Personal Recruiter InMail and Other Communication Strategies That Work

Personal Recruiter InMail and Other Communication Strategies That Work Getting Personal with LinkedIn InMail Today I read an article by Catherine Byers Breet, a self-proclaimed â€Å"recovering recruiter,† on â€Å"How to contact a recruiter on LinkedIn.† As you can imagine, recruiters get bombarded by InMails and connection requests every day, and it truly takes something to grab their attention. The same goes for other decision makers. But don’t let this stop you. Getting the right person to open your InMail might not be as hard as you think. The question is, how can you write an InMail to a recruiter or other decision maker that they will actually read? First Things First You need the capability to send InMail in order to send an InMail – which means you probably need to invest in a premium subscription. Or, you might be able to send an attention-getting connection request and communicate via regular messaging after that, but you’ll have a more difficult time without InMail. Get Personal After handling the logistics, it’s a simple trick to inspire people to open messages: Write something personal! Yep. That’s it. All you need to do to increase the open rate on your InMails is to establish a personal connection. If you don’t, you can be sure that approximately half of your intended recipients will not read what you’ve written. Nevertheless, you’d be surprised how many people don’t bother to take a few minutes to customize a message when seeking to get what they want. The response to their generalized outreach? Radio silence. The Bystander Principle at Work It’s not just on LinkedIn where people are getting lazy about their communications. Take this situation I encountered recently: â€Å"I sent out my blog to everyone in my network and asked them to comment, and not a single person did it!† lamented a new blogger friend of mine. What do you think went wrong here? Perhaps her friends read her blog and were afraid to tell her they didn’t like it. Sure, that’s plausible. Perhaps she has low quality connections who don’t support her enough to do what she asks. Kinda doubtful. What’s more likely, I think, is that she did not personalize her invitations sufficiently. When I first started blogging, I went to my closest and most thoughtful friends and family, and specifically, individually asked them to read and comment on my articles. They all helped me out, and many of them still comment on my articles to this day. Thousands of others read the articles and don’t say or do anything. (Hmmmm†¦. Maybe I should be asking more people in my network for their feedback on specific articles!) The fact is, when people get what looks like a general email with a request, they often don’t do what they’re asked. They’re so busy! And anyway, someone else will do it if they don’t, right? Wrong. You might have heard of the â€Å"bystander effect,† a phenomenon where a crowd of people will stand by and not help someone in need; people don’t feel important or needed when they are the recipient of a generic request. But if someone points and says â€Å"You – I need you to call 911!†, the person will almost always help. I kept this phenomenon in mind on my birthday this year, when instead of creating a Facebook event, I wrote individual messages to people I wanted to invite. This was a riskier strategy than sending out a generic invitation, and I was more vulnerable. The result? My friends felt wanted and actually scheduled their Father’s Day plans around my birthday party. It worked! Getting Personal with LinkedIn InMail When you’re not reaching out to friends who have an automatic personal connection with you, you need to establish one. Breaking through that barrier might be as simple as mentioning a mutual connection (someone you really know). Or you could refer to an article written by the person you want to connect with, or that mentions the person. All these points of connection can be found with simple LinkedIn searches. If your LinkedIn investigations come up blank, try googling the person and their company. Look at their blog if they have one, or their company website. You’re likely to find some interesting information that you can use as a conversation starter. Ms. Byers Breet discovered a mutual interest in SCUBA diving with her intended connection and was able to get creative with that, going so far as to mention seahorses in her subject line! She got a response within 10 minutes. If you’re not so fortunate as to discover an eclectic mutual interest, you can always try the direct approach. Byers Breet suggests: â€Å"I’m a healthcare data analyst. Do you ever need folks like me?† Another pointer: The shorter the better. Start with your main point and don’t go much beyond that. You’ll need to catch their attention in the first 255 characters, which is what will appear in the notification about your message. I highly recommend Byers Breet’s article for sample emails to recruiters that include humor and sizzle. Model after those, whether you’re writing to a recruiter or someone else! Do you see anywhere in your life where you’re sending out a general request when a personalized one would work better? Please share – and if you try something new, please report the results!

