Training process

How we work

Our sales team are the first point of contact for all enquiries. The sales team are trained to listen and respond to your training needs. Where required, the team are trained to advise and recommend courses. In the event you would like to talk to one of the training team about a course, then we can arrange this for you.

Booking

If you are certain what you need then booking a course is quick and easy: Your account manager will email or fax a booking form with all the necessary course information on it. To confirm your course, simply sign and fax-back the booking form to the number at the top.

Following agreement with your LSA Training account manager, or one of our training team, you will be faxed or emailed a course Booking Form showing all the details of the course including date, location, and price and course specific details. To confirm your course booking, you will need to sign and fax-back the order to your account manager.

Your booking form is received by your account manager

When your course booking is entered onto our system by our Administration Team, you will receive a confirmation email showing the details of your booking.

Our courses Customer Service Team are responsible for sending out your course Joining Instructions 3-4 weeks before your course date. Joining Instructions have all the details of the booking including venue directions, delegate’s name(s).

Customer Services can be contacted on 0203 371 0546 Monday – Saturday 9.30am – 5.30pm.

On the day of your course you will be asked to sign in before starting you course.

At the end of the course, all delegates are asked to complete a course evaluation form

UK Unemployment rate.

UK unemployment rate could ‘trigger social unrest’

Britain’s high long-term unemployment rate could trigger widespread social unrest as people become increasingly detached from the labour market, a grim analysis has warned.

A report by the ILO, published today, said the large long-term unemployment rate in the UK could result in “huge economic and social costs”. The UK is among five developed countries highlighted by the ILO which face increased social unrest, due to worrying levels of long-term unemployment. The other countries are Denmark, Ireland, Spain and America.

Raymond Torres, author of the report, said: “When people are out of work for more than a year they become demoralized, lose self-esteem and drop out of the labour market. These are individual effects but at some point it leads to anger with everything and with authority. This is very worrying.”

He said that Britain returning to recession meant austerity measures were not working. “There was a belief that austerity would reassure the markets, which would lead to jobs and recovery. But this is not the case and confidence has not recovered.”

UK Unemployment: July 2012

Read behind the headline figure of a fall in UK unemployment fell by 65,000 to 2.58 million in the three months to May, and the news is not so good:

•           The number of people claiming Job-seeker Allowance rose by 6,100 to 1.6 million in June

•           The number of people out of work for more than two years rose by 18,000 to 441,000, the highest since 1997

•           Unemployment in Wales its up by 2,000

•           The number of vacancies is at a low within the last three years

Further, of that fall of 65,000, 50,000 of those jobs were created in central London. Now, what’s going on in London over the next month that would require an additional 50,000 people?

Plus we have to add that this year’s crop of graduates from schools, colleges and universities still have to reach the statisticians measurement system, yet.

We also need to add in that all of the economic professionals are getting nervous. The Bank of England announced Quantative Easing Phase3 last week, while the IMF after reining back its forecast for 2012-2014 for UK economic growth by between 0.5% and 1.0% – effectively halving it – urged the Chancellor to do more to avoid an elongated double-dip recession and lost decade.

In summary, looking back over the years, July is always a good month for employment statistics. The summer creates more employment through employees taking holidays and resultant temporary vacancies, while the holidays that they take create seasonal vacancies. Plus, the new graduates have not got into the system, so are not counted.

Summary: vacancy high, job seekers low = employment rising.

The key months for me for measuring unemployment and job creation in the UK economy are always September and October, and February through May. These periods avoid seasonal issues, and further are fully-measured periods of who’s out there seeking work, and who’s creating it.

But this year, the July underlying economic story is not good. In fact it looks more like post-2008 recession, as opposed to a proposed recovery “next year”. With the Euro crisis still on-going, and companies storing cash and reducing employment, I await the end of summer to see if we get a better forecast.

Good Luck!

