Career GPS

Job Search Tips for Returning Service Personnel

2012-01-31T18:58:00.000-05:00

I recently read an article quoting the unemployment rate for veterans, as of December 2011, at over 13%. When you stop to consider what a transition from the military to a civilian position requires, you become very aware of the extra layer of job search complexity veterans have to deal with. That’s why I included a chapter in my book, Position Your Next Move for a Successful Job Search, specifically dedicated to Transitioning from Military and Government Service. This chapter lays the foundation to help service personnel successfully navigate the path to a new civilian career.

With this statistic anticipated to grow as more servicemen and women return from active duty, I thought it might be helpful to reiterate the key strategies to make a successful transition. If you are a veteran, I thank you for your service to our country. If you know a veteran dealing with the issues of transition, I invite you to share this article.

Take the Time to Accept the Transition – As a career coach it’s my job to help clients assess when they are prepared and ready to get out in front of employers. That may sound odd, since their goal is to get a job. But the reality is, individuals need time to get mentally prepared for the transition from one employment routine to another. In addition, they need time to get prepared for how to successfully implement their job search strategies.

So, my first words of advice are: take a deep breath, take it one step at a time, and allow yourself the time required to accept the transition. I often find individuals who have been laid off from a job need a few months to build back their confidence and self-esteem. They often struggle psychologically trying to reconcile being cut from their jobs while offering great job performance and results. It takes time for them to heal and realize the layoff was a business decision brought on by others; it was nothing they specifically did wrong. This same mental transition time is required for veterans – transitioning from a rigid routine and perhaps a stressful environment, to one that is less structured and flexible. It takes time to get your mind comfortable with the personal, professional and environmental changes taking place when changing jobs.

Taking the time to be prepared, however, doesn’t mean you’re not working on your job search. You are - you just may not be quite ready for jumping into an interview. Here are a few things you could be working on:

Work on Translation – Employers love to hire veterans. Veterans bring wonderful qualifications that have already been tested. Characteristics such as loyalty, honor, commitment, project management and teamwork, to name a few. What many employers struggle with is their inability to understand military jargon. So one of the first things to work on is to answer the following for each position held while in the service:

Job title:

Years of service in this position: 19xx to 20xx

Why was this position required? What were you responsible for?

List the primary functions you were required to complete in this position:

Describe the results you achieved in this position (quantitative examples):

Beginning to capture your thoughts about the various positions you held during your military career will give you a great start on the information required for your resume. BUT we’re not ready to create the resume yet. The next step is to translate all the data you put into your write-ups into the language recruiters, employers, and automated resume systems will understand. This is a crucial step. So many individuals think it’s up to the employer to do the translating. Believe me – they won’t. Competition is tight, so each job seeker has to do as much as they can to help the employer realize they are the best candidate for the job. This may be a project someone at your installation’s career assistance office or a networking group can help with, or it may be worth your time and investment to work with a career coach. There are lots of options – use the one that’s right for you.

Branding What You Have to Offer – Here I’m referring to you knowing yourself and what you have to offer an employer. You need to be able to articulate and demonstrate what you stand for – your reputation, credibility, personality, values and style are important parts of your brand.

So consider for a moment that you just got a job selling a great product – and the product is you! What would prospective employers want to know about this product before they "buy" it? Take time to brand yourself; consider answering the following questions. You might also think about working with your career center to explore your preferences through the use of a variety of assessment tools, such as Myers-Briggs, Emotional Intelligence or Herrmann Brain Dominance.

My top five areas of expertise are:

My former managers (sergeants, lieutenants, etc.) would say I excel at:

I can differentiate myself from other candidates because of the following (knowledge, skill, experience, training, education, background, etc.):

In addition to these questions, identify transferrable skills. Review the position write ups you translated from military jargon to job search speak. Ultimately when you understand what you are selling, you’ll be able to create and deliver your 30-second commercial, without military jargon, in a natural and conversational tone.

Image – Once you are comfortable with what you’re going to say about yourself, make sure your image is a match to your words. Get comfortable in civilian business clothes. Transitioning from your uniform to everyday business may take some adjusting to. The first impression you give a prospective employer is often hard to overcome. Make it a good one.

