29News WVIR-TV’s Post

Feelings of fear, anxiety, inadequacy, and loss of security abound when we lose employment. Your termination may make you feel like your career has hit its ceiling, but it’s important to realize that this is merely a speed bump in your journey onward. Take a moment to breathe and use some of tips, in our latest blog, to help you move on to the next stage of your career. Link is in the comments ⬇ .

Debate settled??? 😅 The important points to take away from this are... 1. Determine how much your time is worth. Daniel Grochowski, PMP and Garrett N. Sorensen CFP®, CEPA®, MBA both make the point that you are trading your time for money with a salary, and most of us aren't valuing that number high enough. A tip for reframing by Daniel, $160,000 with a 60-70/hr work week = $54/hr. If I called you at 6 tonight and offered you $54 to skip dinner with your family and come do an hour's worth of work for me, would you take the money? Why take the money from a corporation? 2. You're not starting early enough. Todd Nelson, CFP®, CRPC™ recommends starting 3-5 years out, or realistically for us JMOs, the moment you start thinking about leaving. How can you make the most of that time? Five & Fly has a great podcast called "It'll Buff", check out episode 29, you won't be disappointed. 3. Know your number "The money chase is a never ending race" Dave Won says to focus on the minimum monthly number you need to live. Knowing that number allows you to really determine what enough means to you. Once you know you and your family can live, he recommends finding something where you can impact and influence people. 4. It's tough to have too much cash. Take it from someone who saved 40-50% of his paycheck. When I was a few months out from my final out, I got a little panicked about providing for my family. Thankfully the buffer we built of 6+ months living expenses gave us comfort & confidence in waiting for the right opportunity and enabled us to place "salary" lower on the totem pole of priorities. 5. Be Intentional This is last in the order, hopefully that'll make it stick. Sean Gillespie makes a great point that as Soldiers and order takers we are conditioned to absolutes "have to's" and "shoulds". Don't sell the freedom of choice you gain in transitioning to the highest bidder. During your transition "want to" should be the driver of your decisions.

Don't let the overwhelming task of managing job applications hold you back. Trust in my expertise and let me guide you towards finding the perfect candidates for your financial services positions. Reach out for a discussion on how we can find a role that aligns with your goals. DM me on LinkedIn or email [email protected].

https://lnkd.in/grpsNX_G I agree with his article I have been on a search for a new position for over 8 months. many are dead end low-wage paying positions. companies speak on experience however same company will hire a less seasoned worker with lesser pay to fill the same position and train the employee as well. Building your own business is the way to go.

Attention, financial advisors! If you believe you are completely satisfied with your current firm and have no desire to make a move, we as recruiters understand. However, it would be in your best interest to at least schedule a confidential conversation with a recruiter. What will it hurt? You never know what opportunities may arise from such a discussion. Even if it's simply to discuss industry trends, share your contentment and concerns about your current firm, having a recruiter as a contact can be beneficial for your future. Remember, the saying goes, "The grass may be greener on the other side," and you won't know unless you take that call. So email me at [email protected]. Let's schedule a call! Amanda Black #recruiting #financial #advisor

No one's bad for prioritising pay in their job search. Saying "their priorities are in the wrong place" is unfair. You don't know their financial needs. You don't know their financial burdens. You don't know their financial goals. Don't judge people's priorities. Judge the alignment between what your company has to offer and what the candidate needs. Don't lose good people because of ill-informed beliefs. What other beliefs do we need to let go of? — If you like this content, repost this to your network and follow me Matt McFarlane for more.

https://lnkd.in/gyrPzBDV    Do You Want to Have More Control Over Your Money, Happiness, Relationships, Career, and Life in general? #hiring #whatinspiresme #publicrelations #operationsmanagement #accountingandaccountants

As per Maslow's hierarchy theory of motivation, a person can only move to the next level of need, or next level needs such as esteem and self-actualization, would only act as motivators if lower level needs such as basic financial and safety and security needs are satisfied. And what I believe is that the person who is looking for a job must have some sort of financial needs. I mean if someone wants to achieve esteem and self-actualization needs, he must be at the peak of their career, and I think they are not the person who is looking for a job. The key to prioritising and fixing the pay lies in understanding by the recruiter the need of the job seeker or employee and understanding at what level of need, according to Maslow's hierarchy theory of motivation, they are at. #Maslow'sHierarchyofNeeds #motivationstheory #recruiters #needsofemployee

How about retiring the following beliefs That the best leaders are always ⚪️ That past behaviour indicates future performance That experience is greater than ability That you can achieve inclusion without shedding those against it That the loudest is the best suited for progression People who pre-judge others for stating their own priorities 'only' need training 🙄 Any beliefs you'd like to see retired❓️ #peoplefirst #employeeexperience #leadership

Very important in this state of cost of living crisis too. Plus there’s also the factor of how much an individual values the skills, experience and knowledge that they’ve gained over their career to date. #recruitment #talent