define exactly what they intend to accomplish. Back in the early 1980s, the concept of using “SMART” goal-setting elements was introduced; however, because it is a simple and common-sense approach to planning, it is still popular today. In fact, you may find that organizations often modify or customize the SMART model to meet their own individual needs, but at its core, the concept is essentially the same.
SMART is an approach to considering and evaluating goals to ensure they are Specific, Measurable, Attainable, Relevant, and Time-Based.
For example, suppose you would like to pursue a specific career path but lack the necessary college degree, and after investigating the job you desire, you learn that a bachelor’s degree in the field of X is an absolute prerequisite to ever being able to get such a position. Suppose also that you currently have either no college, some college, or an associate’s degree in X. You are fully committed to the pursuit of this career path, so you establish a goal of obtaining a bachelor’s degree in X. Let’s look at your goal from the SMART perspective. Continue reading