Although tattoos are common in the military, most employers still prefer tattoos to be covered. Until you are familiar with the dress and appearance preferences of an organization, try not to reveal a tattoo during a networking or interview meeting.

And just one more quick comment about image – image is not only what someone sees, but it’s also what they hear, smell, and sense. If you are branding yourself as "reliable" make sure you demonstrate that by returning phone calls and keeping appointments. Your brand should show through all your job search actions.

Resume Preparation – Again, your career assistance center may offer help with resume preparation. If not, I offer some resume help at my website to get you started. The activities you completed in the Working on Translation suggestion above will be very helpful in completing a professional resume; one that civilians can understand. In addition, here’s a link to an article I wrote on preparing a successful resume which can help with the specifics.

In addition to all the things every job seeker needs to think about when preparing a resume, here are a few other tips for veterans:

Be sure to list the trainings you attended, and link them to a skill set transferrable to a civilian position. Again be on guard to avoid military jargon. Take credit for everything you did and position it so the resume reviewer can quickly understand how that training and professional development relates to the job you are seeking.
Be sure to articulate the hours worked per week as you describe your responsibilities. This will help hiring managers align your experiences with their expectations of the depth and breadth of the function requirements.
As noted earlier, – use as many quantitative examples as you can – how many people reported to you, the cost savings your achieved through a specific initiative, etc.
One last point, make sure you list your clearances. Although these may not be required in the private sector, they speak volumes about trustworthiness, honesty, and ability to pass their internal background screening process.

Networking – Although you may be tempted to sit at your computer and look for jobs on line, please be aware that until the economy is a bit more robust, the actual "open" positions on the internet will be limited. More than likely what you may find on line is a posting by a recruiter to source resumes to add to a database; there really is not a job at this time.

The quickest way to find job leads is to network. Join groups in your community and at the installation career center. Talking to people you know, and people they know allows you the opportunity to present yourself and your credentials while making an impression about what you have to offer. Don’t overlook tapping into groups that are specifically focused on hiring vets such as Veterans Green Jobs.

Interviewing – Navigating through the process noted in this article will provide many opportunities to practice talking about yourself; your skills, experiences and passions. Take the time to also practice interviewing. There are many interview questions available on line, as well as in books available at the library. Be sure to understand and be prepared to properly answer "behavioral interview" questions. This is a style of interviewing very popular in the private sector and requires preparing answers to question that sound like, "Tell me about a time when ____________." Remember, practice leads to predictable performance!

Job search is challenging for everyone. For returning veterans there are a few more points to be considered – but it’s not impossible to get the job you’re after. For information on seeking a government job, please reference Working For Uncle Sam, an article I posted last year.

I welcome your comments to my post. Please click below. If you found this article to be interesting and helpful I’m very happy for you to pass it along.

This article was written for you by Deborah A. King, SPHR, CEO and Career Coach with Evolution Management, Inc. Debbie and her team can help individuals and organizations navigate the challenging journey of change. Contact us for more information: www.evolutionmgt.com; 770.587.9032.

Q&A

It appears my organization is going to merge once again. I survived the last two mergers, but I’m getting nervous. Is there anything I can do to position myself to hang on to my job?
Terry

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

2012! Three Tips for Making it the Year of the Job

2012-01-03T23:08:00.001-05:00

January is usually a time for planning. And, for most of us, planning goes hand-in-hand with taking steps to modify our behaviors. We know that we can’t achieve the goals we set for the New Year by continuing to do the same things we did last year. Think about it. If we set a goal to lose 10 pounds, we can’t be successful achieving it unless we modify our eating habits and our exercise routine, can we? So goes it for finding a job. You may have been very "busy" last year looking for work, but were you focused on doing the things that would lead you to the most opportunities?

Now’s the time to take a good look at what you’ve been doing to manage your career and your job search. Make sure all your efforts are strategic, targeted, and aligned with the goals and timelines you want to achieve. Being "busy" doesn’t mean you are being "strategic." As Einstein said, "you can’t keep doing the same thing and expect different results." So start the New Year thinking and acting strategically. Here are three tips for getting started:

1. Update your mental and verbal image of what you have to offer. This is a critical step regardless of whether you’ve been out of work five weeks or two years. Really look at how your experiences, accomplishments, and passions align with what businesses are looking for today.

