Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Upward mobility is a major selling point for candidates, especially for those who aspire to work in a management role. However, shifting from worker bee to management isn't always easy. The transition can be fraught with obstacles, juggling not only the new tasks that need to be accomplished, but also overseeing the very people that were once your equals. It's part of the reason that approximately 60 percent of managers say the stresses associated with being promoted to management are on par with going through a divorce.

With the right mindset and expectations, the transition from employee to manager can go more smoothly. Here's how:

1. Avoid overestimating your newfound authority

Playing the role of manager is a delicate balance. You have more responsibility, so your directives need to be followed, but you also don't want to cast an impression of superiority, which can result in resentment. You can walk this fine line by being a "servant leader." A term coined by Robert Greenleaf, servant leadership is exhibited when individuals seek to serve others first and foremost, which can inspire employees to adopt the same approach. In short, servant leaders focus on the growth and professional well-being of the people they supervise.

2. Differentiate between personal and professional

You may want your relationship with co-workers to remain exactly the same despite your promotion. That can be the case at the personal level, but not at the professional. Workers now answer to you. The faster you realize and accept this, the easier the transition should be for everyone involved.

3. Proactively speak to co-workers about the transition

Let's say you started at a company at the same time as a co-worker with whom you’re friendly. Having to go to you for assignments may be awkward in the beginning. If you sense something is different between the two of you, see if you can talk to him or her in a one-on-one setting, Forbes advised. Alternatively, you may want to take a more proactive approach by having a conversation up front to set expectations about your new work relationship and also ensure there are no hard feelings. It’s only natural that some colleagues might feel disappointment or even jealousy if they’ve been hoping for a promotion, especially if he or she was vying for the same job title as you. Getting everything out into the open helps establish a management style that prioritizes relationships with employees on an individual basis, which can help you foster trust and strong engagement over time.

4. Rely on management mentors

Managers, like employees, typically come in groups. These colleagues have more experience under their belt for how to adapt to the new job title. If you have questions or feel ill at ease making the switch, talk to them to see how they handled it and take advantage of those occasions when they offer to help. In short, look for a mentor who you can rely on to provide sage advice.

5. Prioritize communication

Sometimes work can fall between the cracks for any number of reasons, but chief among them is poor communication. If there's a specific task that needs to be completed, make it clear to the people you assign what's expected and the due dates for specific projects. You can do this by asking if they have any questions regarding the instructions and following up. For projects that have several moving parts, or may take place over a long length of time, it can be helpful to create dashboards or calendars, to track when various tasks are due and the contributor(s) that are responsible for completing these them.

Every job title comes with its pros and cons, whether at the associate or managerial level. By acknowledging this and the inherent transitions that accompany a more prominent job title, you should be able to handle the shift more seamlessly.

With the unemployment rate below 4 percent for the first time in nearly two decades and joblessness among managerial-related professionals below 2 percent, it's safe to say the current job market is candidate-driven. Given the pace at which companies are hiring -- more than 750,000 new jobs so far this year -- there's reason for optimism.

That's not to suggest companies are hiring simply anyone, however. They're looking for the type of people who are experienced and have a solid track record - both professionally and educationally. For example, over the last 5 - 10 years, approximately 33 percent of employers have raised their education-related criteria, hiring individuals with four-year or graduate degrees for positions that previously didn't have specific academic requirements, according to a CareerBuilder survey. In a more recent poll commissioned by the same online job search engine, an estimated 70 percent of employers utilize social media to get a better picture of potential hires.

The 2018 MRINetwork Reputation Management Study found that when employers evaluate candidates’ social media profiles, they tend to focus most on behavior or content that might be considered suspicious or questionable. Twenty-seven percent said they looked for signs of a candidate’s involvement in professional trade associations and 19 percent kept an eye out for political posts that could be construed as offensive or disrespectful.

In short, employers seek as much information as possible about potential hires, so they can uncover each candidate’s personal brand.

Brand portrayal is mutual - both hiring managers and those on the employment hunt want to put on their best face. The interview process serves as an effective medium for learning. Indeed, according the MRINetwork Study, 64 percent of candidates agree the interview process enables them to understand a fair amount to a lot about a potential workplace's culture. Seventy-six percent of employers express the same sentiment.

