A Non-Scary Look at Resumes

Maybe it's the influence of Halloween, or maybe it's the reality that individuals get frightened by the overwhelming task of updating or creating a strong resume. Whatever the reason, I think it will be helpful to many to examine what makes for a strong resume – one that gets results.

Before we get into the resume framework, let's take a look at the meaningful message that must be sustained throughout the process.

Purpose: the purpose of a resume is to introduce your capabilities to a potential hiring manager or networking acquaintance. Your goal is to make them want to know more about you. By sharing the highlights of your knowledge, skills, and experiences as they relate to the position you are interested in, you start the exploration of how you fit and what expertise you can bring to their organization.

Therefore, please be aware that unless all the openings you are responding to are for exactly the same responsibilities, within the same industry, within companies with the same type of culture, one resume will not be appropriate. You need to get comfortable adjusting your resume so it speaks exactly to what each employer is looking for.

Remember, in the market today there is a lot of competition. Your resume has to make it easy for the person reading it to quickly assess where you fit and how you can add value. Today it’s likely that your resume may be initially read by a computer. Make sure you are using the language and keywords they are looking for. Make it easy for them to get excited about what you have to offer. Make them pick up the phone and call you!

Getting Started

Objective or not?

There seems to be a debate these days among career coaches and resume developers about whether it is appropriate to include an Objective Statement at the beginning of the resume. I happen to be in the camp that supports offering some direction to the reader about the talents you are most interested in offering. People are very busy. Your resume may only be viewed for 10-20 seconds before a decision is made, up or down on your being a match. Don't add the task of having to read your entire resume to see where you would fit to serve the company; give them a place to start.

On the other hand, I do believe that it is not appropriate to list a particular job title, especially since you don't want to be excluded from other positions you are qualified for - unless, of course, you are only interested in one job.  Instead, I think it is appropriate to include a sentence that highlights your interest and those primary competencies you can offer to help the organization achieve their goals and objectives.

Example: Over 16 years experience guiding organizational improvements utilizing organization development expertise in strategic planning, leadership development, project management, and meeting design and facilitation.

Qualification Summary

This may be the only section of your resume that gets read, so make it dance! This section is most often set up in a two- or three-column table. The table contains bulleted "keywords" that quickly illustrate the relevant competencies and characteristics you bring to the job. This is also the area where you will want to highlight key technical skills and primary functional areas you have knowledge in. The bullets should be brief, often just one or two word descriptors. Naturally you will also use applicable keywords used in the jobs posting that match your experience.

This section will determine the information you will include in the rest of the resume. The remainder of the document should offer strong examples to support how these competencies were applied in past positions, along with the quantifiable results you achieved.

Experience - Reverse Chronological Order

Some of our competitors prepare "functional" resumes rather than reverse chronological. You want to avoid functional resumes unless of course you are working with a headhunter or a recruiter who will be supplying the hiring manager with additional information about your background.

Functional resumes are fast and easy to construct; however, they are very difficult for the hiring manager to sort through. Information is not provided in a logical manner to allow a map of your career to be drawn. These resumes require a lot of work on the part of the employer, so they often end up in the trash. Recruiters and hiring managers want to see sharp, concise reverse chronological resumes. These start with the last job and work back to the first job you held, or at least your career over the last 15-20 years.

Headline each position you've held by providing the following information, in bold: name of company, city, state, and the years (no months) in which you worked for this firm. A job title that is understood by individuals outside of a particular firm or industry should also be noted. NEVER lie about anything on your resume, but if your title was Chief Number Cruncher, it's perfectly alright to indicate your title as Accounting Specialist, or Accountant, whatever is the most recognized equivalent title to the outside world.

Next, the experience information shared for each job title held while at each company should be begin with a statement such as, "Responsible for managing the day-to-day accounting operations for a national IT consulting firm with revenues of $10 million per year."

Now that you stated the overarching responsibility that you held, the following 8-10 bullets should highlight the primary functions you performed and the results achieved in each area. This is also the section where you would note awards. Each bullet should begin with an action word, such as achieved, coordinated, managed, analyzed, etc. Follow this formula for each bullet: responsible for = quantifiable result.

An example would be: Supervised and managed a team of six Accounting Specialists consistently recognized by management for their high levels of productivity and employee engagement.

As you detail job experiences after the most current job, you will begin to have fewer bullets. It's very important that each bullet is never a repeat of a task or function you have already detailed. Make each bullet a new fact about your background and experience. Make sure you include results that speak to improving elements of the organization such as results and processes, saving money, managing organizational change, and building teams. These are all points that are very important to potential employers. If you have global experience or can speak another language, highlight that as well.

Education

I often have clients ask me if they should include their high school information. The answer is, it depends. It depends on whether you have a college degree to list (if yes, than no to high school). Or perhaps you have college coursework that you can note. Everyone will assume if you took college courses, even if you didn't graduate, that you completed high school. Depending on the number of years you've been out of high school, it isn't necessary to note the date. You will complete that information when you complete the application.

Don't forget to also list all the training classes and workshops that are applicable to the type of position you are applying for. Also include certifications, licenses, etc.

What Not to Include in Your Resume

Be careful about putting too much personal information into the heading of the resume, especially if you are posting on a board where you don't know who will have access to it.  Take all precautionary steps to protect against identity theft.  Be mindful of the information you have included in your resume and where you post it, as well as the comments and information shared on Facebook and LinkedIn.  Thieves are very clever about pulling all the pieces together from various sources.

Don't take up space noting that references are available upon request. We all know that you will supply references prior to getting hired, so be ready with that information when you are called for an interview.

Your resume should not be longer than two pages, with margins of at least an inch, and a font no smaller than 10 pt.; 11 is preferred. The process will take a few iterations, so be patient. Get all your information down, and then start editing. Have someone else read through what you've developed and give you suggestions. It's hard to write a resume alone; that's why so many people use resume writers and coaches. It's a challenging process to get to the right level of detail, but you can do it. Please check out some free examples on my website that may be helpful to you and check out the links on the right side of this blog for additional resources.

A solid resume is critical to your job search and career development plan. Take the time to think through how you want to brand yourself and the skills you have to offer. If the industry you have come out of is struggling, examine the skills and talents you have to offer and reframe those experiences for a different industry or line of work. Help the reader see how your skills transfer regardless of industry.

Have a Reflective Journey

The process of searching for a job is a journey.  Although it can be frustrating at times, be open to learning more about your skills and passions and how you identify and articulate who you are.  The reflections you make during the process will help align you with the right position, prepare you for the interview, and help you be more authentic in the new job.  Best of luck with your resume process and job search journey.

Do you have specific questions related to the job search process?  Visit my Dear Jobseeker page for answers.

Collaborate for a Solution

www.evolutionmgt.com

770.587.9032

Holiday Job Search Strategies – It’s Not Too Early!

It’s October and everyone’s thoughts are turning to Christmas! Well, not the trick-or-treaters, but certainly the retailers and those seeking holiday jobs. For millions of job seekers, the opportunity to get a foot in the door through a part-time job greatly improves the chance of keeping it, or at least being able to make a good impression, develop relationships and get positioned for future openings.

The 2011 holiday job news is currently a mixed bag. According to a recent Challenger Gray & Christmas study, hiring will be the same as, or slightly lower than 2010. However, those jobs will be harder to secure as the unemployed, employed and college students on break compete to help with the holiday bills. That translates to a lot of applicants early in the game. So if you want a job this holiday season, you need a holiday job search strategy now!

Who’s Hiring?

Don’t overlook the opportunity for a holiday job just because you are not interested in a long term career in retail sales or logistics. Do your homework on the companies that are hiring and look beyond the current title. Ask yourself, "Does this organization offer the potential of a position in the field I’m interested in?" If the answer is yes, perhaps the holiday job could be a path to the position you’re really after.