Sometimes when individuals are working in an organization it’s so hard to dissect what is being accomplished – it’s just viewed as "work." But it’s important to be crystal clear of your view of yourself - see yourself as a subject matter expert. Having that clarity will help you talk about how you use that knowledge and experience to solve problems. If you’ve been out of work for a period of time, it may be time to again take stock of what you are a subject matter expert in, and how those experiences are still relevant in the market today. As time goes by and your "demonstrated" experience is further in the past, it’s a good idea to look for ways to volunteer your time in order to maintain a successful track record of relevant and updated work skills. Yes, even if you aren’t getting paid for them.

The updating of your mental image should broaden your ideas of where you can successfully be the subject matter expert. Perhaps you’ve always worked in the banking industry as an auditor. Spend time considering how those experiences transition into the financial controls and auditing requirements of the healthcare or construction industries. Look for ways you can "see" yourself in a different industry setting and then work on how to help others see how your knowledge, skills and abilities transfer to their industry.

Updating your verbal image- your 30-second commercial- will take time and creativity. Most important is that you believe you can be successful. If you don’t believe in yourself, how can you expect someone else to? Your overview of what you are looking for should demonstrate a solid link from past experiences to the future where your talents and innovative ideas will boost efficiencies and improve cost savings.

2. Reconnect and continue to build your network. Jobs are being added in our economy, but at a slow pace and most economists agree this will be the trend throughout 2012. That being the case, employers will continue to be discreet about how they identify qualified candidates. They don’t want to get slammed with hundreds, or even thousands of resumes for a few openings, so they are less likely to post openings on job boards. More than likely they will work with recruiters or current employees to reach out to potential hires.

That being the case, it’s important to update your existing network on your 2012 job search goals and your updated 30-second commercial. Remind them that you are actively seeking employment and share a few of the specific actions you are taking. Engage them in discussing how transferring your talents from one industry to another will be beneficial to an employer. Ask permission to check in with them periodically, and then do just that. Maybe it’s through a call, or forwarding an article you read that you think they’ll find interesting. Just stay in touch.

In addition to the network of contacts you have cultivated up to this point, you need to continue to reach out to individuals in order to introduce them to your talents, skills and job search goals. There is turnover within organizations, so be sure to reach out to new mangers in organizations you are targeting. Make it a point to be active in the community, or within professional associations aligned with the field or industry you are interested in. Volunteer for projects in order to meet others while demonstrating your capabilities.

I know I sound like a broken record, and I’m not saying there won’t be some "real" job openings posted, it’s just that the preferred way to get in the door in this economy remains through a contact. You will also want to make sure that your LinkedIn profile is refreshed to match your updated message. As always, be diligent about monitoring and managing "posted" messages, pictures, or links that a future employer could view when they conduct their social media background check.

3. Use your time wisely. Navigating from one job to another is time consuming. Be sure to hold yourself accountable for where you are spending your time and what you’re getting back from that encounter.

This is also a good time to keep up-to-date on what’s going on in the world, as well as emerging trends in the specific industry and profession you are targeting. Expanding your knowledge and skills through workshops, on-line trainings, and college courses is a good use of your time as you have the opportunity to meet new individuals to add to your network while exposing yourself to new knowledge and experience you can add to your resume.

Using your time wisely also encompasses taking care of yourself. Job search can be stressful; rejection can be very frustrating and depressing and can lead to self-doubt. This is a time to make sure you are exercising, eating well, and surrounding yourself with positive people and positive energy.

I hope these tips motivate you to re-ignite your 2012 efforts to get organized and focused in a way that quickly leads to fulfilling your wishes for a job that is personally satisfying, financially rewarding, and adds to your career growth and advancement capabilities.

I’d love to hear from you if you have other suggestions for ways to kick-off or restart a successful 2012 job search. Please click on the comment box below and share your thoughts.