Unemployment jumps 220,000 to 2.4m

Jobless rate climbs to 7.8% of the workforce

•           Business

•           Unemployment and employment statistics

Unemployment jumps 220,000 to 2.4m

Jobless rate climbs to 7.8% of the workforce

Unemployment in Britain jumped by 220,000 in the three months to June to 2.435 million, official data showed today, the highest level since 1995.

The Office for National Statistics said that the jobless rate was now 7.8% of the workforce.

The figures also showed a huge 271,000 drop in the number of people in work – the biggest fall since records began in 1971 – although there was a similar fall in the February to April period this year.

There was a rise of more than 50,000 in the number of the under-25s without work to a total of 928,000, fueling fears of a “lost generation” of jobless. The Prince’s Trust said that around half of these were able to claim unemployment benefit, which was now costing the government £3.4m a day.

“But this is just the start of a long and downward spiral, which all too often leads to crime, homelessness or worse. Only by stopping young people falling out of the system can we rescue this lost potential and save the economy billions each year,” said Martina Milburn, the charity’s chief executive.

The Liberal Democrat work and pensions spokesman, Steve Webb, added: “Young people should be getting intensive support as soon as they sign on instead of having to wait a year for a guarantee of a job or training place. With vacancies at a record low, it is vital that we prevent today’s school and university leavers from becoming a lost generation of long-term unemployed.”

The ONS also reported a relatively small rise of 25,000 in the number of people claiming job-seeker’s allowance. Under that measure there are now 1.58 million people claiming benefit, equivalent to 4.9% of the workforce, which is the highest rate since October 1997.

There is now widespread suspicion among experts that the claimant count figures are not representing the true state of joblessness since many unemployed people are unable to claim benefit. Yesterday the Department for Work and Pensions announced an inquiry into the recent divergence between the two measures of unemployment.

‘Unacceptable’ and ‘ghastly’

Ahead of the figures, the business secretary, Lord Mandelson, admitted this morning that unemployment levels were “unacceptable”, although he insisted that even more people would be out of work if the Tories had been in power during the recession.

Speaking on BBC Radio 4′s Today programme, Mandelson said: “One thing I and the government know is that any such level of unemployment is unacceptable.

“The question is, what is the government doing about it, and what would be the level of unemployment if the government had not intervened in the economy in the way in which we have?”

He said the government was spending £5bn on getting people back to work while the Conservatives wanted to cut state investment in the economy by a similar amount.

TUC general secretary Brendan Barber said: “Today’s figures show we are still some way off recovery. With over one in six young people out of work, unemployment is already at crisis level. The government must do more to get people back into work, otherwise we risk losing another generation of young people to mass unemployment.”

Describing the figures as “ghastly,” Howard Archer, chief UK and European economist at IHS Global Insight said he suspected the International Labour Organization (ILO) measure of unemployment “is painting a truer picture of the current state of the labour market” than the much narrower claimant count measure.

“In particular, over the summer months, there are likely to be a lot of students who have just left college or school and cannot get a job, thereby going straight into unemployment,” Archer said. “These do not show up on the claimant count data as they are not eligible for benefits. Indeed, youth unemployment is already a major source of concern.”

The ILO data shows that the employment rate of 16 and 17-year-olds dropped to 28.6% in April-June from 34% a year earlier, while the rate for people aged 18 to 24 dropped to 59.8% from 64.1%.

We have also attached the link to the latest series of Dispatches on Channel 4, this shall bring on insight to the matter of discussion here.

http://www.channel4.com/programmes/dispatches/articles/tricks-of-the-dole-cheats-trail

“Outside Source“

Many thanks for Visiting our Blog Today.Ha e a Good Day ahead.