Considering companies that hire seasonal workers often leads people to think about retail and shipping companies. Companies like Macy’s, Toys R Us and Best Buy are all hiring this year. And yes, shipping, packaging and delivery companies are working harder than ever as on-line sales are increasing, so don’t overlook companies like UPS and FedEx.

But there also may be openings in companies associated with tourism and hospitality that you should investigate. The tourism industry usually experiences a high volume of travelers during the winter months. If you’re lucky enough to live in a "destination" location, perhaps working at a hotel or resort might be a possibility during the holidays.

Something else to consider is that many employees take vacations during the holidays and that spells O-P-P-O-R-T-U-N-I-T-Y for the individuals registered with temporary staffing agencies. Temp work is an especially good idea if your talents and passions align with office-related functions, industrial labor, healthcare or technology.

If you’re interested in researching a few companies that are hiring this season, check out this article offered by Main Street.

Strategy Tips

I’m assuming that all active job seekers are already familiar with these job search tips, but it never hurts to revisit some best practices. If you’re just looking for a holiday position, incorporate these points into your holiday job search strategy:

1. Start early! Most companies hiring for the holidays will probably not be accepting applications after October. Remember, they’re going to get A LOT of applications that they’re going to have to sort through – get your application and resume in as soon as possible.  
2. Be neat and accurate – Most employers will request the completion of an on-line application. Before clicking on "Submit," be sure to re-read your information to ensure that it is accurate, with no typos or misspellings. If you do need to complete a paper application, be careful that your penmanship is neat and readable. Take your time and avoid mistakes that you will need to cross through. And it goes without saving but I’ll note it anyway – if a resume is required, ensure that yours is professional, error-free, looks good and highlights why you are the best candidate for the job.
3. In person – If possible, print out your application and take it, along with your resume, to the store where you want to be hired and introduce yourself to the store manager. Let the manager know that you are interested and excited about the opportunity to work for the store and that you completed the on-line process. Explain that you want to introduce yourself so he/she will know who you are when your application is forwarded by their recruiters. Share some of the highlights about why you will be a great match for the position and inquire about the process going forward. Make sure you get a business card from the manager and write a personal thank you note thanking him/her for taking the time to talk with you. Re-emphasize your interest in working for him/her and re-iterate that you’ll be following up.
4. Research – Most organizations today complain that candidates looking for work have not done their research on the company. Companies report that candidates are clueless when asked about the company’s purpose, values, markets, and clientele. Don’t make that mistake. 
5. Show enthusiasm – Most holiday positions will be dealing with customers, so demonstrate your enthusiasm about the company and its products, as well as your abilities to properly interact with and take care of customers. Let them see that your personality is just what they need on the team.
6. Look and act the part – During your research you should identify how individuals are expected to dress for work at this company. For your interview you should dress at least one level above everyday expectations. At a minimum, dress pants, a nice shirt and a tie for men, and dress pants and jacket, dress, or suit for women. Of course, shoes should be appropriate and shined. No baseball hats, even if that’s the everyday norm. And, until you have the job, be careful about showing tattoos and piercings. One last tip: be aware that if you are wearing clothing, shoes, jewelry, etc. offered by a competitor that won’t earn you any points.
7. Use all your job search avenues – On-line job postings are just one of the avenues open to job seekers. Don’t overlook opportunities available through social media sites such as LinkedIn, or the classified ads, openings your network may know of, or the old fashioned walk-in strategy – keep your eyes open for "Help Wanted" signs, especially those put out by small businesses.
8. Treat the opportunity like a full-time job – Sometimes you have to "fake" it for people to believe it and give you what you want. Treat the job like you are already a full-time employee. Be on time. Show that you are self-motivated. Ask questions and offer recommendations for improving processes and saving money. Go beyond the seasonal job description expectations. 
9. Don’t get discouraged – With all that competition, not everyone is going to get hired. But don’t despair. If you are turned down for the job, go back to the company after a week or so and inquire if there are any openings. Remember, everyone that gets hired isn’t going to last. If you come in smiling and ready to step in and save them from going back through all those applicants, it might be a win/win for everyone.
10. Say thanks – While working the part-time job, expand your network. Before the job assignment is over, ask your manager for a letter of recommendation. It doesn’t hurt to ask, and the recommendation may help you with the next interview. When the assignment ends, write a thank you note to your manager thanking him/her for the opportunity and establishing your interest to stay in touch and periodically inquire about future job openings. Persistence is often the name of the game.

Between October and December approximately 600,000 positions will be filled by temporary workers. While you’re looking for a seasonal position, keep your full-time job search active. The end of the year usually brings with it a workforce evaluation process which often results in openings to be filled. You just never know where the next opportunity will be.

Keep your spirits up and continue to surround yourself with positive individuals that care about you and want to help you succeed.

For more information on career search strategies check out my website, my book, Position Your Next Move for a Successful Job Search or contact me regarding personalized career coaching (770.587.9032).

Collaborate for a Solution

www.evolutionmgt.com

770.587.9032

Q&A

I’ve been out of work for over a year. What suggestions do you have for reigniting my job search? It just seems like I keep finding doors I can’t open! It’s frustrating, knowing that I was successful with my past employer and the only reason I’m out of work is because the company closed due to the recession.

Sean

Check out Dear Jobseeker for my answer to Sean's question.

Examining the Fairness of Job Fairs

From my perspective, you would have to be living under a rock to not know that prospects for a job are grim.  As an entrepreneur and an HR professional I hate writing this, but we can't deny the statistics and the lack of confidence businesses and consumers currently have in the marketplace.  

I guess if I'm totally honest, I'd have to say there are "some" jobs being created, but they are few and far between, as demonstrated by the fact that the economy created zero jobs last month!  And judging by the number of Americans seeking employment, those working part-time but really wanting full-time work, and those that have just given up all hope - we've got a crisis on our hands.  That’s why I’m surprised and disappointed when I see organizations advertising Job Fairs.  I’m surprised because employers aren’t hiring a wide variety of jobs, and I’m disappointed because I don’t believe these Fairs help job seekers appropriately manage expectations about opportunities.  Adding to that, when hundreds of people show up for a handful of jobs there’s no way they’ll walk away feeling like the experience was respectful and uplifting.  So my question – is there something we can do to make Job Fairs relevant again, or has their time passed?

It’s Politics, Business, Community and Government
At this point you might be wondering where I'm taking this blog, but don't worry, it's not about politics - although I hope the politicians who read this learn something from it.  No, I want to focus on the responsibilities and accountabilities we all have to treat job seekers with respect and properly manage their expectations about next steps.  You may not have seen this as something you are responsible for, but more and more we all have to be honest with the messages we send about the pace and realities of future job growth.

Recently an organization offered a Job Fair in the Atlanta metro area.  They were surprised when 5,000 candidates arrived to stand in line for hours waiting to get their time in front of a hiring manager.  What the job seekers experienced was a situation not well thought out:  No shelter from the August "dog day" heat, no port-o-potties, no water or food.  Just a very long line that led to an exhibit hall where businesses were requesting that resumes be submitted on-line. 

Summarizing the event for a reporter it was revealed by promoters that employers were looking for qualified candidates for at least 1,000 jobs.  In reality 65 individuals reportedly received job offers from that Job Fair.  That’s 65 lucky people out of 5,000!  

