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![\"\"](\"https:\/\/cdn-01.cms-eu-v2i.applyflow.com\/identifi-global\/wp-content\/uploads\/2022\/03\/StandOutWorkplace.jpg\")
<\/p>\n<\/p>\n<\/center>
\n\t <\/p>\n
\n\tRecruitment doesn\u2019t stop when the candidate\u2019s in post. This is a cornerstone of our candidate charter, and it\u2019s why many of our candidates come back to us and ask us questions like \u201chow should I ensure my work and contributions are visible in this company? What skills do I need to get ahead?\u201d<\/p>\n
\n\tIn truth, it\u2019s not easy. Putting your every achievement on your personal website and emailing the link to everyone in your company is crude and obvious – and it won\u2019t work. Personal brand gets your foot in the door, but once you\u2019re in the office it gives way to something more subtle.<\/p>\n
\n\tWhat is internal networking?<\/h2>\n\n\tInternal networking isn\u2019t the same thing as \u201cgoing to networking events\u201d.<\/div>\n\n\t <\/div>\n\n\tInternal networking is about volunteering for things – internal or informal projects – outside your job description and your comfort zone. It\u2019s about stepping into other people\u2019s worlds and finding opportunities there. It\u2019s about suggesting solutions to problems that the average employee doesn\u2019t know exists. And crucially, it\u2019s about doing all of this not for financial reward or a promotional prospect, but to broaden your horizons.<\/div>\n\n\t <\/div>\n\n\tThese efforts demonstrate that you\u2019re engaged with the brand and the business. Most employees wait until they\u2019re told to do something, do it, and want thanks for doing it. To be different, take the initiative, and the additional responsibility. It doesn\u2019t have to be an operational responsibility: it can be something that drives the company in a softer way, something as simple as organising the post-work night out on a Friday.<\/div>\n\n\t <\/div>\n\n\t“Everyone near the top of the ladder has an idea they can\u2019t deliver.”<\/strong><\/h4>\n\n\t <\/div>\n\n\tThere are a great many things business leaders would like to do, but can\u2019t find time for in the hubbub of daily operations and leadership decisions. Everyone near the top of the ladder has an idea they can\u2019t deliver, and they want someone to come along and say \u201coh, I\u2019ll do that for you\u201d. Putting those ideas into practice brings you to the attention of the people who had the ideas – and that\u2019s when you can start asking for something back.<\/div>\n\n\t <\/div>\n\n\tDriving your own feedback<\/h2>\n\n\tInternal networking allows you to drive your own feedback. It makes you known to the people who can tell you how to improve, and help you climb the ladder. If you aren\u2019t getting one-to-one feedback, regular contact gives you an opportunity to ask for it. Take that opportunity when it comes.<\/div>\n\n\t <\/div>\n\n\t“Asking for feedback on something you\u2019ve done means you\u2019re presenting a concrete achievement to their attention.”<\/strong><\/h4>\n\n\t <\/div>\n\n\tIt\u2019s important not to be demanding here. Don\u2019t make your lack of feedback and contact a problem that you\u2019re asking someone to solve. Come to people with a solution – \u201cI\u2019ve done this, how does it look?\u201d Whether it\u2019s the company social or the new security protocol, asking for feedback on something you\u2019ve done means you\u2019re presenting a concrete achievement to their attention – not suggesting there\u2019s a shortcoming in the way your managers manage.<\/div>\n\n\t <\/div>\n\n\tDon\u2019t just see this as an upward-facing activity either. You can find useful feedback from your peers and subordinates too. You\u2019ll get ahead in the workplace by understanding what people above and below you think of you, and working to influence their thinking in the directions you want.<\/div>\n\n\t <\/div>\n\n\tFinding your direction to grow in<\/h2>\n\n\tWe use a specific technique to help candidates identify where they want to grow and develop – and where they want to be seen as developing. Based on our Psycruit psychometric testing, this Carousel 360 review breaks down key personal skills like communicating and influencing, working together, leading change and strategic focus into four ratings – one from yourself, one from your manager, one from a peer, and one from a direct psychometric report.<\/div>\n\n\t <\/div>\n\n\tThe Carousel review highlights the differences between how candidates perceive themselves, and how their colleagues and leaders perceive them. It isn\u2019t an objective assessment of how good you are at your job – it\u2019s a subjective assessment of how good others think you are, which is exactly what you need for internal networking and standing out. By taking a review like this one, and basing your adaptations on the shortcomings others see in you (rather than attempts to impress your boss with what you think you\u2019re good at), you can show that you\u2019re working on what they think you should be.<\/div>\n\n\t <\/div>\n\n\tThis concept – working on what your workplace thinks needs doing – is key to internal networking, and to making sure your work and contributions are visible. By establishing how people expect you to improve, and what they wish someone would do, you can identify the key areas you need to work on – and you have the perfect opportunity to ask for feedback based on concrete contributions, rather than problems.<\/div>\n\n\t <\/div>\n\n\tHard work is what\u2019s expected of you: smart work is what will get you ahead.<\/div>\n\n\t <\/div>\n\n\tYour perception of yourself is the keystone of the 360 review. To get a sense of where you are and what you\u2019re good at, take our psycruit personality test today.