A Publication of WorkMonger
and TrulyHired
|
|
|
|
Teams need healthy conflict—the kind that allows for disagreements, different viewpoints, and a path forward that deepens relationships on a team. Here are 4 steps to follow in order to plan for and have better conflicts.
|
|
|
OpEd/Conversation Starter
|
|
|
Conflict in any part of our lives can be the pits, but conflict at work? That can get especially complicated. The good news is that you don't have to figure this out alone. This article provides tips from conflict-resolution experts to help you face workplace conflict head-on.
|
|
|
What WorkMonger is reading right now.
|
Conflict is inevitable in the workplace, so it's important to confront conflict when it first arises, before there's a chance for the situation to worsen. With that being said, conflicts can take on many forms. Learning how to identify conflicts is the first step towards resolving them.
|
|
|
Career Corner: Ask a Recruiter
|
Debunking bad jobseeking advice
|
|
|
I have been writing this blog for over two years, sharing best practices to employ while searching for a job. I’d love to start 2023 with advice on strategies to AVOID when applying for jobs in the education and nonprofit space (and probably many other industries as well), even if you’ve seen them floating around the internet:
- Submitting a video resume instead of a written one. This sounds so cool in theory, but is a headache for a recruiter or hiring manager to review and creates so many opportunities for bias. Unless you’re a content creator or performer applying for a creative role, stick with something you can create in Microsoft Office or Google Docs (or similar word processing software).
- Showing up to a recruiter’s office and asking to speak to them in-person. This actually happened to me a handful of times. It usually meant that I was pulled from a meeting with colleagues or my work reviewing hundreds of actual applications to speak to someone at the front desk who had come to express their interest and hand me a paper resume. Though I certainly appreciated the intent behind the gesture, I was not able to provide more than a “thanks for stopping by and please apply online!” response (usually because I had to run back to my meeting). If you’re hoping to network with a recruiter, try emailing or messaging them via LinkedIn instead so that both parties can find a convenient time to meet.
- Persistently reaching out to a hiring manager or recruiter via phone or email after you apply. It is absolutely appropriate to send a follow-up email or phone call a week or two after you apply if you have yet to receive a response (unless the application requests you not do this), but it is not appropriate to call and email every day for several days in a row (I experienced this a few times, as did the hiring managers I worked with). I truly understand the intent behind this, especially if you’re trying to ensure your application is reviewed and you are really, really excited about joining a particular organization, but patience is going to be key here. Many recruiters have a pretty high workload, especially given the downsizing of many talent teams across industries, and your frequent calls/messages may sour them towards you as a candidate. Please be patient - they’re doing their best to respond to everyone in a timely manner.
- Applying for numerous open jobs, across multiple functions, with the same employer. I don’t see an issue if you are applying to nearly identical positions (like teaching or school leadership positions, but at several campuses within the same district).The issue lies when candidates apply for roles across job functions (i.e. teaching AND data AND operations AND fundraising AND technology support AND HR). Instead of increasing your chances of landing a role with that employer, you will make the recruiters (who often see all of your applications) question your self-awareness and/or actual area of interest. Ideally, a recruiter will reach out to you and clarify what you’re actually interested in doing and hopefully give you some feedback on the roles for which you are most competitive (but not all recruiters have the capacity to provide that feedback).
- Asking for feedback at the end of the interview “is there anything I could have done better?” I think someone in a career counseling office must have been giving this advice out for a while, because candidates used to ask me this question a lot at the end of interviews. Like some of the other strategies before this, I truly understand the intent and appreciate someone seeking feedback to improve their interview skills while also demonstrating humility. Instead, you’re ending the interview by asking the recruiter to remember all the things you didn’t do well (and that’s how they’ll remember the call). Try ending the conversation this way instead: “I really appreciated the opportunity to discuss my interest in this role and was energized by your questions. Please let me know if there’s anything I can clarify further about my experience or interest. I look forward to the potential of future conversations.”
|
|
|
Create or Update Your JobSeeker Profile
|
|
|
WorkMonger’s mission is to bring lasting systemic change to the education sector by revolutionizing how education organizations and professionals connect for meaningful, non-teacher positions. Apply today to work at WorkMonger!
|
|
|
|
|
Education Opens Doors’ primary focus is to open doors for middle school students from historically underserved communities by providing rigorous, culturally relevant college and career access curriculum during the academic school day. EOD is looking for a senior finance leader to be their Director of Finance and Operations. The Director of Finance and Operations will be responsible for overseeing the day-to- day operational and financial activities of the organization and ensuring it is performing efficiently and effectively. In addition, they will motivate, lead and coach a dynamic team of one to three People and Operations Managers and partner with them to perform the following duties by maintaining clear and frequent communication.
The ideal candidate has 8+ years of relevant experience. Strong team leadership, performance coaching, project management skills required.
|
|
|
|
|
KIPP DC is a community of high-performing, college-preparatory public schools in Washington D.C. At KIPP DC schools, students develop the knowledge, skills, and confidence to become Washington DC’s next generation of leaders. They are looking for a Talent Development leader to be their Director of Talent Development. The Director of Talent Development will be responsible for developing and implementing systems that support regional staff to grow professionally and be successful in their roles. The Director will focus on systems for onboarding, professional development, performance management, and retention of HDQ employees.
The ideal candidate has 5-7 years of work experience in talent development, DEI, or recruiting in education or nonprofits. This person also possesses experience leading adult learning and adult facilitation.
|
|
|
|
|
KIPP DC is looking for a senior leader in Talent Acquisition to be their Managing Director of Talent Acquisition. Investing in talent is one of KIPP DC’s top five priorities in KIPP DC's 2025 strategic plan. The Managing Director of Talent Acquisition will play a key role in ensuring this priority is met. The Managing Director will lead KIPP DC’s efforts to find, attract, select and hire high-quality, committed and diverse team members into all of the organization’s roles.
The ideal candidate has 12+ years of work experience, with at least 7 years of previous recruitment experience required and previous experience working in a similar sized school system required.
|
|
|
|
|
Breakthrough Public Schools' mission is to develop a growing network of distinctive school options that prepare Cleveland area students for success in life. They are looking for an experienced in Special Education to be their Exceptional Student Education (ESE) Specialist. The Exceptional Student Education Specialist will work to ensure the successful ongoing development, implementation, and assessment of the school's exceptional education program. As part of the network Teaching and Learning team, the ESE Specialist plays a central role in managing a portfolio of schools to ensure compliance, instructional, and student achievement outcomes.
The ideal candidate has 3-5 years teaching experience within exceptional student populations. 3-5 years leadership experience required; urban setting strongly preferred.
|
|
|
TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with non-teaching roles at impact-driven education organizations. Here are a few of the amazing roles we have available. Check them out and apply if you're interested!
|
|
|
Want to get notified when there are new roles posted on TrulyHired that fit your preferences?
Now you can with TrulyHired's new Job Alert function!
Click the button below to have new opportunities delivered straight to your inbox.
|
|
|
Sent by WorkMonger ● P.O. Box 163331, Austin, TX 78716-3331 ● Contact Us
|
|
|
|