And one other thought - if you know someone in job search that might benefit from these tips, please forward this email to them and ask them to subscribe for future posts.

Q&A

It’s been a while since I’ve interviewed for a job. Should I have a few questions ready to ask when the interviewer is finished?
DeLois

Check out Dear Jobseeker for my answer to DeLois' question.

Collaborate for a Solution

www.evolutionmgt.com

770.587.9032

A Non-Scary Look at Resumes

2011-11-01T22:02:00.000-04:00

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!

2011-10-04T23:55:00.000-04:00

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:

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.
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.
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.
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.
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.
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.
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.
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.
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.
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

2011-09-07T16:52:00.000-04:00

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 6months! It seems like nothing isworking. Should I chalk this up to thefact 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.

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Continuous Learning - Taking Care of YOUR Future

2011-07-27T08:50:00.000-04:00

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

2011-05-31T19:34:00.004-04:00

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

2011-05-03T12:45:00.024-04:00

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:

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.
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.
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.
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.
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.
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.
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

2011-03-31T22:09:00.015-04:00

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

2011-03-02T23:50:00.000-05:00

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!

2011-02-02T17:55:00.000-05:00

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.

Protecting Your Privacy

2011-01-11T13:00:00.000-05:00

Protecting your identity is an important function for everyone to do every day. But when you’re in job search, you need to practice extra vigilance to ensure you are not putting yourself in a vulnerable position. According to a recent article in the Los Angeles Times, 12 million Americans were victims of identity theft over a two year period. That’s 5% of the population.

Here are a few steps you can take to protect yourself:

Limit Your Personal Contact Information
Of course you want a recruiter or hiring manager to be able to contact you, but let’s be savvy about how criminals work. If I’m a criminal looking to steal someone’s identity and I get your name, address, email, phone number, important dates, military information, etc. off a resume that has been posted on-line, I’ve already got a good profile started. Now if I plug that information into a database of stolen information containing names, credit card or bank information, it might be very easy for me to make a match. I’ll still need more information about you, but now that I have your email address, I probably can also find you on Facebook and LinkedIn and can really start putting the pieces together. In fact, I can also learn some things about your family while I’m at it. And, when I’m on your Facebook profile, there will probably also be some photos of you and your family to give me more information to fill in the blanks. These thieves are smart and patient. Don’t make it easy for them.

Be Careful Where You Post Your Information
According to Bruce Schneier, Chief Security Technology Officer and author, technology is making identity theft so much easier. Our human nature is to trust authority and uniforms. When we deal with people we don’t know and they are not in a position of authority or wearing a uniform, we are more likely to be suspicious of their intentions. However, with so much of our communications today conducted through technology, it is not always possible to “see” the person or organization we are dealing with. Instead, Schneier suggests we judge the credibility of the request by the appearance and professionalism of a website or contact, ignoring the fact that we all know how to cut and paste graphics, or that anyone can successfully impersonate an official.

That’s why it is so important for you to exercise extreme caution when it comes to the question of “Where should you post your resume?” Remember, if it is too good to be true, it probably is. It’s likely just someone fishing for data. Post only where you are reasonably sure your data will be protected. That might include a known employers’ site or some of the better known job listing sites such as careerjournal.com or careerbuilder.com.

Limit Access to Entire Resume
When possible, especially if you are not using a cybersafe version of your resume (see below), choose the level of visibility that provides you the most assurance that only individuals with a legitimate need-to-know will have access to view the complete data. Your choices usually include:

Completely open – Anyone can view the complete resume. Naturally, this is the least secure and the least desirable option.
Searchable by “employers” only – Employers, recruiters or really anyone willing to pay for the information can get access. If you select this option, make sure the resume is cybersafe.
Semi-private – Allows your resume to be searchable, but your contact information is blocked by the job site. Notification of employer interest is facilitated by the job site.
Private – This option is a good one for someone who is employed and wants to be very careful about managing who views the resume; obviously it’s important to protect the job the seeker already has. Although this option provides security, it does not provide the resume to a searchable database for marketing exposure.

Utilize a Cybersafe Resume
There are pros and cons to this resume approach.