History of Food in Mexico Research Paper Example | Topics and Well Written Essays - 250 words

History of Food in Mexico - Research Paper Example They are also the ones who introduced chocolates to the Spanish. Regionally, north of Mexico is known for arrachera cut, carne asada dishes. The south part of the country is known for conchinita pibil. Generally, other vegetables and chicken based dishes (Mexico Adventure, 1999). Spain civilization in 1521 brought about fusion of Spanish foods such as pigs, garlic, dairy products and spices with the Mexican traditional cuisine. This was later followed by assimilation of several other cuisines like Portuguese, South Americans and French. In addition, various regions in the country experience different climatic conditions and are of different ethnicities. These are among the reasons why today Mexican foods vary with regions and are a variety (World-food-and-wine. n.d.). Despite the food variety and influence of Mexican dishes there has been the dominance of traditional spices like oregano, cumin and chill powder. The objective of meals being leisurely shared and enjoyed has still remained intact. Furthermore, there are foods mostly taken during various religious and holiday

Kants Deontological Ethics in Groundwork for the Metaphysics of Morals Essay - 1

Kants Deontological Ethics in Groundwork for the Metaphysics of Morals - Essay Example Kant’s Deontology posits that the best way to act morally to act from duty with the consideration of the highest good, that is, acting through the moral determination of the will. Kant’s acting through the moral determination of will meant that the motivation of one’s action must pursue the good without a condition which is intrinsically good by itself (Kant 30). He formulated his deontological ethics in a categorical imperative of doing good for the sake of good regardless of its consequence (Kant’s Ethics). The three propositions of moral determination of the will are as follows; a. Universal Law formulation - "Act only on that maxim through which you can at the same time will that it should become a universal law (Kant 30) ". This means that if one is to act good, that will should not be subjected to any condition or any physical constraints. b. Humanity or End in Itself formulation - "Act in such a way that you always treat humanity, whether in your ow n person or in the person of any other, never simply as a means, but always at the same time as an end† (Kant 30). This meant the free will is a source of rational action. A logical free will should, therefore, be an end itself because an end is subjective that they needed to be pursued. Whereas, the rational action is objective and therefore must be categorically pursued. c. Kingdom of Ends formulation - is the integration of the first two laws that says "All maxims as proceeding from our own [hypothetical] making of law ought to harmonize with a possible kingdom of ends (Kant 30)". This meant an autonomous will is not subject to anything but it must bind itself to the first two laws to make it applicable to everybody that people by themselves are both a means and an end. Kant explained the etymology of the expression of his deontological ethics. According to Kant, imperatives imply what they meant which are command such as â€Å"wake up early†. Often they are hypothet ical imperative because they only serve a specific objective or purpose such as â€Å"wake up early so you will not be later for work†.

Comparing and Contrasting Two Golf Greats Essay Example for Free

Comparing and Contrasting Two Golf Greats Essay Jack Nicklaus and Tiger Woods are respectively the two greatest golf players in the history of the sport. Nicklaus and Woods both dominated the game and nearly set unattainable standards that future players can only dream of achieving. The records that Nicklaus and Woods have set are legendary and only a brilliant prodigy could possibly surpass them. Currently, Nicklaus is the greatest player in the history of the sport, but as a retired player he can achieve no more. In contrast, Woods who is an active player continues his quest to surpass Nicklaus and establish himself as the greatest player in history. As Woods continues to achieve greatness, comparisons are often made between himself and Nicklaus and although their success in golf is comparable, they are two distinctly different people. However, whatever their differences and similarities are Nicklaus and Woods’ are on a collision course with history to determine who will be the greatest golf player in history of the sport. Nicklaus and Woods are comparable when it comes to golf and one of the major similarities they share is their dominance of the game. Woods and Nicklaues became dominate early in their careers, they both won their first majors at the ages of 21 and 22 respectively (Diaz) and Woods became the youngest player in golf history to win a Major. Both men proved they were forces on the tour, â€Å"in their first nine years as pros, Nicklaus won eight majors (1962-70) and Woods has won ten (1997-present)† (Diaz) and both players also attained the number one ranking. Woods and Nicklaus have also earned comparable amounts of prize money. According to Tiger Woods’ official profile on the PGA Tour’s website; Woods has earned an astonishing $68,179,382 in prize money, while â€Å"Nicklaus has earned $5,734,031† (Tiger vs. Jack), which is worth over 50 million dollars when inflation is adjusted. Furthermore, Nicklaus and Woods can also be compared with their contributions to the sport. Nicklaus is credited for making golf a spectator sport, while Woods is credited for brining in minority viewers and players. Despite all the similarities they share, Nicklaus and Woods also have many contrasts. One major contrast between Nicklaus and Woods is their backgrounds. Nicklaus comes from a white middle-class family, while Woods comes from a multi-ethnic family. Nicklaus and Woods are also different in regards to how they rose to prominence in golf. For instance, Nicklaus played in many sports and didn’t seriously focus on golf until his late teens. Nicklaus once said, â€Å"I didnt even decide that golf was a significant part of my life until I was 19 (qtd. in Diaz), which was a drastic contrast from Woods. From the age of 2 Woods was groomed to be a golf player and was considered a prodigy and by 19 was already a celebrity, unlike Nicklaus. Another significant difference between Nicklaus and Woods is that Woods is a marketing superstar who endorses many products, thus giving Woods a much higher international profile than Nicklaus. Lastly, the most important difference between the two greats is that played in different eras. Some argue that Woods’ era is far more difficult because it’s more competitive and has greater depth, while others argue that Nicklaus’ era was more competitive and produced more golf record holders. However, regardless of whose era is stronger both eras produced Nicklaus and Woods who are the two greatest golf players in history. Nicklaus and Woods are the greatest golfers in the history of the sport. They both added brilliance to the sport and although the chapters in Nicklaus’ career are over, few players will ever come close to achieving what he has. The only player that currently has a chance of surpassing Nicklaus is Woods, whose chasing records and glory of his own. Works Cited â€Å"Tiger vs. Jack: A Head-to-Head Comparison. † golfdigest. com. 4 April 2007. http://www. golfdigest. com/majors/pga/index. ssf? /majors/pga/tigervsjack. html. Diaz, Jamie. Tiger Woods vs. Jack Nicklaus: Who is the Greatest Player of All Time? There Has Never Been a Better Time to Compare. golfdigest. com. December 2002. 4 April 2007. http://www. golfdigest. com/features/index. ssf? /features/gd200212 tigervsjack. html. â€Å"Tiger Woods Profile. † Pgatour. com. 4 April 2007. http://www. pgatour. com/players/00/87/93/index. html.