I'm not sure how many of the 5,000 were out of work and could give their entire day for this fiasco, but I'm sure some of those folks sacrificed part-time hours and income for the hope of a full-time job!  That's what's got me all wound up!  The Human Resource profession is about helping people, being the advocate for workers, the liaison between management and non-management.  We should be all about treating people with respect and dignity.  And that’s not what I’ve been seeing at these Job Fairs.  Instead, it looks like the promoters want to be seen as doing good.  But when you look at the outcome, it would seem like there is more pain, frustration, anger and despair as a result of participating in the event rather than hope.  It also concerns me that this environment we are creating - drawing thousands of unemployed people together for no other benefit but to stand in long lines in tremendous heat - could explode with violence.  People are fragile, and not managing their expectations could unintentionally tip someone over the edge.

The organizers’ hearts might have been in the right place - connect job seekers with folks that "someday" will again have jobs to offer.  But the message that the phrase "Job Fair" conveys is that employers are seeking to fill jobs right now!  And we just can't say this Job Fair in Atlanta was a fluke.  The organizers went on to offer another "Fair" in Los Angeles last week and 10,000 people came and stood in line waiting for an opportunity to speak with someone looking to fill a job with the skills they had to offer.  A disaster waiting to happen.

What the World Needs Now is Hope
I saw a report on the news recently about the depression and lack of hope Americans are feeling - not just from the lack of work, but also from losing homes, the difficult weather we've had this summer, the earthquake in a location where earthquakes are not common, the flooding and the wild fires.  Seems like everywhere you look, including our nation's capital, you find struggles.  The reporter referenced tips for managing sadness and feelings of loss of hope by managing the intake of sad news, scheduling time with upbeat people and making sure to include exercise in our daily routines.

As we look at the job crisis, I believe it's time for every employer, Chamber, business association, political party, human resource association, recruiter, and job fair organizer to realize it's not business as usual.  We have a responsibility to protect the job seekers from additional despair and vulnerability.  We need to be the guardians who deliver messages of hope and not of frustration.  Many people are at their wits end.  We've seen a spike in violence across the country, often fueled by people feeling out of options with nowhere to look for comfort.

In order to turn our economy around we need to foster hope and confidence, and that includes showing respect to those seeking a job opportunity.  This is not a time to be irresponsibly playing with lives and dreams.

So What's Next?
I think it's time for us to get innovative about what the new “Job Fair” can be.  First, let’s change the name so people will view it differently – maybe it’s a Career Boot Camp.  Can you imagine this?

You see the Career Boot Camp advertised through the newspaper, DOL career centers, Chambers, and internet.  You’re required to register and you receive a time to arrive, in order to avoid the hours of long lines and better manage the Camp environment.  With your registration request you also select three or four options of topics you are interested in learning more about.  The workshops might address topics such as:

• Networking
• Appropriate business dress, for the job search and on the job
• Verbal and non-verbal communications
• The power of being a good team player
• Business Etiquette 101
• Resume review
• Mock interviews
• What employers want in a good employee – panel of business owners
• Discussions about job search techniques with HR professionals
• Basic computer skills

The community might also partner to provide:

• Health screenings
• Dental and eye exams
• Flu shots
• Red Cross blood drive
• Clothes closet (collect and dispense)
• Food bank (collect and dispense)

We still need to bring together people who are looking for work, which was the objective of the Job Fair.  But now, we need to help them prepare for the types of jobs that will be coming and how to be successful in those new roles.  A Career Boot Camp could be very helpful in giving an individual the skills and the courage required for “reinvention.”

I think it’s time we get creative and bring people together to learn, gain awareness about what the marketplace of the future will require, and prepare them for success.  We need to stop draining energy from those already uncertain of when they might expect a break.  Let's open their eyes to new professions, new conversations, and ways to transfer their skills into the future.

I recently received an email from a colleague who is working with the West Georgia Employers Committee to offer a “Job Networking Event” later this month.  To my delight the notice is crystal clear:  This is Not a Job Fair!  Instead the focus of the event is to learn about the jobs that the employers expect to have in the future, what performance expectations will be required, and to start building relationships with these employers.  Information will be shared that job seekers can use to prepare for what’s coming next.  What a fantastic idea!  Kudos to Diana and her team!

We need to start thinking and reacting to unemployment in a different way than we have in the past.  The world is different, the needs are different and the solutions have also got to be different.  And above all, we need to instill hope and confidence in an environment of respect and dignity.  No longer is there a need for a “fair” that you go to to shop for your next job.  Instead, I believe it's the event you attend (in your best business professional outfit) to build your skills, attitudes, talents, competencies and awareness of what will work in the future.

PS - For Job Seekers
If you are currently looking for a job, be suspicious of any organization advertising that it's having a Job Fair.  Take action to contact the organizers and find out what businesses are participating and what specific skill sets they are looking for to fill the job openings they are recruiting for. 

Be protective of your time, energy and psyche.  If they can't specifically tell you the type of positions being recruited for, or provide you with an "appointment" of when you should show up, give yourself permission to pass.  The odds of something working out for you at a poorly organized Job Fair are not good.  You'll have better results by spending that time networking with a colleague or friend who is already working somewhere and may know someone to introduce you to.

So what do you think?  Are Job Fairs still relevant?  What role should businesses play in connecting with job seekers when the number of job openings are limited?   What's the best way to manage job seeker expectations, frustrations, anger and yes, maybe even violence?  I'm looking forward to hearing from you.  

Q&A 

I’ve been looking for a job for 6 months!  It seems like nothing is working.  Should I chalk this up to the fact that I’m over 50 and just give up?  Can you help me with suggestions for dealing with age discrimination?

- Harry

Check out Dear Jobseeker for my answer to Harry's question.

Collaborate for a Solution

www.evolutionmgt.com

770.587.9032 

Continuous Learning - Taking Care of YOUR Future

Imagine you are being interviewed for your "dream job." Everything is going well. You and the interviewer seem to have hit it off and she likes what you have to offer. And then she says, "Tell me what you’ve been doing lately to keep your skills and experiences up-to-date." 

Would you freeze and not have anything to share, or would you have to stop and think about what you’d like to talk about, selecting between the latest books you’ve been reading, the certification you just received, the classes you are enrolled in, or the out-of-your-comfort-zone workshop you experimented with? Ok, I realize it’s just an exercise, but I believe this is a situation you could find yourself in soon, regardless of whether you are currently employed or not.

As a result of the unemployment situation, the fact that everyone is trying to do more with less, and the incredibly fast pace at which the global marketplace continues to change, businesses are spending more time studying their current workforce capabilities and comparing them to their future needs. In HR, we call this Workforce Planning. The results of these plans influence the employment decisions made about who to hire and who to retain. They are looking for those talented and motivated individuals who can take them to the next level. Every business needs workers who:

• are utilizing up-to-date skills, knowledge, and technologies
• use new information and best practices to bring about creativity, innovation and cost savings
• enjoy learning and experimenting with new technologies and methodologies
• are challenging themselves to read and explore new concepts and ideas
• use their internal and external networks to share problems and ideas for improving processes, products and services

Previous contributions and commitments will continue to be acknowledged and honored, but the future is where the business and its employees need to focus their attentions.

Avoid Becoming Dead Wood

Today it really doesn’t matter what your job is. The people you associate with, the equipment and technologies you utilize, the procedures and processes you follow, and in some cases, the standards by which your performance is measured are all changing. Experts looking into the future don’t see a reason that this change scenario would stop. They predict it’s just going to keep changing faster. So what does that mean for all of us? The next logical step is to keep learning something if you want to keep working and avoid becoming "dead wood." Most organizations cut out dead wood during the recession, but new crops can always sprout up… you don’t want to be in that garden!