Pros:
In some recruitment circles job seekers who protect their identity are considered more desirable as they are assumed to be employed, probably at a senior level, and interested in protecting the job they are in. Naturally, a big pro is that it keeps your data safer by making it difficult to get to.

Cons:
The obvious con is the possibility that it may be harder for the recruiter or hiring manager to contact you the first time. But if you follow these tips, you should be able to minimize this risk.

So what do you do to make your resume cybersafe?

Minimize any contact information contained on the resume. Delete standard information such as home or work address; home or work phone number, business or personal email. You should NEVER be using your business email address, and you don’t want to use your personal email address which might be connected to other profiles such as LinkedIn.
Use a cell number that rolls to a messaging system when it is not answered.
Use a strategic email address secured through a provider such as Gmail, or hotmail.
Develop an email address that helps the recruiter find you easily and also reinforces your brand, i.e., tsmith-ITpro@xxx.com
If you are still working, remove your current employer’s name and replace it with an accurate, but generic description. For example, if you work for Coca Cola, change the business name to “Global leader in the beverage industry.”
If your current title is specific to your firm, replace it with a title that is accurate, but generic, such as: “Southeast Regional Auto Parts Marketing Director” might be listed as “Multi-State Marketing Director – Auto Parts.”
Save your resume file with a filename that is easy for the recruiter to find and access; use your name and perhaps something that helps you brand yourself such as the notation above, tsmith-ITpro.doc.

Keep a Resume Posting Log
During your job search, you will probably post your resume in a hundred different places. Keep a log - nothing fancy, just effective - of the date and the site you posted on, and which version of your resume you uploaded. This log will assist you with:

Updating
Tracking
Closing out your search

It’s really important to remember to take down all the resumes you have out there after you have secured a new job. It’s not necessary to maintain your information on-line when you are no longer looking for a job. Don’t keep your information at risk.

Be Careful With Distribution Services
As a Career Coach my advice is not to use a distribution service. When you do, you completely lose control of where your resume is being circulated and how it is being distributed. There also are some assumptions that using these services makes the job seeker appear desperate and/or inexperienced in managing a strategic job search.

If for whatever reason you believe you must utilize this type of service, please be sure to only share a copy of a cybersafe resume.

Protect Sensitive Information
I know you wouldn’t put your Social Security number, your mother’s maiden name, or your Driver’s License number on your resume, and that’s good. But you also have to protect that information in other ways as well. Let’s say you get a call from someone that sounds official, calling with information about a great job and she just happens to have your resume in front of her and you are PERFECT for the job. All she needs is a little more information to move things along and get your background check or prescreening finished. What she then proceeds to ask for is your Social Security number, or your Driver’s License number, or your mother’s maiden name. BE CAREFUL! If it feels odd, there’s probably something else going on than a legitimate job inquiry.

Most reputable companies will not ask for your Social Security number until they have interviewed you and only then when you are completing their Background Check Release Authorization form, usually completed at their physical office location. There should be no reason the employer needs your mother’s maiden name.

Scammers have also used the phone call as a method to say, “We just need to finish your background check and you can start tomorrow. If you’ll just give me your credit card number for the cost of the background check, we’ll reimburse you for it in your first pay check.” If you hear that request – run for the hills! No reputable company is going to ask you to pay for the background check. This is just a scam to get your credit card number.

Social Searching
Social networking sites can be a great way to connect with friends and colleagues when you're job searching but realize that sites such as Facebook can put your identity at risk. For example, listing your actual birth date on Facebook provides an important piece of information to someone interested in stealing your identity. If you must put something here, put a made up birth date, or a month and day without the year, or just a month - something that will make it impossible for thieves to use this information to harm you. Names of your pets and children, your birthplace, your mother's maiden name (something that could easily pop up in a photo tag) and other details should also be off-limits on social networking sites - these can be great clues for guessing passwords and answering security questions. Check out this Yahoo Finance article by Jennifer Waters for more advice on how to secure your Facebook page.

I realize this all sounds frightful. I’ve shared this information not to scare or discourage you. Rather, my intention is to improve your awareness of scams so you are prepared to be careful. So, I’m curious, what job search experiences have you had that involved protecting your privacy? Are there other precautions I should post to help individuals be wiser to the tricks of criminals? I’m interested to hear what your experiences have been. Share your story and thoughts in the Comment Box below.