Comparing Red Badge of Courage and Great Expectations :: comparison compare contrast essays

Red Badge of Courage and Great Expectations The hero of The Red Badge of Courage, which was written by Stephen Crane in the late 1800s, was a young private named Henry Fleming, who was fighting for the North in the American Civil War. Like Pip, in Great Expectations, Henry was a commoner. He was new to the Army and few people knew his name. The main difference between Henry and the earlier heroes is that Henry was not born with leadership qualities or traits like bravery. In fact, in the first battle he fought, he proved himself to be a coward by running from it. Henry's flaws were very similar to those of Pip and the Greek heroes. Arrogance was a flaw that many Greek mortal heroes, especially Odysseus and Oedipus, had. When Henry realized that none of his fellow soldiers were aware that he had run from the first battle, he regained his self-pride and self-confidence. Before long, he had convinced himself that he was "chosen of the gods and doomed to greatness." At first, Pip believed that status and wealth determined the "goodness" of a person. Henry had similar illusions. He believed that a war hero was a person who could manage to escape every tight situation he got into, and also a godly figure people looked up to and were fascinated by. His other illusions were that the only the best could survive against the hideous "dragons" of war, and that the enemy was a machine that never tired or lost will to fight. An important difference between Henry and the Greek heroes was that Henry's flaws were recognized by the people of Crane's day, whereas the Greeks did not see any flaws in their heroes, like Odysseus (they thought traits like arrogance were cool). Another difference between Henry and the Greek heroes can be seen in their heroic acts. Greek war heroes were praised for their outward bravery and military genius (how many enemy soldiers they killed, or how they were able to trick the enemy). Near the end, Henry was a war hero in the eyes of his fellow soldiers and commanding officers (he fought fearlessly and led charges), but what was truly heroic about Henry was the way he changed and developed.