Based on the reactions I observe to the notion of continuous learning when I am engaged in coaching or career transition sessions, I have concluded that how a person gets from Point A to Point B depends a lot on age and outlook. Here’s what I usually hear:

• "I just graduated. I don’t want to go back to the classroom or read another not-for-fun book!"
• "I’ve been working in this field for years. I know all there is to know about this subject."
• "I’m too busy with my personal life to give up time to learn a new language, or skill, or hobby, or whatever."
• "My employer doesn’t have a tuition reimbursement program – I’d have to pay for the classes myself!"
• "I don’t get reimbursed for association memberships."

Yes, there are a lot of excuses, but the key to remember is that we all make choices about career and professional development management. What you do now can help you tomorrow, or five years down the road. Education and new skills can never be taken away. Those experiences prepare you for the tomorrow that’s right around the corner. It’s never too late to create a mindset and desire for learning. In fact, most of our medical professionals are now recommending that in order to better manage our physical and mental health, we keep our brains engaged in some new activities everyday.

I’m not suggesting everyone go out and get an advanced degree; although for the record, I do believe there is value in holding a 4-year degree, regardless of whether you use it immediately or not. And, if you hold a bachelor’s, I believe taking advanced coursework or working towards a master’s in some area of interest can be very beneficial to your future employability. I strongly recommend that everyone have a plan that demonstrates credible actions and commitment to continuous learning and a desire to work towards their "dream job." Strategies will vary, and they don’t have to be complicated. They could easily include ideas such as these:

• Join and participate in associations that support your interest.
• Attend lectures, seminars and webinars on interesting topics (some of these may be offered without a fee).
• Write articles, papers, blog comments, and books to share your ideas and thoughts.
• Volunteer to work on a project to learn a new skill or gain a new experience.
• Take a workshop or class that is out of your "comfort zone" (could be work related or just for fun).
• Read job-related books and journals and present your reaction at a brown bag, or through a blog.
• Travel to a place you’ve never been before to experience the culture, food, people, history.
• Complete a certification recognized by your industry, i.e., PMP, SPHR, CPA, PE, IAAP, etc.

Get Started

Competition for jobs will continue to grow. Many individuals who have been downsized have gone back to school and are re-tooling themselves with new degrees, skills, certifications, and work experiences. They are preparing for the changes the workplace is facing. Some individuals fortunate enough to hold on to their jobs have seen the writing on the wall and are no longer waiting for their company to offer them training, but are seeking the training, development and coaching on their own to expand and build on the skills and experiences they already are bringing to the table.

The beauty of continuous learning is that you don’t have to do it all at one time. Start out with a workshop, or a class, or a book. Network within associations and get ideas about ways to expand your skill base. Build up to a degree program, a certification goal or an entirely new career. The important step is to have a plan and do something. If you are fortunate enough to be working with a company that offers some tuition reimbursement – take advantage of it! If you don’t have access to financial or time-off assistance, bite the bullet and do it on your own. You’ll be glad you did.

My question is - "What do you think about learning and future employability… Is it necessary to do anything at all?" Thanks for taking the time to share.

Q&A

I'm interested in reading some management books to help me with my new role as a supervisor and leader.  Do you have any suggestions?
- Nancy

Check out Dear Jobseeker for my answer to Nancy's question.

Dealing with Discrimination

As an HR professional I get discouraged when I read or hear about hiring discrimination. No, I’m not referring to religious, age, or gender discrimination. This type of discrimination isn’t covered by employment laws, and it doesn’t carry penalties. I’m referring to the short-sighted discrimination employers are exhibiting against candidates who have been laid off for more than 6 months, or those candidates that are deemed "overqualified" as a result of a quick 20-second scan of their resume. 

If you are currently conducting a job search or you are responsible for recruiting and hiring and are currently searching for the "right" talent, I hope you’ll read on.

"Do Not Apply If Currently Unemployed!" – We’ve all had those moments when we’ve been reminded that life isn’t always fair; and in many instances, the seemingly "unfair" situation has pushed us to grow and explore other options that we probably wouldn’t have given thought to otherwise. So it goes with hiring discrimination. You may have to look to others options if presented with discriminatory practices.

It’s not fair that employers and recruiters are overlooking the potential of individuals who may have taken a year or so to "reinvent" themselves, but the disqualified job seeker may have to chalk it up to "a better opportunity, and employer, are just around the corner." Employers with this type of hiring policy are so focused on the last record of employment that they are missing some good connections. Unfortunately, if the last employment was over 12 months ago very few employers are going to take the time to understand why. What they’re missing is that it takes courage, risk-taking, creativity and motivation to step out and do something different. All of these, by the way, are competencies and traits employers are seeking.

"You’re Overqualified For Our Position." – So goes it for the experienced candidate who meets the position requirements, but also offers additional knowledge, skills and abilities. The prevailing assumption on hiring a candidate who appears overqualified is that "the person [candidate] will be bored and not motivated, so they will underperform or leave," this according to Professor Berrin Erdogan, who was recently quoted by Amy Gallo in the Harvard Business Review.

Surprisingly, however, Professor Erdogan’s research indicates just the opposite. Her findings show that these risks may be more perceived than real. This erroneous perception is resulting in missed opportunities for the employer who isn’t thinking beyond the immediate need. The candidate who on the surface appears overqualified may actually be the perfect fit for what the position will require in another 6-8 months. But it takes time to get to know the candidate and make these decisions, and that doesn’t seem to be time some employers are willing to pay for. Short-sighted? I would say yes.

Lessons for the Job Seeker
So what should you do if you are a job seeker who finds yourself falling into either of these buckets of discrimination? I say, get over the fact that it’s not fair and realign your approach to help educate employers and recruiters to the potential you offer.

If you’ve been out of work for any substantial period of time, it’s important that your resume, cover letter, 30-second commercial and networking experiences reflect what you’ve been doing during that time to be productive, contributing to society, and building skills. So how can you do that if you’re not "working"?

• Volunteer - Highlight your roles and responsibilities on your resume for the organizations where you are serving as a volunteer, leader, or mentor.  
• Pro Bono - Take on a pro bono project through a professional organization where you can contribute to serving business needs while aligning your assignments with specific career goals. Be sure to note your role as a pro bono consultant on your resume along with a description of your responsibilities and the knowledge, skills and abilities being utilized to accomplish your project performance goals.
• Consult - Reach out to your network and ask for consideration to assist with projects, at no cost, in order to remain productive and keep your skills fresh. You may be asked to sign documentation that confirms you are offering your services for free; but nothing ventured, nothing gained.  
• Professional Development - Assess the feedback you are gathering from employers who have not hired you and address those issues. Perhaps this involves going back to school for additional education or courses on new technology. Maybe it involves engaging a career coach to assist you with building communications or interpersonal skills. Reinvention is possible – at any age, in any profession.

Note: If you are unemployed and not volunteering, shadowing, or doing something productive part-time, you need to start doing something immediately. The writing is on the wall – employers noting a long gap in employment with no other engagements to allow for growth and expansion will probably saddle you with an image of not willing to take initiative, or not being able to implement appropriate job search strategies. Don’t let that happen to you.

In those situations where you are exploring job opportunities that may require less education or experience than you offer, it’s important that you do your homework and help the person you are networking or interviewing with to vision how your skills will help them in the short- and long-term.

Employers know that the way we do business is not the same as it was in the past. They also know that the way we perform our work today isn’t going to be the same as what we’ll be doing three years from now. I say they should know this, but often you’ll find (sorry to write this) the HR representative fills for the job using the previous job description and doesn’t think to explore what may be needed in the near future rather than what was required in the past. So your job is to talk about what you bring to the table and how that will help the organization today, but more importantly, tomorrow. Help them understand that the additional experience you offer can aid them in getting the best ROI (return on investment) for the current situation, as well as helping the organization achieve goals for the future.