The 25 most difficult questions you’ll be asked on a job interview

Being prepared is half the battle.
If you are one of those executive types unhappy at your present post and embarking on a New Year’s resolution to find a new one, here’s a helping hand. The job interview is considered to be the most critical aspect of every expedition that brings you face-to- face with the future boss. One must prepare for it with the same tenacity and quickness as one does for a fencing tournament or a chess match.
This article has been excerpted from “PARTING COMPANY: How to Survive the Loss of a Job and Find Another Successfully” by William J. Morin and James C. Cabrera. Copyright by Drake Beam Morin, inc. Published by Harcourt Brace Jovanovich.
1. Tell me about yourself.
Since this is often the opening question in an interview, be extra careful that you don’t run off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don’t waste your best points on it.
2. What do you know about our organization?
You should be able to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don’t act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don’t overwhelm the interviewer, and make it clear that you wish to learn more.
You might start your answer in this manner: “In my job search, I’ve investigated a number of companies.
Yours is one of the few that interests me, for these reasons…”
Give your answer a positive tone. Don’t say, “Well, everyone tells me that you’re in all sorts of trouble, and that’s why I’m here”, even if that is why you’re there.
3. Why do you want to work for us?
The deadliest answer you can give is “Because I like people.” What else would you like-animals?
Here, and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company’s needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it’s doing them in ways that greatly interest you. For example, if the organization is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development emphasizes the fact that you want to create new things and that you know this is a place in which such activity is encouraged. If the organization stresses financial controls, your answer should mention a reverence for numbers.
If you feel that you have to concoct an answer to this question – if, for example, the company stresses research, and you feel that you should mention it even though it really doesn’t interest you- then you probably should not be taking that interview, because you probably shouldn’t be considering a job with that organization.
Your homework should include learning enough about the company to avoid approaching places where you wouldn’t be able -or wouldn’t want- to function. Since most of us are poor liars, it’s difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don’t really want.
4. What can you do for us that someone else can’t?
Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk about your record of getting things done, and mention specifics from your resume or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them.
5. What do you find most attractive about this position? What seems least attractive about it?
List three or four attractive factors of the job, and mention a single, minor, unattractive item.
6. Why should we hire you?
Create your answer by thinking in terms of your ability, your experience, and your energy. (See question 4.)
7. What do you look for in a job?
Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be recognized for your contributions. Make your answer oriented toward opportunity rather than personal security.
8. Please give me your definition of [the position for which you are being interviewed].
Keep your answer brief and task oriented. Think in in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain. Ask the interviewer; he or she may answer the question for you.
9. How long would it take you to make a meaningful contribution to our firm?
Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organization and its needs well enough to make a major contribution.
10. How long would you stay with us?
Say that you are interested in a career with the organization, but admit that you would have to continue to feel challenged to remain with any organization. Think in terms of, “As long as we both feel achievement-oriented.”
11. Your resume suggests that you may be over-qualified or too experienced for this position. What’s your opinion?
Emphasize your interest in establishing a long-term association with the organization, and say that you assume that if you perform well in his job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so well qualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.
12. What is your management style?
You should know enough about the company’s style to know that your management style will complement it. Possible styles include: task oriented (I’ll enjoy problem-solving identifying what’s wrong, choosing a solution and implementing it”), results-oriented (“Every management decision I make is determined by how it will affect the bottom line”), or even paternalistic (“I’m committed to taking care of my subordinates and pointing them in the right direction”).
A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.
As you consider this question, think about whether your style will let you work happily and effectively within the organization.
13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?
Keep your answer achievement and ask-oriented. Rely on examples from your career to buttress your argument. Stress your experience and your energy.
14. What do you look for when you hire people?
Think in terms of skills. Initiative and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organization.

15. Have you ever had to fire people? What were the reasons, and how did you handle the situation?
Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don’t enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone- humanely.
16. What do you think is the most difficult thing about being a manager or executive?
Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employees to get something planned and completed on time and within the budget.
17. What important trends do you see in our industry?
Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.
18. Why are you leaving (did you leave) your present (last) job?
Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search. Where you considered this topic as you set your reference statements. If you were laid off in an across-the-board cutback, say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.
The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The “We agreed to disagree” approach may be useful. Remember that your references are likely to be checked, so don’t concoct a story for an interview.