Using Examples Compare and Contrast the Characteristics

Using examples compare and contrast the characteristics of both managers and leaders. Introduction: Leadership and management are two bipolar systems of worker administration in current business environment as defined by Kumle and Kelly (2000, 8). It is a topic most debated upon due to the similar characteristic of the roles they play in an organization which often intertwine. Leaders and managers are however disparate in their nature of act. As applied in a team-based organizational structure, the argument is that managers and leaders differs in the perceived entailment of authority they posses as viewed by their employees.However, they compliment one another and can be cultivated in order to be effectual. In this essay we will discuss how the traits of managers and leaders contrast one another by comparison. We will then analyze and evaluate how these differences can offset the other leading to the conclusion that both positions are highly congruent in order to achieve an effective situational leadership approach in an organization, eliminating the â€Å"false dichotomy† between the two (Adair 2005, 31).It is vitally important for leaders to posses not only leadership quality but also substantiated managerial skills, and vice versa, especially in today’s cutthroat business environment. Leaders and managers are often confused due to the stark similarity of authoritative position they entails but are different in their defining factors. They are the same because of their essential role of being the person in the lead of the employees and being their source of command.However they are different in the effect they play in an organization as well as the perspective they emanates to the employees as well as the world. Leadership is the aptitude to guide and direct the embodying team towards an end goal while management is the astute means of completing the targets (Kumle and Kelly 2000, 9). As the famous saying by Warren Bennis (1989), â€Å"managers do things right while leaders do the right thing†. It is essential to realize the difference because some managers might not possess certain leadership qualities, as it is that leaders might not necessarily be an ffective manager. Managers are more structural in nature through perseverance, consistency and knowledge while leaders on the adverse lean more towards an artistic and innovative mindset (Zaleznik 1992, 127). The difference lies in the nature of act. Managers often referred to the position of authority while leaders refer to an inspirational and far-sightedness innate trait of a person. The style of corporate management distinguishes leaders from managers. Being a leader refers to the possession of innate characteristics and trait models of visionaries.They are the source of inspiration as they posses illuminating qualities and attributes which would be the driving force leading the company towards success. Personality traits such as charisma, gusto, honesty, assuran ce and the ability to foster genuine connection with people (Adair 2005, 29-30) is the fundamental composition that will bring together the entire workforce to advance towards success. A manager on the other hand is the behavioral model that these leaders ought to undertake in order to be effective in committing their roles.One might be an effective manager but they may not be the epitome of a leader that will push an advance the organization beyond their limit. For example, Apple Corporation have had fair management control but they only attained its high innovative achiever status due to Steve Job’s charismatic and ground-breaking input that transformed the company (Shontell 2011). Thus, this highlights the empirical quality that is characteristically of leaders and not necessarily of managers.Therefore, the style and characteristics of managers and leaders differentiate them in terms of extend of success they produce. The nature of relationship with employee is an evident difference between leaders and managers. Leaders guide with the instinct of gaining â€Å"followers† while managers have â€Å"subordinates† (Storms 2011). Leaders do not abide the conventional mode of commanding control instead act on the ground of emancipating inspiration (King 2010) and ensuring the wellbeing and progress of the team as whole.This is because leaders are â€Å"more emotional† (Leadership Pages 1997) and are concern of the human aspect of their company. For example Phil Knight of Nike emphasizes highly on allowing mistakes and keeping a positive environment in spite of times of turmoil (Jay 2001, 92) and this train an effective pool of workers which is a result of Knight’s leadership quality of emanating inspiration and garnering trust of employees and genuine loyalty. Managers on the other hand act on a stern basis of control system.This hierarchical positioning in turn ingests a pseudo psychological disdain of workers to managers as th ey feel they are being treated with contempt as subsidiaries (Katcher and Snyder 2007, 52). This will in turn limit the willingness for employees to put in the extra effort and they will thus not produce exemplary results due to the lack of loyalty and dedication. Richard Brandson (2011) instills the importance of leaders being supportive of their employees that led the success of Virgin Company.The structural construction of the role played by managers instills this notion of quality difference of employee control in the effectiveness of managers compared to leaders. Comparing in this light, leadership must be incorporated in managerial control because to attain corporate success, it is highly essential to sustain the passion, assurance and ambition of stakeholders especially the workers as Narayana Murthy (2011), Chairman Emeritus of Infosys, suggests. Each individual have their own defining qualities and the personalities describing them might be an advantage for one in certain i ndustries.When these traits are combined with the managerial position, the personality traits would suit the respect the manager receive when they have high aspect of certain traits such as the Big Five Personality Traits (Waddell, Jones and George 2011, 133). It is important for managers, being in their position, to possess certain unique individuality to propel their quality and attractiveness as a leader especially in the magnificently transformed prospect of the current business environment.Personality type is the factor that separates leaders and managers as all personals can become good managers, but good leaders are ones who are privileged with the narcissistic personality whom people look up to due to their gripping attitude and incredible ideas that galvanize others (Maccoby 2000, 72-73). Therefore, it clearly prove that in a real world situational analyses the characteristics of both managers and leaders may differ, but they are needed to corroborate one another in order t o advocate and augment an effective form of leadership and management in an organization.The inherent individual traits of a manager determine the quality of a leader it makes. At the same time, inborn leaders without the technical qualification of a manager could not execute as an effective leader. The effectiveness of an organization is highly reliant on the synergy of leadership and management quality and this create an empowerment that will transcend the organization well beyond the competitors. Leadership quality of supplying the vision of an end goal when combined with the resourceful conscientiousness of managers would create a highly effective company that has high visualization.At the same time the common exchange of respect and inspiration they give as a leader would ingest the essence of teamwork that will propel the organization further forward as every member of the organization shares the common dedication and passion to attain their ultimate goals. This loyalty from e very contributing body can only be attained when their leader has the charisma and ability to unite the organization, at the same time possess a conscientious managerial role that would instill trust in the employees that their leader would bring success.Hence the synergy of inborn leadership traits and hardware managerial skills is the highly regarded form of leadership style that is highly respectable by the companies’ employees as well as other stakeholders and eventually become the driving force that will push the organization forward especially in the new age of business environment and ethics that is increasingly demanding and critical, as well as the democratic progress that inspire people to be more conspicuous of exercising their rights. Reference List Adair, John. 2005. How to Grow Leaders. London and Sterling, VA: Kogan Page Limited.Bennis, Warren. 1989. On Becoming A Leader. New York: Addison-Wesley Publishing Company. Brandson, Richard. 2011. Richard Brandson: Ad vice for Entrepreneurs. YouTube videos, 0:04. http://www. youtube. com/watch? v=VH35Iz9veM0&feature=fvwrel Leadership Pages: The Difference Between Management And Leadership. 1997. ME96 Leadership Page. http://www. ee. ed. ac. uk/~gerard/MENG/ME96/Documents/Intro/leader. html Jay, Ros. 2001. Winning Minds. Oxford, United Kingdom: Capstone Publishing Limited. Katcher, Bruce L. and Adam Snyder. 2007. 30 Reasons Employees Hate Their Managers.United State of America: American Management Association King, William. 2010. â€Å"Distinguishing between Manager and a Leader, Are they Really Different? † Team Building Articles, August 2. http://www. 212articles. com/distinguishing-between-manager-and-a-leader-are-they-really-different/ Kumle, John and Nancy J. Kelly. 2000. â€Å"Leadership vs. Management. †Ã‚  SuperVision,  61(4), 8-10. http://search. proquest. com/docview/195590555? accountid=10382 Maccoby, Michael. 2000. â€Å"Narcissistic Leaders: The Incredible Pros, The I nevitable Cons. † Harvard Business Review, January – February Issue. http://edocs. ibrary. curtin. edu. au/eres_display. cgi? url= dc60009629. pdf©right=1 Murthy, Narayana. 2011. Narayana Murthy on Values & Leadership. YouTube videos, 3:26. http://www. youtube. com/watch? v=QBaCRu7by10&feature=related Senior, Carl, Robin Martin, Michael West and Rowena M. Yeats. 2011. â€Å"How Earlobes Can Signify Leadership Potential†. Harvard Business Review, November Issue. Shontell, Alyson. 2011. â€Å"The Legacy Of Steve Jobs: How He Took Apple From Near Bankruptcy To Billions In 14 Years And Changed The World. † Business Insider, October 6. http://www. businessinsider. om/the-legacy-of-steve-jobs-how-he-took-apple-from-near-bankruptcy-to-billions-in-13-years-and-changed-the-world-2011-10 Storms, Cherie. 2011, April 10. â€Å"Managers have subordinates, Leaders have followers. † Cherie Storms – Saving the world one day at a time. http://cheriestorms . wordpress. com/2011/04/10/managers-have-subordinates-leaders-have-followers/ Waddell, Dianne, Gareth R. Jones, Jennifer M. George. 2011. Contemporary Management. 2nd ed. Australia: McGraw-Hill Australia Pty Ltd. Zaleznik, Abraham. 1992. â€Å"Managers and leaders: are they different? † Harvard Business Review, March – April Issue.