Lessons for Leaders
Change isn’t easy. I keep writing about it, and talking about it, and we still see the evidence that it’s difficult for individuals and organizations to change. The Huffington Post recently noted that according to the Labor Department there are five-and-a-half active candidates for every job that is available. I believe HR organizations disqualifying this segment of the talent pool in an effort to recycle only the current workforce are short-sighted. In fact, some economists are saying this unhealthy trend could prolong the recession as a result of not getting more people back to work.

I’m not suggesting that unqualified individuals should be hired just so we get unemployed folks back into the labor market. If someone does not meet the qualifications of a job, regardless of whether they are currently unemployed or employed, it does no one any good to put them into a position where they can’t be successful and the organization will spend more time and money trying to train them, or trying to document why they have to be terminated.

I believe leadership has a responsibility to encourage recruiters and hiring mangers to hire not just for today, but to keep the bigger picture in mind of what the job will transition into. They should be promoting practices that support getting to know candidates and making judgments about suitability and fit (current and future) only after work history and experience have been explored. Job seekers have a responsibility to sell themselves for today and tomorrow, but HR also should be investing in understanding the business strategies and vision in order to rethink and re-envision how candidate values, knowledge, experiences, skills and abilities fit the bigger picture of workforce planning.

It appears our "old" HR hiring practices are out of date. HR has to source, screen and interview candidates with a mind’s eye on the present yes, but also must be plugged into the needs of the future organization. Organizations should be on-boarding with processes that manage immediate career expectations, but also address how employees will fit into future business strategies. Embracing a policy that declares only employed candidates should apply is going in the wrong direction. This harkens back to the days of discrimination in gender, race, nationality, etc. that served no useful purpose. We need to learn from our mistakes, embrace new opportunities, and celebrate the diversity that all kinds of experiences can bring to spark innovation and creativity.

So What’s Next?
In addition to addressing these two new trends in discrimination, organizations have another opportunity looming on the horizon that they need to address. According to a survey conducted by MetLife, 36% of the currently employed workforce indicates they want to jump ship for a new opportunity! That’s a healthy number of employees feeling disconnected from their employers. As more jobs become available, and if only currently employed candidates can apply, there’s going to be a continuous revolving door of turnover. This game of musical chairs will undoubtedly lead to higher costs as the functions of recruitment, hiring and on-boarding are expensive; not to mention the cost associated with the loss of knowledge. Is your organization on top of this? Losing great workers to competitors isn’t an announcement any manager wants to hear.

I’ve shared these thoughts about some latest trends, now I’m curious to hear from you. Do you think the practices of only considering employed candidates and candidates who have only the required skills - no less and certainly no more - are healthy and appropriate HR practices? What role should HR leadership be playing? Please comment below.

Q&A
Dear Job Seeker:
I recently had an interview where one of the questions I was asked was, "If you were a crayon in a box of crayons what color would you be?" That really threw me off guard and I know I stumbled. What’s up with that?
- Sam

Check out Dear Job Seeker for my answer to Sam's question.

Managing the Stress of Job Search

Traditionally, job seekers are individuals who have lost their job and are actively searching for their next career. However, with the economy starting to show signs of being re-ignited, we also find job seekers who are employed but eager to move on to something new. No matter what camp you come from, actively seeking re-employment or discreetly looking at what’s available, be aware that you are most likely dealing with additional stress and should be taking proactive steps to manage it.

For the laid off individual there are all the known job search stresses: getting your resume right, reconfiguring how you’ll make your budget work, stepping outside your comfort zone to network, and delivering an A+ performance during your interviews. In addition to keeping up the day-in and day-out appearance of being positive and upbeat, you’re also dealing with an internal emotional rollercoaster of hope one minute and rejection the next.

The employed worker hoping to transition to a better position is also dealing with these same emotional traumas, but may also feel the guilt of not being able to be honest with co-workers and employers. Keeping secrets and making up excuses add another layer of stress to the process. Even in the best of times psychologists place job loss or job change high on their list of life’s most stressful events. Our current weak job market adds to the complexity of job search challenges today, resulting in additional stress. Rather than trying to avoid it, it’s important to acknowledge that stress is a part of job search and learn to manage it.

The Survey Says…

We really don’t need a survey from the American Psychological Association or the National Institute for Occupational Safety and Health to tell us that stress is not healthy. We also don’t need to see facts from the experts to know that individuals who take care of themselves, physically, emotionally, and spiritually have a better chance of getting through job search and career transition without major health complications. What we need is to pay attention to their suggestions about what we should do about stress.

Staying healthy and sane during job search is a challenge, no doubt about it. It’s almost like the ‘job search’ predicament comes with a license to neglect your health and position yourself as a victim rather than a survivor. That’s why the first thing experts tell us to focus on is our attitude and our perception of the challenge we are confronting.

As a Career Coach some of the first work I do with my clients is to guide them in reframing their situation: looking at it through a different set of lenses that provides opportunities for hopeful rather than victim positioning. Reframing the situation doesn’t take away the reality that you lost a job and perhaps a good salary. It just helps focus your thoughts on the future, rather than looking back at the past. The mind shift is to one of new opportunities – new potential roles and responsibilities, new city, new co-workers, new learnings, etc. All of these things, when accepted as a new reality, can bring joy, hope and excitement for the future.

We also know that finding a job is a job! It takes a lot of planning, and then time, commitment and patience to execute the plan. So naturally doing things in excess (eating, drinking, smoking, partying, worrying, etc.) are all on the BE CAREFUL – DO NOT DO THIS list as they will deplete energy required for a successful job search, adding to your stress level.

Visualizing the Future

A healthy and productive life-style can be embraced and maintained during and after a career transition by focusing on the following:

• Eating sensibly – One job seeker recently noted that his daily habit of cooking dinner served three purposes: the cooking itself helps alleviate stress, the meal is a well-earned reward for a hard day’s work, and the farm-produced food keeps his body healthy.
• Exercising regularly – This is a great time to use exercise to: break up the job search monotony, deal with any extra weight you may have put on at your last job, help improve your health (especially if you are currently underinsured), and develop good habits for after you start your new job.
• Managing stress – No doubt, job search comes with stress. The more we know about lowering ‘bad’ stress in order to manage health issues the better.
• Limiting consumption of alcohol – It’s easy to fall into bad habits when there isn’t a routine each day that demands waking up and dressing for “some kind of work” – be careful.

Stress and Work-Life coaches report that many individuals regardless of job status are turning to meditation, yoga, and tai-chi in addition to regular exercise workouts. They’re finding that these forms of breathing and exercise routines are excellent for managing stress. The Mayo Clinc offers several great articles on meditation, providing a step-by-step approach to making it simple. According to their research, meditation can give a sense of calm, peace, and balance that benefits both emotional well-being and overall health. There are several types of meditation to experiment with in order to determine which is best for you and your situation.