19. How do you feel about leaving all your benefits to find a new job?
Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don’t suggest that security might interest you more than getting the job done successfully.
20. In your current (last) position, what features do (did) you like the most? The least?
Be careful and be positive. Describe more features that you liked than disliked. Don’t cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.
21. What do you think of your boss?
Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future.
22. Why aren’t you earning more at your age?
Say that this is one reason that you are conducting this job search. Don’t be defensive.
23. What do you feel this position should pay?
Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, “I understand that the range for this job is between £______ and £______. That seems appropriate for the job as I understand it.” You might answer the question with a question: “Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organization?”
If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position’s responsibilities before you could give a meaningful answer to that question. Here, too, either by asking the interviewer or search executive (if one is involved), or in research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.
If the interviewer continues to probe, you might say, “You know that I’m making £______ now. Like everyone else, I’d like to improve on that figure, but my major interest is with the job itself.” Remember that the act of taking a new job does not, in and of itself, make you worth more money.
If a search firm is involved, your contact there may be able to help with the salary question. He or she may even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him that you are earning that amount now and would Like to do a bit better, he might go back to the employer and propose that you be offered an additional 10%.
If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to respond with a number. You cannot leave the impression that it does not really matter, that you’ll accept whatever is offered. If you’ve been making £80,000 a year, you can’t say that a £35,000 figure would be fine without sounding as if you’ve given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable.)
Don’t sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don’t leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself.
But whenever possible, say as little as you can about salary until you reach the “final” stage of the interview process. At that point, you know that the company is genuinely interested in you and that it is likely to be flexible in salary negotiations.

24. What are your long-range goals?
Refer back to the planning phase of your job search. Don’t answer, “I want the job you’ve advertised.” Relate your goals to the company you are interviewing: ‘in a firm like yours, I would like to…”
25. How successful do you think you’ve been so far?
Say that, all-in-all; you’re happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you’ve done quite well and have no complaints.
Present a positive and confident picture of yourself, but don’t overstate your case. An answer like, “Everything’s wonderful! I can’t think of a time when things were going better! I’m overjoyed!” is likely to make an interviewer wonder whether you’re trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence.

Quiz: Not sure which course to take, which career is right for you?

Not sure which course to take, which career is right for you? You should not make such decisions without a deep understanding …..

Quiz:

Will You Be Happier If You Change Career?

One of the main reasons that people decide to take the brave step of changing career is so that they will be happier. But what if you’re not? Would it still be worth it? Ask yourself the following questions and pick which answer best suits how you feel to see if your proposed career change will bring you the happiness you crave.

What Do You Like About Your Current Job?

Ask yourself what you do and don’t like about your current job to ascertain how likely it is that your career change will address the difficulties.

1) I love my current job but my colleagues drive me crazy!

2) My current job is pretty good but I am sure that I could better career development opportunities elsewhere.

3) I hate my current job as the hours are awful and the commute takes ages.

What Do You Like About the Industry in which You Work?

If you fundamentally like your job but find that the issues surrounding it are problematic, it may be that changing career is rather throwing the baby out with the bathwater.

1)      I feel challenged by my job but I’m frustrated that I can’t be promoted until my boss retires.

2)      There are legislative changes coming into my industry and I am not sure how they will affect my job.

3)      My clients, colleagues and competitors all bore me and I hope to have nothing to do with any of them as soon as possible.

Are Your Family Supportive About Your Career Change?

For some people that embark on a career change, their nearest and dearest are not particularly supportive or positive, which can make the change harder than it needs to be.

1) My husband/wife/partner earns enough to support us for a few months while I get up and running and they’re keen for me to make a career change.

2) My family is a little worried that I’ll regret leaving my current job, but they’re generally pleased.

3) My husband/wife/partner thinks that the career change is a bad idea because of money/commuting/childcare/other issues.

How Did You Score?