The Music Of The Man Essay - 2181 Words

When Jazz first appeared in the state of Louisiana, although it had African roots, it was highly looked down upon. It was considered the music of the â€Å"blacks†, with a negative connotation and was disregarded as being a music genre itself in comparison with classical and other types of music. African Americans faced racism and prejudice for enjoying and being jazz musicians, however African American women also encountered bigotry, sexism and prejudice along with racism. There were several female musicians, many of them very successful, but solely due to their gender, they were undermined, mistreated, and were discriminated against in the field of jazz music. In the beginning jazz was typically considered â€Å"music of the man†, it upheld a masculine and suave front and it deemed inappropriate for women to be a part of it. Charles mentions in his article on The Age of Jazzwomen, â€Å"Male musicians dominated the jazz scene when the music first surfaced, making it difficult for women to enter their ranks. The fraternity of jazzmen also frowned upon women wind instrumentalists†(Charles). This attitude disabled women to join groups or play instruments of their choice. Their talents and love for the music was completely ignored due to the fact that they were women. Valaida Snow a talented and reputable jazz musician and entertainer, also called the â€Å"Queen of the Trumpet† went through a significantly high amount discrimination as she traveled and toured with groups that included men.Show MoreRelatedWest Side Story And The Music Man1875 Words   |  8 Pagesbelong. The people of American often dealt with these anxieties in one of two ways, through escapism or through and through the scapegoating. 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