<\/strong><\/div>\n\n\t <\/div>\n","protected":false},"excerpt":{"rendered":" Recruitment doesn\u2019t stop when the candidate\u2019s in post. This is a cornerstone of our candidate charter, and it\u2019s why many of our candidates come back to us and ask us questions like \u201chow should I ensure my work and contributions are visible in this company? What skills do I need to get ahead?\u201d In… Read More »Standing out in the workplace – how to get ahead without asking<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14142,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-14938","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=14938"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14142"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=14938"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=14938"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=14938"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n\t“Everyone near the top of the ladder has an idea they can\u2019t deliver.”<\/strong><\/h4>\n\n\t <\/div>\n\n\tThere are a great many things business leaders would like to do, but can\u2019t find time for in the hubbub of daily operations and leadership decisions. Everyone near the top of the ladder has an idea they can\u2019t deliver, and they want someone to come along and say \u201coh, I\u2019ll do that for you\u201d. Putting those ideas into practice brings you to the attention of the people who had the ideas – and that\u2019s when you can start asking for something back.<\/div>\n\n\t <\/div>\n\n\tDriving your own feedback<\/h2>\n\n\tInternal networking allows you to drive your own feedback. It makes you known to the people who can tell you how to improve, and help you climb the ladder. If you aren\u2019t getting one-to-one feedback, regular contact gives you an opportunity to ask for it. Take that opportunity when it comes.<\/div>\n\n\t <\/div>\n\n\t“Asking for feedback on something you\u2019ve done means you\u2019re presenting a concrete achievement to their attention.”<\/strong><\/h4>\n\n\t <\/div>\n\n\tIt\u2019s important not to be demanding here. Don\u2019t make your lack of feedback and contact a problem that you\u2019re asking someone to solve. Come to people with a solution – \u201cI\u2019ve done this, how does it look?\u201d Whether it\u2019s the company social or the new security protocol, asking for feedback on something you\u2019ve done means you\u2019re presenting a concrete achievement to their attention – not suggesting there\u2019s a shortcoming in the way your managers manage.<\/div>\n\n\t <\/div>\n\n\tDon\u2019t just see this as an upward-facing activity either. You can find useful feedback from your peers and subordinates too. You\u2019ll get ahead in the workplace by understanding what people above and below you think of you, and working to influence their thinking in the directions you want.<\/div>\n\n\t <\/div>\n\n\tFinding your direction to grow in<\/h2>\n\n\tWe use a specific technique to help candidates identify where they want to grow and develop – and where they want to be seen as developing. Based on our Psycruit psychometric testing, this Carousel 360 review breaks down key personal skills like communicating and influencing, working together, leading change and strategic focus into four ratings – one from yourself, one from your manager, one from a peer, and one from a direct psychometric report.<\/div>\n\n\t <\/div>\n\n\tThe Carousel review highlights the differences between how candidates perceive themselves, and how their colleagues and leaders perceive them. It isn\u2019t an objective assessment of how good you are at your job – it\u2019s a subjective assessment of how good others think you are, which is exactly what you need for internal networking and standing out. By taking a review like this one, and basing your adaptations on the shortcomings others see in you (rather than attempts to impress your boss with what you think you\u2019re good at), you can show that you\u2019re working on what they think you should be.<\/div>\n\n\t <\/div>\n\n\tThis concept – working on what your workplace thinks needs doing – is key to internal networking, and to making sure your work and contributions are visible. By establishing how people expect you to improve, and what they wish someone would do, you can identify the key areas you need to work on – and you have the perfect opportunity to ask for feedback based on concrete contributions, rather than problems.<\/div>\n\n\t <\/div>\n\n\tHard work is what\u2019s expected of you: smart work is what will get you ahead.<\/div>\n\n\t <\/div>\n\n\tYour perception of yourself is the keystone of the 360 review. To get a sense of where you are and what you\u2019re good at, take our psycruit personality test today.<\/strong><\/div>\n\n\t <\/div>\n","protected":false},"excerpt":{"rendered":" Recruitment doesn\u2019t stop when the candidate\u2019s in post. This is a cornerstone of our candidate charter, and it\u2019s why many of our candidates come back to us and ask us questions like \u201chow should I ensure my work and contributions are visible in this company? What skills do I need to get ahead?\u201d In… Read More »Standing out in the workplace – how to get ahead without asking<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14142,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-14938","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=14938"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14142"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=14938"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=14938"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=14938"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n\tDriving your own feedback<\/h2>\n\n\tInternal networking allows you to drive your own feedback. It makes you known to the people who can tell you how to improve, and help you climb the ladder. If you aren\u2019t getting one-to-one feedback, regular contact gives you an opportunity to ask for it. Take that opportunity when it comes.