If you answered mainly 1s, you are in the very fortunate position of being able to really throw yourself into a career change. But it may be that you don’t need to go the whole hog! It sounds like you might just need a bit of a change rather than the massive change that is starting a whole new career. While this may mean that you’re more likely to succeed because you haven’t got to the point of actually hating your current job, you might just feel happier if you ask for a review in your current workplace.

If you answered mainly 2s, you would probably feel happier if you changed career as you’ve not yet been ground down by a job you hate and you do have a pretty supportive family. Think carefully about your next step and be prepared to work hard to be happier.

If you’ve answered mainly 3s, you’re in a pretty tricky position. You could certainly be happier by making a career change, but you’ll need to get your family onside first. That said, they may come round to the idea if you show how unhappy you are in your current situation, or if you just go for it and prove that you can do it. Good luck!

How to write a successful CV before applying for a job

Getting a CV up to scratch is an important part of the job searching process

A good curriculum vitae – or CV – is vital when looking for work, especially when there are numerous candidates for the same job, so what should it contain?
There is no perfect template, and each sector may require a different emphasis on a different aspect of the content, such as career history or qualifications.

However, experts suggest there are some basic rules on how a CV should be written and the information that should be included.

Overall, a CV should be neat and typed if possible. Most libraries now have public computers, if you do not have your own.
It should also be short, usually no more than two sides of A4. It should be positive, stressing achievements and strengths, and make a good impression in a clear and positive way.

The basic format for a CV includes:
•    Personal details, including name, address, phone number, email address and possibly any professional social media presence. You no longer need to include your date of birth, owing to age discrimination rules
•    Career history, starting with your most recent job first. Include dates and temporary or voluntary jobs if appropriate
•    A personal profile which sells yourself and your qualities, tailored towards the job you are applying for
•    Achievements from previous jobs that are relevant
•    Qualifications and training from previous jobs, with the most recent first
•    Interests, if they are relevant and especially if the skills or teamwork concerned are relevant for the job
•    Any extra information, such as reasons for a career change or reasons for gaps in career history, such as caring duties
•    References, ideally two or more and including a recent employer

A straightforward font and formatting is required – and the spelling must be checked and checked again. Poor spelling is the quickest way of getting a rejection; one should check five or six adverts for a particular job and then use the common requirements to mould their CV.

“Many people think that one CV will fit all applications, but it needs to be a much targeted document for the role they are going for. Do some research so you understand what employers are looking for.”
NOTE: Each CV needs to be tailored towards your own skills, experiences and your job application.

Here we are again, lets get you some MOTIVATION PILLS in the taxing days of job search.

When you set out on your job search, it’s rarely possible to guess how long it will go on for. As time passes, the rejections mount up and the budgets get tighter, it’s easy to become disheartened.

However, this is exactly the time when you need to dust yourself off and put in more hard work than ever. One of the main attributes of a successful job seeker is persistence. Here are a few tips to help you stay positive:

• Start as you mean to go on - The first 30 minutes of your day are golden. The thoughts you think and the actions you take during this critical time affect your performance levels for the rest of the day. Instead getting up late, set your alarm as if you were going to work, have a shower and take a walk to get some fresh air in your lungs.

• Set daily goals – If you don’t have anything concrete to work towards, you have nothing to focus on and will find yourself achieving very little. Goals will keep your mind focused on the things that are important and keep you feeling positive about your future. Make your goals SMART (specific, measurable, attainable, realistic and timely) and remember to celebrate when you achieve a landmark.

• Set up the right environment – There’s a lot to be said for being neat, tidy and organized. Make an area in your home where you can run your job search with a phone, computer and everything else you might find in an office. It will help you stay focused on the target. You might also want to change your environment occasionally by working from a coffee shop or renting space in a local office.

• Eat right – Your environment also includes what you put into your body. Make sure you eat lots of fruit and vegetables, stay away from fatty foods and try to limit your alcohol intake. A healthy body generally leads to a healthy mind.

