Issues @ Work Job Search Tips
Table of Content
1.Understanding the PEAKS Factors (Part I)2.Understanding the PEAKS Factors, Part II3.Tips for Effective Time Management4.Tips on Effective Communication5.The First Employment for Job Seekers6.Career Choice According to Temperament7.What are Your Strength and Weaknesses?8.How to get a new job – fast!9.Job Hunting with Least Effort10.Job Search: Selling yourself with a "Wow"11.Three top tips to get a job in the USA12.Five insider tips for getting a job in the USA13.Tools & Tips for your Job Search14.Salary Negotiations
15.Making impressions: no second chance!16.Job Fairs - How to work a job fair17.Job Fairs - How to prepare?18.Finding The First Job19.Myths and Realities in Job Search20.Networking In Job Search21.First Job Hunting22.Choosing Your Career Path23.Guidelines for Salary Negotiations24.My first resume: a guide for fresh grads25.The power of packaging26.Curriculum Vitae for Fresh Graduates27.Internships: How Important Are They?28.Winning at Behavioural Interviews29.Success at Interview—The Zagorski Way30.Attending A Job Interview31.What can I do to improve my job-interviewing skills?32.Tips for Job Seekers33.What The Interviewer Is Looking For34.Managing ‘bad’ interview questions35.Interview 101 - How do you beat the competition?36.Best Compilation List37.Have You Thought About Your Answers Lately?
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1. Understanding the PEAKS Factors (Part I)
by K.L. Ang
The PEAKS factors are based on the Big Five Factor Model, with the original modeldeveloped in 1963. Having the Big Five Factor Model as the base, the Career Profile is able todemonstrate personality traits in a person by describing a person’s tendency to react to certainsituations or to one-self. The objective of this article is to explore further into the PEAKSfactors in the Career Profile and help you to have a better grasp of what the PEAKS really haveto offer. The PEAKS factors are shown in the first five pages of the Mirror report.
The PEAKS Factors
Purpose
This personality factor describes whether you are an organized and systematic personor someone who is spontaneous and flexible. Not being organized and systematic does notmean that one is messy, undisciplined or without a sense of direction. A low score in thePurpose factor simply means that you are a spontaneous person who prefers a more flexibleapproach to life and work. You still get things done but through your own ways, at your owntime and pace without having strict rules or guidelines to follow. A slight difference ininterpretation can change the meaning of a sentence altogether, as shown above, and is avery important point to keep in mind when reading through the Career Profile reports.
Insider tip:
Do not interpret messages from a negative point of view
When you read through your personal description on the Purpose factor, you mayencounter sentences that thread on the centre line of being organized and spontaneous.E.g. You appreciate order but you are not bound by itThis means that you are somewhat a neutral (so are most of us!). You often try to setregulations and structure in your work but at times you have the urge to do what your gutfeelings tell you. Discipline will be the key aspect that determines your ability to sustain yourrigid ways. The more disciplined you are at being organized, the less you will deviate awayfrom it. However, being organized and systematic gives rise to the possibility of turning intoroutines. That is why most people who are very organized are less enthusiastic and show lessflair in the things they do.Discipline can still thrive even while in a spontaneous state. Try to set a specific goal inmind and work towards it. Therefore while you are constantly swapping your attentionbetween different tasks, your mind would still be focused on the ultimate objective. Being toospontaneous can also lead to unfinished tasks and too much of a laid back attitude. The idealapproach to this is to have a balance of both and knowing when to be organized or laid back.
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Energy
This factor is pretty straightforward to understand – it is either you like working withpeople or you do not. People who have high Energy scores are bubbly, active, and are eager tomeet and interact with people, even with those they do not know. They make goodsalespersons because normally people can tell whether someone is a people-person or not. Incontrast, there are people who are reserved and quiet. They prefer to think about the thoughtsrunning in their minds rather than talk to others. These people, with low Energy scores, arepeople who prefer not to be around large groups of people. One of the most important keys ininterpreting the Career Profile is not to think that high scores for a factor means that you aregood in it and vice versa.
Insider tip:
It is not about being good or bad at something, it is about whether youare type A or type B (just like blood). Different people (companies) will need different types of blood.
Thus, high scores for Energy means you like to interact and communicate with people.But having low scores does not mean you do not like to and you are bad at communicatingand interacting. You just prefer not. It is good to have the best of both worlds, but sometimes, the extreme is needed as well.There are certain occupations that require one to work in solitude without having any or littleinteraction with others, e.g. security officers and astronauts. If everyone is supposed to enjoymeeting people, then no one will be filling such vacancies. Surely you have wondered howthese people can endure the feeling of being alone for long periods. Well, maybe they just likeit that way.On the other hand, some companies do require those who are able to sustain the good feelingof meeting people all the time. When was the last time you really want to meet someone you just saw and had the opportunity to do so? The first conversation that was full withenthusiasm and interest? Can you do it all the time and to everyone you meet? If you can,then there are plenty of companies who would like to hire you right now!To be continued…There are three more factors to come in the forms of
Affirmation, Knowledge, andSustainability.
Watch out for Part II of this article!Has this article been of help to you? We would like to hear feedback from you.
2. Understanding the PEAKS Factors, Part II
by K.L. Ang
In Part I, we discussed about how the first two factors in PEAKS - Purpose and Energy - playtheir roles in determining your career growth and direction. Purpose denotes your tendency tobe rigid and organize or flexible and spontaneous. Energy, on the other hand, signifies yourpreference to either working in groups or in solitude.
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What can I do to improve my job-interviewing skills? for Job Search Tips
This article will give you tips on how to search jobs untill the tips about interview
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