<\/div>\n\n\t <\/div>\n\n\t“Asking for feedback on something you\u2019ve done means you\u2019re presenting a concrete achievement to their attention.”<\/strong><\/h4>\n\n\t <\/div>\n\n\tIt\u2019s important not to be demanding here. Don\u2019t make your lack of feedback and contact a problem that you\u2019re asking someone to solve. Come to people with a solution – \u201cI\u2019ve done this, how does it look?\u201d Whether it\u2019s the company social or the new security protocol, asking for feedback on something you\u2019ve done means you\u2019re presenting a concrete achievement to their attention – not suggesting there\u2019s a shortcoming in the way your managers manage.<\/div>\n\n\t <\/div>\n\n\tDon\u2019t just see this as an upward-facing activity either. You can find useful feedback from your peers and subordinates too. You\u2019ll get ahead in the workplace by understanding what people above and below you think of you, and working to influence their thinking in the directions you want.<\/div>\n\n\t <\/div>\n\n\tFinding your direction to grow in<\/h2>\n\n\tWe use a specific technique to help candidates identify where they want to grow and develop – and where they want to be seen as developing. Based on our Psycruit psychometric testing, this Carousel 360 review breaks down key personal skills like communicating and influencing, working together, leading change and strategic focus into four ratings – one from yourself, one from your manager, one from a peer, and one from a direct psychometric report.<\/div>\n\n\t <\/div>\n\n\tThe Carousel review highlights the differences between how candidates perceive themselves, and how their colleagues and leaders perceive them. It isn\u2019t an objective assessment of how good you are at your job – it\u2019s a subjective assessment of how good others think you are, which is exactly what you need for internal networking and standing out. By taking a review like this one, and basing your adaptations on the shortcomings others see in you (rather than attempts to impress your boss with what you think you\u2019re good at), you can show that you\u2019re working on what they think you should be.<\/div>\n\n\t <\/div>\n\n\tThis concept – working on what your workplace thinks needs doing – is key to internal networking, and to making sure your work and contributions are visible. By establishing how people expect you to improve, and what they wish someone would do, you can identify the key areas you need to work on – and you have the perfect opportunity to ask for feedback based on concrete contributions, rather than problems.<\/div>\n\n\t <\/div>\n\n\tHard work is what\u2019s expected of you: smart work is what will get you ahead.<\/div>\n\n\t <\/div>\n\n\tYour perception of yourself is the keystone of the 360 review. To get a sense of where you are and what you\u2019re good at, take our psycruit personality test today.<\/strong><\/div>\n\n\t <\/div>\n","protected":false},"excerpt":{"rendered":" Recruitment doesn\u2019t stop when the candidate\u2019s in post. This is a cornerstone of our candidate charter, and it\u2019s why many of our candidates come back to us and ask us questions like \u201chow should I ensure my work and contributions are visible in this company? What skills do I need to get ahead?\u201d In… Read More »Standing out in the workplace – how to get ahead without asking<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14142,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-14938","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=14938"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14142"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=14938"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=14938"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=14938"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n\t“Asking for feedback on something you\u2019ve done means you\u2019re presenting a concrete achievement to their attention.”<\/strong><\/h4>\n\n\t <\/div>\n\n\tIt\u2019s important not to be demanding here. Don\u2019t make your lack of feedback and contact a problem that you\u2019re asking someone to solve. Come to people with a solution – \u201cI\u2019ve done this, how does it look?\u201d Whether it\u2019s the company social or the new security protocol, asking for feedback on something you\u2019ve done means you\u2019re presenting a concrete achievement to their attention – not suggesting there\u2019s a shortcoming in the way your managers manage.<\/div>\n\n\t <\/div>\n\n\tDon\u2019t just see this as an upward-facing activity either. You can find useful feedback from your peers and subordinates too. You\u2019ll get ahead in the workplace by understanding what people above and below you think of you, and working to influence their thinking in the directions you want.<\/div>\n\n\t <\/div>\n\n\tFinding your direction to grow in<\/h2>\n\n\tWe use a specific technique to help candidates identify where they want to grow and develop – and where they want to be seen as developing. Based on our Psycruit psychometric testing, this Carousel 360 review breaks down key personal skills like communicating and influencing, working together, leading change and strategic focus into four ratings – one from yourself, one from your manager, one from a peer, and one from a direct psychometric report.<\/div>\n\n\t <\/div>\n\n\tThe Carousel review highlights the differences between how candidates perceive themselves, and how their colleagues and leaders perceive them. It isn\u2019t an objective assessment of how good you are at your job – it\u2019s a subjective assessment of how good others think you are, which is exactly what you need for internal networking and standing out. By taking a review like this one, and basing your adaptations on the shortcomings others see in you (rather than attempts to impress your boss with what you think you\u2019re good at), you can show that you\u2019re working on what they think you should be.