• Create a support network – Forming an alliance with other job seekers will help you share experiences, get advice and give you an outlet for you inner feelings. Try to meet at least once a week with your team and share strategies.

• Remember the law of averages. The more calls you make, the more networking events you go to and the more applications you make, the greater your chances are of finding the job of your dreams. However resist the urge to blanket bomb every recruiter out there. You need to tailor your CV for each job. Sooner or later, you’ll hit the right mark.

• Enjoy the process – Job hunting is a time of transition and change and it can also be a very important time for self-development. Use this period to reassess your goals, find out what you really want to do and engross yourself in making yourself the best you can be.

At every stage of your job search, you should look to get feedback. If you’re not getting asked for interviews then get someone to have a look through your CV. If you’re getting to the interview, but being rejected there you should find out what you’re doing wrong. Fix these, and you’ll find yourself in a job in no time.

If you’re in the midst of a job search and have tips to share on staying motivated, we’d love to hear your perspective. Leave a comment and let us know what works for you.

For those who are looking to change their Job, listed are some tricks you can use to ease the process.

It’s not easy doing much of anything after work. Whether you’re struggling to justify your gym membership, cook dinner that doesn’t involve the microwave, or keep your bathroom reasonably clean, it can be hard to find the motivation after a long day at the office.

Unfortunately, the awful your day (re: you need a new job), the tougher it can be to find the will to look after your most important task: conducting a job hunt.

The trouble is, until you find a better job, it’s not going to get any easier. Luckily, there are some tricks you can use to ease the process, and keep chugging towards your goal. No excuses!

1. Commit to a limited amount of time

Unfortunately, having an undefined amount of time dedicated to a task can mean the task expanding to fill all the time you have available.

Guard your recharging time carefully: set a (short!) period of time aside after work for job searching. If you feel like doing more, keep going. But knowing you’ll only have to commit to 20 minutes of focused work can be a huge incentive to start. And 20 minutes of focused work is so, so much better than blowing off your search altogether.

2. Set the mood

If your work zone is also your eating-and-watching-Netflix zone, it can be hard to fully get focused. Or even start your actual work.

Physically designate an area to conduct your search in, and develop a ritual to set the tone: make a cup of tea, or change your clothes. The more mood-cues you set for yourself, the easier it will be to transition into “job search” mode—and then back out again, to enjoy the rest of your evening.

3. Stay extremely organized

You’ll be able to accomplish much more, and in a shorter period of time, if you’re organized. “Job searching” can be a very ambiguous task, and ambiguity can lead to procrastination, or worse, misguided efforts or unnecessary stress.

Keep a spread sheet of leads to work from, folders in your inbox to track email responses, and set yourself reminders for follow ups, thank you note send-outs, and interviews. Knowing where you left off—and what’s next on the pipeline—will speed things along, and save you lots of mental energy in the long run.

4. Give yourself homework

Once you’ve started organizing your search, it should be easier for you to delineate specific action items for yourself. Are you out of fresh leads? Your work next time should consist of finding them—and adding job postings to your spread sheet for your next session. Done with leads? Note that you’ll need to draft a cover letter for next time.

Again, by clearly outlining tasks for yourself, you’ll make it easier to get started, and eliminate the fear factor that can come with too vague an idea of what your goals are. Job searching in general may be overwhelming—but trolling the boards for 5 positions you might be interested? That’s totally doable. And it’s great progress.

5. Play hooky

Made time for your search? Great! Reward yourself by equally prioritizing activities you enjoy. Make sure you’re having fun, relaxing, and exercising as much as you’re job hunting.

Keeping up with fun, healthy and recharging life stuff is essential to maintaining your best self, which you’ll need to maintain interviews, and eventually that dream job. Don’t neglect your personal life and sanity. You’ll need them both to truly enjoy a new job.

If you’re in the midst of a job search and have tips to share on staying motivated, we’d love to hear your perspective. Leave a comment and let us know what works for you.

Employability Skills in short