So how do you create a brand of your own? As with anything worthwhile, it's not something that happens overnight. Yet, through self-discipline and self-reflection, you can create a brand you can be proud of that will be in demand.

Examine your strengths

Everybody has a talent, something that may not necessarily come naturally, but can be executed or performed with considerable ease. As Inc. magazine explains, when you know what you're good at - which, ideally, is also something you enjoy doing - you can make the commitment to exploit those talents so that they're more refined. In so doing, with effort and practice, you can hone those skills so that they help you to become noticed, either because you do them better than anyone else or have something to offer that others may lack.

Seek to serve

The phrase "personal brand" sure seems like something that's about you and you alone. However, as Entrepreneur magazine advises, be careful not to make this common mistake. According to the source, personal branding should be about other people, specifically what you can do for other people. This starts by looking for opportunities in which to be of service to them and their needs. The business periodical recommends examining the areas of your workplace where you can be of the most value and then applying your skills in a manner that addresses the end goal. Ideally, your way of getting the work done is one that's more effective or makes you distinctive.

Be uniquely you

While it's important to understand your coworkers' needs and your employer's desires, this can frequently result in adopting behaviors or work processes that mirror those of others. Instead, The Balance Small Business suggests finding your own way of doing things and utilizing your inherent uniqueness "to attract the jobs and clientele that you desire."

The beauty of brand building is that it’s not carved in stone. Like clay, it can be molded and shaped over time. In doing so, you can develop a brand that's distinctive, yet worthy of emulating.

The importance of your personal brand

In today's job market, recruiters and hiring managers are constantly updating their strategies to make the most use of their time and resources. With an infinite amount of personal data accessible to them with just the click of a button, it's no wonder that so many hiring managers are now expanding the vetting process to include a look at the applicant's personal brand, which includes a candidate’s digital footprint on social media networks.

According to Science Magazine, this glance into all of these networks can pull up the good, the bad and the ugly - and it's no minor piece of the puzzle: Your personal brand can play a big role in your candidacy. Results from the 2018 MRINetwork Reputation Management Study indicated that 39 percent of hiring managers consider questionable online behavior or content to be the top thing they look for. Another 19 percent of companies also report that offensive social or political views are analyzed.

However, this doesn't mean that you should wipe your digital footprint away completely. Your personal brand consists of all that you create, promote and accomplish. Being aware, intentional and in control of your personal brand during the hiring process is essential for a successful career:

1. It's what sets you apart

Use your online personal brand as a place to showcase current work, special engagements and portfolio samples. The Study also found that 27 percent of respondents say active engagement in professional or trade associations throughout a candidate's social media presence, is No. 2 on their list of what they look for. Don't be afraid to post about your accomplishments and achievements. Your engagement with industry associations could be what sets you apart from other applicants.

As Fast Company explained, you are your brand: While a resume and cover letter can only list the facts, your online presence and personal brand paint the full picture. Skills and experience are important, but recruiters want to go beyond that. They want to know how you will fit with company culture, who you really are when you're not in the cubicle and what really matters to you. Let your personal brand shine and give yourself the chance to stand out.

2. It creates a network

According to Inc., active job seekers that build their brand and garner an industry following on social media networks, have an advantage over those that don't. Not only will you gain connections to like-minded people and organizations, but recruiters will be drawn to your branding as well. Today, hiring managers are actively using social media sites as a tool for recruiting.

According to results from the MRINetwork Study, though many employers casually review candidate social media profiles, 18 percent are now formalizing the process. Another 17 percent of employers say they're considering doing so in the future. When you have a personal brand with a strong following, you will stand out from other candidates. Moreover, networks are actually another form of references - so use connections and endorsements to your advantage.

3. It helps you get hired

At the end of the day, as a job seeker, you just want to be hired. The best scenario is one where you are approached about a job, rather than you actively searching for a new opportunity. As Entrepreneur explained, an attractive and powerful personal brand can actually bring the opportunity to you. When you have something to offer in a very public, social space, you will be noticed. You will have professionals, clients and organizations reaching out to recruit you.

By building an effective, attractive and compelling brand, you put yourself above the competition in the hiring process.