<\/div>\n\n\t <\/div>\n\n\tThis concept – working on what your workplace thinks needs doing – is key to internal networking, and to making sure your work and contributions are visible. By establishing how people expect you to improve, and what they wish someone would do, you can identify the key areas you need to work on – and you have the perfect opportunity to ask for feedback based on concrete contributions, rather than problems.<\/div>\n\n\t <\/div>\n\n\tHard work is what\u2019s expected of you: smart work is what will get you ahead.<\/div>\n\n\t <\/div>\n\n\tYour perception of yourself is the keystone of the 360 review. To get a sense of where you are and what you\u2019re good at, take our psycruit personality test today.<\/strong><\/div>\n\n\t <\/div>\n","protected":false},"excerpt":{"rendered":" Recruitment doesn\u2019t stop when the candidate\u2019s in post. This is a cornerstone of our candidate charter, and it\u2019s why many of our candidates come back to us and ask us questions like \u201chow should I ensure my work and contributions are visible in this company? What skills do I need to get ahead?\u201d In… Read More »Standing out in the workplace – how to get ahead without asking<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14142,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-14938","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=14938"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14142"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=14938"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=14938"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=14938"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n\tFinding your direction to grow in<\/h2>\n\n\tWe use a specific technique to help candidates identify where they want to grow and develop – and where they want to be seen as developing. Based on our Psycruit psychometric testing, this Carousel 360 review breaks down key personal skills like communicating and influencing, working together, leading change and strategic focus into four ratings – one from yourself, one from your manager, one from a peer, and one from a direct psychometric report.<\/div>\n\n\t <\/div>\n\n\tThe Carousel review highlights the differences between how candidates perceive themselves, and how their colleagues and leaders perceive them. It isn\u2019t an objective assessment of how good you are at your job – it\u2019s a subjective assessment of how good others think you are, which is exactly what you need for internal networking and standing out. By taking a review like this one, and basing your adaptations on the shortcomings others see in you (rather than attempts to impress your boss with what you think you\u2019re good at), you can show that you\u2019re working on what they think you should be.<\/div>\n\n\t <\/div>\n\n\tThis concept – working on what your workplace thinks needs doing – is key to internal networking, and to making sure your work and contributions are visible. By establishing how people expect you to improve, and what they wish someone would do, you can identify the key areas you need to work on – and you have the perfect opportunity to ask for feedback based on concrete contributions, rather than problems.<\/div>\n\n\t <\/div>\n\n\tHard work is what\u2019s expected of you: smart work is what will get you ahead.<\/div>\n\n\t <\/div>\n\n\tYour perception of yourself is the keystone of the 360 review. To get a sense of where you are and what you\u2019re good at, take our psycruit personality test today.<\/strong><\/div>\n\n\t <\/div>\n","protected":false},"excerpt":{"rendered":" Recruitment doesn\u2019t stop when the candidate\u2019s in post. This is a cornerstone of our candidate charter, and it\u2019s why many of our candidates come back to us and ask us questions like \u201chow should I ensure my work and contributions are visible in this company? What skills do I need to get ahead?\u201d In… Read More »Standing out in the workplace – how to get ahead without asking<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14142,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-14938","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=14938"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14142"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=14938"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=14938"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=14938"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Recruitment doesn\u2019t stop when the candidate\u2019s in post. This is a cornerstone of our candidate charter, and it\u2019s why many of our candidates come back to us and ask us questions like \u201chow should I ensure my work and contributions are visible in this company? What skills do I need to get ahead?\u201d In… Read More »Standing out in the workplace – how to get ahead without asking<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":14142,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-14938","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/comments?post=14938"}],"version-history":[{"count":0,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/posts\/14938\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media\/14142"}],"wp:attachment":[{"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/media?parent=14938"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/categories?post=14938"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.identifiglobal.com\/af-api\/wp\/v2\/tags?post=14938"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}