Steps for Managing Stress

As you consider where you are in your job search or career transition, think about how you can integrate some of these steps into your routine:

1. Do not internalize that there must be something wrong with you if you lost your job. Unfortunately, a lot of bad business decisions were made that have nothing to do with you; you just got caught up in their results. The Bureau of Labor Statistics reported in May, 2009 that 7.0 million people have been out of work since December 2007 in the US alone.
2. Focus on the things you enjoy doing and the things you do well. This will help you communicate your passions and direct your search towards the jobs you will most enjoy.
3. Consider the things you miss about your last job and the things that you want to experience in your next job. Thinking about these things will help you define what the workplace, culture, and values of your next employer should include.
4. Get organized and put routine into your day. Schedule your time just like you would in a work day. Develop a routine for networking meetings, information calls, writing thank you notes, exercising, etc. Look for business meetings and chamber of commerce events to attend. These provide opportunitiesto introduce yourself to business executives that might have a job like the one you are looking for, or they might know someone you should meet.
5. If you find that you can’t let go of your anger or the stress of your job situation, find someone you can speak to in order to get it behind you. Take advantage of emotional health benefits, if you have them, and stay in touch with former colleagues who can empathize with re-employment process. Surround yourself with positive-thinking, supportive people.
6. Proceed with caution, but if your relationship with your employer is one of openness and caring, share your concerns about your current career path and explore whether your perceptions about future opportunities are correct. Let them know that if you have to change companies to expand your career path, you just might have to consider it. Who knows, if they welcome the open conversation, you may find a new job offer in your future without looking outside the current firm. However, don’t take this step to be honest with them if you are not ready to change jobs tomorrow; they could decide to let you go.
7. Take care of yourself and treat yourself well. This approach will benefit you in a variety of ways and will also relieve the stress your family may be sensing and feeling as well.

Job search is a challenge. Just like with any challenge life puts in our road, we need to learn to deal with it; and managing the stress of this lifestyle change is critical to being successful. I’d appreciate hearing from you - what tips can you offer to help others manage their job search stress? Thanks for sharing.

Q&A
Dear Job Seeker Q&A:
I’ve heard two schools of thought on including an Objective Statement in your resume. Some say to include it, while others feel that it’s old fashioned and I shouldn’t waste precious space on my resume. What do you suggest?
- Sara W.

Check out Dear Job Seeker... to see my answer to Sara's question.

A Graduation Gift – A Solid Job Search Strategy

It’s that time of year again: graduation announcements, celebrations, and job search. Some ambitious students may already be implementing their strategy, while others may not have had time enough between projects and exams to think about it yet. Whatever situation you or your graduating friend is in, there’s good news. According to the 2011 Job Outlook Report issued by the National Association of Colleges and Employers, employers are indicating a hiring projection well improved from last year. Good news, and another reason to celebrate!

But before the celebrations begin, the graduate should devote some quality time to developing a job search strategy that will deliver a good job. So here’s my early graduation gift: a road map for planning a successful job search strategy.

After the years of dedication you’ve put into your education one thing I’m sure you’ve learned is that no one is just going to give you a job. In fact, unless you’re totally clueless, you are aware that we’ve been experiencing a downturn in the economy and hundreds of thousands of people are out of work, making the competition for every job more intense. Analyzing these two data points, you also realize you’ll have to be sharp, prepared, and strategic in your job search to make the most of your time and efforts. So what’s the first step?

Getting Started
As you think about your job search, keep my EMI Job Search Model in mind. This model forms an integrated strategy of:

• a well developed, growing and utilized network of friends, family and colleagues interested in helping you succeed
• a strong and focused resume that quickly illustrates the value of the knowledge, skills and abilities you have to contribute to the right organization
• a confident and prepared interviewer who is comfortable speaking with others about her strengths, as well as those traits she is still developing

Surrounding these cornerstones of the model is a communications strategy implemented through continuous follow up.

Key actions before leaving campus include the following:

• Clean up your social media presence – remember HR types and hiring managers will be looking at what you’ve got posted. If you can, take down controversial comments, links, photos, etc. It’s time to get professional – meaning not everything you do, think or experience should be public.
• Make sure your ‘LinkedIn’ profile portrays you with a professional image and that you connect with all your professors, friends, and college acquaintances and then begin to expand from that base.
• Take advantage of the career counseling offered through your Career Center – resume preparation, speakers, job boards, job fairs, etc.
• If you haven’t been a student member of the professional association that supports your field of interest – join! (I have more to say about this later) Try to go to a few meetings to meet more people to include in your job search network. Often the Student Chapters are invited to the larger association meetings – a great networking opportunity.
• Check in to available internships – these may be managed through the Career Center or directly by your Department Chair.
• Utilize relationships the college has with business partners to schedule networking interviews with business leaders. This will help you formulate your search strategy, as well as expand the pool of companies that know you are available and ready to make a difference for their organization. 

Is Your “Old” Room Still Available?
For many students without a job, the only option may be to move back home with Mom and Dad while you are in job search. Be aware that this can be difficult for everyone – it’s not just about you. Also, be aware that they want you to be successful and probably feel that they have some life experiences that would be helpful for you to know about. Be respectful and kind. Yes, it’s a different generation, but they have probably held more jobs than you have and just may have some nuggets of wisdom that will help you. Listen and be grateful.

Remember how earlier I congratulated you for knowing about world affairs and the global economic crisis? Those events have some far reaching ramifications that will impact your job search:

• more competition as a result of the number of people out of work
• employers reluctant to hire full-time positions; you may have to consider part-time or temp assignments in the short term
• expanding opportunities with small businesses, but you’ll probably need to wear multiple hats
• expanding opportunities for spammers and rip-off artists; be careful protecting your personal data – if the opportunity sounds too good to be true, it probably is
• finding ways to reduce costs has led many industries to embrace technology-based operations – this is good news for you since your generation is comfortable using and adapting to technologies. Make sure you bring that out in your resume and interview

With the marketplace changing, so goes the hiring process. You will see fewer jobs being posted on sites such as CareerBuilder and Monster. You may have been too busy studying to hear the story about Delta Airlines. A few months ago they posted a hiring need for 1,000 flight attendants -- they received 100,000 resumes! No organization has the internal capacity to deal with that type of response. So, as jobs become available, more organizations will be working through recruiters and through networking. Do you see why I want you to get comfortable networking? That’s where the jobs are, and will be for the near future. So I realize that you like to text and chat, but get yourself comfortable with face-to-face interactions. Be aware of your communications and interpersonal skills. If you need a coach to improve in these areas, get one – it will be an investment in yourself that will pay off for many years. Also, while you were in school did you ever come across the growing reliance on Emotional Intelligence (EI) in hiring selection and job fit? If you haven’t, you should become familiar with it and keep the principles in mind as you practice interview questions.

Bringing It All Together
One of the first networking tasks you can create is to ask a few trusted individuals for feedback on your resume. Hopefully you received some great help from your Career Center. Don’t overlook the many avenues for information on preparing a resume available on the internet, as well as the free Career Transition resources I offer at my website www.evolutionmgt.com. Consider your resume a work-in-progress and always look for ways to improve it.

Another activity you can do in conjunction with your networking is to take on a job as a volunteer. Include the position and your accomplishments on your resume, even though you aren’t getting paid; it’s all about your talents and experience. A volunteer job allows you to demonstrate your self-motivation, energy level and willingness to take on new activities in order to learn. This could also be the perfect place to gain a good reference.

I mentioned earlier that I had more to say about associations, and it’s all good. Last month I had the honor of serving as a judge for the SHRM Southeast Student Conference which was held at Clemson University. The Conference was set up with educational sessions, as well as case study competitions for the 7 SE teams. The entire experience re-enforced for me that associations dedicated to student and professional development are a wonderful source for networking, learning, and career transition support. I know the business and HR students attending this conference walked away with a lot of good information as well as a healthy dose of confidence when it comes to presentation and communication skills and personal image. Here are a few of the many tips on Pam Greene’s Career Management Checklist that she shared with the students. Pam is the Chief Membership Officer for SHRM.

• Do your homework: research employers before you start applying – know whether you will fit in with the corporate culture and be prepared to answer the question, “What do you know about us?”
• Read! Keep up with news and trends in your field of study and be able to talk to professionals intelligently about your knowledge. By the way, have you seen this issue of TIME?
• Control helicopter parents!
• Create your own business cards
• Be a lifelong learner – don’t stop educating yourself when you graduate; continue to take courses, read books, and consider graduate school
• Don’t be late for interviews or work (most companies have a policy that you can be fired for tardiness)
• Dress for success – never go to work in clothes that are too trendy or inappropriate for the office 

In closing I’ll add two more things to the list:

• Understand what the business community knows, or thinks it knows about your generation and present yourself in a way that supports that assumption or challenges it
• Recognize the power of the first impression.

The job market is challenging these days. There are jobs, but there are lots of people applying. Know who you are and what you are good at. Recognize that this is your first job and not one that you’ll hold for the rest of your life. At the most, you’ll probably only be in this position 3-5 years and then you’ll be moving up, over or on to other things. Brand yourself and treat everyone you meet with respect.

In addition to the other Career GPS blogs available for your review, please also check out my website for free resources and my workbook Position Your Next Move for a Successful Job Search.  Congratulations and good luck with your career!

One question for those readers who are already out in the work world: What would you say are the top three “must dos” for students trying to find that first job? Please click below and offer your suggestions.

Q&A
Dear Job Seeker Q&A:
Since I want to check out all job search channels, I’d like to find out what jobs are available in the government sector. Can you suggest how I go about this.
Charlie

Check out Dear Job Seeker... to see my answer to Charlie's question.

Working for Uncle Sam

Job seekers and individuals in career transition often overlook a great source of jobs – the United States government! That’s right; Uncle Sam wants you on his team!

According to a report from the Partnership for Public Service, government agencies will be filing 270,000 “mission critical” jobs by the end of 2012. These jobs will be in a variety of fields, with a majority of the opportunities in medical and public health, security and protection, compliance and enforcement, and legal. Just like with any job search avenue, the savvy candidate must do the appropriate research, know the organization, and properly engage in the appropriate hiring process.

Although President Obama signed a Presidential Memorandum on May 11, 2011 entitled, Improving the Federal Recruitment and Hiring Process, job seekers wishing to be successful landing a federal government job will need to understand and participate in a slightly different process than the one encountered when seeking a position in the private sector. Here’s what you need to be aware of:

Federal Job Search 101

Focus
Similar to a private sector job search, it’s critical to know yourself and to be focused. USAJOBS.gov is the official site for posting government job announcements. On average they post about 30,000 job notices a day. That can be very overwhelming and intimidating to a job seeker with an “I’ll take anything” attitude.

Mirroring the requirements for success with a private sector search, take the time to explore and discover who you are, what you like to do, what competencies you have to offer, and what tasks and responsibilities you want to avoid since past performance has demonstrated those not to be your strengths. This journey and the time it takes to get to know yourself will lead to:
• a more targeted approach
• identification of job postings that align with your qualifications
• a resume that addresses required and specific competencies with the job posting
• greater probability of success

To improve their knowledge of strengths, interests, and qualifications, job seekers often find it helpful to work with a career coach who can administer a variety of assessments to engage them in exploration and discussion about accomplishments, successes and developmental interests. They often will administer the
HBDI and Myers Briggs Type Indicator to solicit further exploration and determine work style preferences.

Networking
Every job seeker looking in the public or private sector needs to network! Your network may not be able to actually get you the job, but they will be able to share with you:

• information about what’s going on in a particular agency
• when jobs are being posted
• when part-time opportunities are available (a great way to get your foot in the door)
• required qualifications and skills
• introduction to the hiring manager

Be sure you are organizing and building your network. Utilize social media tools such as LinkedIn to assist your networking efforts.

Resume and KSAs
All job seekers have to develop an accurate resume that speaks directly to the needs outlined in the job posting. However, the resume acceptable in the private sector is not usually detailed enough for consideration in the public sector.

Think about it this way: Until the President mandated changes to the hiring process effective November, 2010, the responsibility for reviewing resumes and presenting three possible candidates to the hiring manager was totally the responsibility of someone within the agency’s Human Resources Department. Since all candidate resumes were not viewed by the hiring manager, the resume had to detail every qualification in order to “prove” to HR that the candidate had the required skill set for further consideration. In addition to a resume that often would be 6-8 pages, the candidate was also required to write out detailed statements (usually a paragraph or more) referred to as KSAs (knowledge, skills and abilities) to further demonstrate past performance, knowledge, experience and alignment with job posting requirements.

Although the changes President Obama is looking for were to be implemented through the Office of Personnel Management (OPM), it appears that not all agencies have updated their hiring procedures. Until all agencies are on board, job seekers may encounter requirements for the comprehensive resume with all the details as well as KSA requirements, or the new format that incorporates the KSAs into the resume and is accompanied by a cover letter. The newly formatted resume will still be longer than a private sector resume, usually by 1-2 pages.

In addition to Career Transition Consulting Services that specialize in Outplacement Services and Federal Resume Writing, resources such as USAJOBS.gov provide help with resume preparation and the application process.

Follow Up
With a private sector job search, if you don’t follow up you will probably be overlooked, or deemed to not be too interested, and therefore eliminated from the process. In the public sector follow up is also important and although it may be more difficult to do, you should seek ways to do it. If you applied on-line, the electronic application system may provide an option for you to check on status. If you applied with a paper application package, after waiting approximately 45 days (the time OPM is trying to reduce the hiring process to), it is acceptable to contact the person listed in the job announcement to inquire about the status of your package and the process.

Be mindful, especially if you are new to the federal job search process, that the process does take longer than in the private sector. The President’s mandate is all about shortening that cycle in order to facilitate the hiring manager capturing the best qualified candidates before another agency or private sector company makes them an offer. But, as I’m hearing from many agencies, we’re not there yet. It’s not uncommon that the process may take 3-6 months. Be patient, but persistent. And of course, always be courteous.

Interviewing
Interviewing for a federal government position is similar to the process used in the private sector. Many agencies and companies alike have moved to phone screening and video conferencing as interview options, in order to reduce the cost associated with out-of-town candidates coming in for face-to-face interviews.

Interviews can take place in a setting where the candidate is meeting one-on-one with an individual on the hiring team, or with a panel where the entire hiring team is participating at the same time. Usually the stress level for the candidate is higher during the panel interview. As a Career Coach, I advise candidates facing this type of interview to practice visualizing the panel process, and getting comfortable providing good body language across a team of four or five interviewers.

The focus of the interviews in both sectors can take on a behavioral or competency style or a technical style. The private sector has been utilizing the behavioral-based interview process for about 15 years. This is a relatively new process in the public sector. With this style of interview, the candidate will be asked to describe a time when … and the rest of the question will be linked to a specific requirement, response, outcome, competency or situation related to the job the candidate is interviewing for. As you would expect, technical interviewing questions will be targeted towards confirming understanding of technical or functional skills required for the position.

Regardless of the style, it’s important to practice possible questions and answers, linked to your accomplishments of course, since even the most competent speakers often get intimidated speaking about themselves. There are many sources for sample interview questions on-line and in books such as Ron Fry’s 101 Great Answers to the Toughest Interview Questions.

So What’s Next?
There are jobs available in the public sector. Many agencies are preparing for the retirement of Baby Boomers that will be occurring over the next few years. Don’t overlook this avenue.

The pay and benefits for government jobs has often been assumed to be lower than the private sector. However, I think broader communications by agency recruitment campaigns is getting the word out that public sector pay and benefits are equal to or greater than the private sector. And along with that, it’s a wonderful opportunity to make a difference in the lives of the people your agency impacts, as well as the opportunity to serve your country.


Job seekers exploring the public sector should be aware of job search resources available at my website www.evolutionmgt.com and other resources available through Outplacement Career Coaches and Resume Writers, www.USAJOBS.gov and www.clearancejobs.com (a site specifically for job seekers holding security clearances).

What experiences have you had with public sector job search vs. private sector? I’m curious about what similarities and differences you would highlight to help someone else navigate their path to a public sector job. Please click on the comment box below and share your thoughts. If you know of someone active in a job search, please feel free to share this blog article with them.

Q&A
I received a notice for a government agency Job Fair. Do you think this is worth my time, and if you do, how should I prepare?
Nancy

Check out Dear Job Seeker... to see my response to Nancy's question.

Find the Right Candidates Using a Respectful and Open Process – There’s a New Idea!

If you listen carefully, you - like me - will become very discouraged to hear more and more sad stories about what it’s like for individuals trying to engage with the current recruiting and hiring processes being implemented by organizations wishing to grow. What concerns me is that as organizations increase their staffing needs, the sourcing and recruitment processes they are implementing seem to lack a respectful interaction and this is bound to have a bigger detrimental effect than the organization has considered. In most cases, the job seeker contacts the organization and tries to follow up on the initial information submitted – only to hear nothing in response. Dead silence. No returned emails, no returned calls. Is this the message the organization intends to send about how it values its talent? Organizations need to get a handle on how they are reaching out and responding to candidates to ensure there is a match between HR practices and the values and corporate culture the organization wants to expose to the job seeking public.

I realize it takes time to talk about and integrate basic human courtesies into our hiring processes, but the flipside of not paying attention to this important element can be costly. Organizations need to remember that any time you are reaching out into the public, as you do with a sourcing and recruitment efforts, your reputation is either being shined or tarnished by the treatment job seekers experience. What grade would you give your process? What grade do you think job seekers are giving you about their perceptions of your culture? Organizations can’t just walk the talk of a ‘great place to work’ once someone starts a job – the walk starts with the first steps taken to announce sourcing and recruitment activities. So what basic human courtesies do we need to instill?

What’s expected of candidates?

When I’m wearing my Career Coach hat, I always point job seekers in the direction of saying ‘thank you’ over and over again. Not only is it a sign of respecting the time and attention of someone who has helped you along your transition journey, it’s just common courtesy. My list of “must thank you’s” includes:

• A thank you email and then follow up call (or voice mail message) is appropriate to your contact a day or so after you have submitted the required application, resume, and/or cover letter. This should include a thank you for the opportunity to introduce yourself and share your fit for the advertised position. Chances are you probably won’t get a response from the company, so a day or two later, call your contact to again say thank you for the opportunity and ask for them to call you back so you can discuss next steps and answer any questions about your background and experience. 
• A handwritten thank you note dropped off at the office or sent through snail mail – whichever you have time for - after each and every interview as well as after a significant networking meeting. The interview or meeting can either be face-to-face or over the phone – it doesn’t matter. Send a thank you note.
• A handwritten or email thank you note after every networking encounter. This is also a great time to share a copy of your resume and remind the person you are networking with which competencies and talents you want to highlight.
• A thank you letter within a week or two (depending on the timeline they laid out for selecting the successful candidate) of your handwritten thank you note. This thank you again refers to your gratitude for the interview meeting and restates your interest in the position. It’s always a good idea to reiterate several of the key strengths you’d bring to the position, as well as offer any additional information you can share to add to the interview experience.

In this economy with so many people looking for work, I’ve also seen some coaches such as Amy Lindgren suggest two more times for contacts and thank you’s. One, after about 10 days from your last call to confirm that you are still interested in the position, thanking the person for their consideration, and letting them know you may not be able to keep your schedule open for the next round of interviews because of other job activities that are picking up. Ask them to please contact you (provide your number) so you can discuss the upcoming interview process and schedule. Five days later, thank the person again for the consideration given to you so far and let them know you are still interested, but at this point you must move on to other employers, and so therefore you won’t be contacting them anymore. But don’t close the door all the way. Instead, invite them to contact you if they want to bring you in for another interview.

These last two ideas will require an extra dose of diligence and confidence, especially in light of the fact that you probably haven’t heard anything from the recruiter or hiring manager on your other contacts. Have perseverance. With as many people as are out there competing for a job, you have to make all the contacts you can while demonstrating your interest and willingness to take risks. Above all, you have to be honest and demonstrate respect.

Should we expect anything less from the other side of the table – from the employers?

What’s expected of HR?

As a Human Resources and Organization Development consultant, I advise my clients to incorporate some type of response system – either email, postcard, call, or snail mail letter – into their sourcing, recruiting, and hiring processes to accomplish the following:

• Keep the communications open and transparent regarding the candidates’ status in your system. There’s nothing more frustrating than applying for a job and feeling that your resume landed at the bottom of a big black hole. Yes, employers have an advantage at the moment, but that doesn’t make it right to take advantage of others. Not acknowledging and appreciating interest in your company could turn out to be a turn off to the exact talent you are trying to attract.
• Have processes in place to ensure external contractors utilized to assist with sourcing and recruiting activities understand the organizations’ values you want them to demonstrate as they engage job seekers as an extension of your HR department. If their performance is rewarded only for filling the pipeline without a metric for the quality of the experience the candidates have while processing through the pipeline, your company most likely is sacrificing its reputation and culture for volume.
• Make sure your staffs responsible for sourcing (both internal and external) are honest when identifying if the need is for a current opening or for possible future needs. It’s much healthier, and a lot less stressful, for both the candidates and the organization to be honest with what’s going on. If there is no immediate opening, a candidate can respond and then periodically follow up on the need, rather than be frustrated and frantic about reaching the recruiter thinking the position is being filled without consideration of the candidate’s competencies.

In the current climate, I don’t hear too many good things being said about recruiters and HR folks responsible for the hiring process. I know they are inundated with the volume of resumes they are receiving. But perhaps instead of justifying their lack of communication with job candidates by being overwhelmed with responses, they should look for ways to incorporate more narrow filters to help manage the volume, and utilize technologies now available to aid with automatic responses and updates.

So what’s next?

Organizations can’t rely on old recruitment practices to manage today’s responses to internet and social media advertised openings. We’re seeing the results: frustrated job seekers who feel they have to cater to the recruiter in order to get the opportunity while resenting the treatment and hoping for the day something better comes along.

As the economy rebounds, there will more than likely be all kinds of employment activities taking place; sourcing, recruiting, restructurings, and downsizings to name a few. Organizations should ensure that their practices in each of these activities set a tone for honest, fair, and transparent communications. Corporate culture is an important component to achieving strategic goals. Ensure that the values your leaders espouse as important to the firm are demonstrated and confirmed at each step of the employment relationship.

Deborah Hildebrand, a freelance writer for the LA Examiner, recently wrote an article calling for the need to continue reminding the public about the importance of demonstrating respect for others everyday. I agree with her. We shouldn’t put the focus on civility and respect only when painfully reminded of our everyday lack of it. In her writings she referenced back to a 2007 article she wrote, Seven Steps to Building a Company Culture that Embraces RESPECT, which has some very thoughtful ideas for creating and sustaining a respectful culture.

Human Resource Managers as well as individuals working in the profession should be the first to demonstrate the importance of performance that reflects and motivates others to be respectful. It may take a little more time to return a call, or send an email with feedback to a candidate, but the kindness of those acts won’t be lost on the relationship an organization develops with a potential new employee.

Are you a job seeker, a recruiter, or someone working in the sourcing arena? I’d be curious to hear what your experiences have been. Do your practices allow open, transparent, and respectful engagements? Is this type of process doable? Or should the job seeker just take their chances and see if they’ll ever hear back from the employer? Just think about the impact an organization could have by being one of the few who does take the time to communicate. I look forward to hearing from you.

Q&A

Dear Debbie,
I’ve been practicing interview questions I see on-line and in books. But should I be doing more in order to ace the process?
Jose R.

Check out Dear Job Seeker... to see my response to Jose's question.