10 Job Search Mistakes to Avoid

2010-12-08T07:49:00.003-05:00

In this job market every job seeker needs to be at their best. Competition is fierce and employers are in the ‘driver’s seat’ with lots of candidates to select from. This was illustrated very clearly when Delta Airlines reported last week that they were overwhelmed with 100,000 applications for 1,000 flight attendant positions!

Thinking about what not to do, is as important as following all the good advice of what you need to do. Based on my HR and career coaching experience, as well as some recent research published by ABC News and CNN, here are the top 10 mistakes I suggest you avoid:

Mistake #1 - Don’t Back Off During the Holidays

Especially this year! Economists are still debating how strong 2011 is going to be, but I’m hearing from my recruiter friends that staffing orders are increasing. Yes, things may slow down a bit during the holidays, but that only means that the job seeker has less competition trying to make connections with the recruiters, hiring managers and small business owners. Keep up your pace with networking, introduction meetings, and informational interviews. You just don’t know who is trying to staff up to be ready to hit the ground running January 2nd!

Mistake #2 - Don’t Expect the Past to Carry You

No doubt about it, your past experience is one important indicator of what you will bring to the table. But employers today want to hear about what you’ve done lately and how your past experience is relevant to their strategic goals. One comment I hear again and again from colleagues and clients is, “Yes, there are lots of candidates, but they don’t have the skills we need!” Be sure you’ve done your homework and understand what skills employers are requiring for the jobs you are applying for. If those skills aren’t as sharp or updated as they need to be, find training courses, opportunities for job shadowing, or maybe even an internship to help you make them relevant for 2011 and beyond.

Mistake #3 – Don’t Take Rejection Personally

Delta had to reject 99,000 individuals since they only had 1,000 openings. That’s a lot of rejection. It’s tough to hear, but learn something from those rejections; which will undoubtedly come your way. Don’t take it personally. Making a selection is difficult, especially when you have two or three good candidates to choose from. When you have even more, it’s just a process of whittling the list down to the short list. Keep evaluating what you could do differently the next time, and ask for feedback. Paul Powers of CareerBuilder stated in the CNN article, “If you aren’t getting rejected regularly, then you either aren’t working hard enough to get your foot in the door, or you’re applying for jobs beneath your capabilities.”

Mistake #4 – Don’t Forget What this is About – and It’s Not About You

The focus during any job search campaign has to be on what the employer needs to be successful. If you are currently in job search, please re-read that sentence three times and think about specific ways you demonstrate this principle in your day-to-day execution of your job search strategy. The resume objective or introduction statement is a great place to start – right up front tell me what value you are capable of bringing to my organization. Remember, all the hiring decisions are based on the company’s needs, not yours.

Mistake #5 - Don’t Make It About Age

‘In the old days’ when employers were looking for candidates that would stay and grow with their firms for 10+ years, age might have been a consideration, even though there are laws preventing this type of behavior. However, today employers are more interested in what knowledge, skills and abilities you can bring that will help them solve an immediate crisis, innovate the next iPAD, or improve the environment. You get the point. Yes, they’d like you to stay and contribute as long as there is a fit. However, employers are more realistic today, expecting that talent will shift and a periodic rotation of new ideas and experiences is probably a good thing. So, don’t let your age, young or ‘more mature’, get in your way. Keep the focus on the value you will bring.

Mistake #6 – Don’t Try to Wing It

So you’ve been on a few interviews, you’ve been networking and you’re feeling really confident and prepared. Don’t make the mistake that you can walk into the next meeting or interview without preparing.   Know the company and their needs. Be prepared to talk about how you would immediately add value to help them. Certainly be prepared to answer basic questions such as, “What do you do?” We’re experiencing a longer than normal time for job seekers to be unemployed.   We all know that. But the answer to the question is not – “I don’t do anything, I’m out of work.” Would you hire the person who gives that answer? Practice being strategic and enthusiastic with the answers and questions you prepare and practice for each specific event. It would be rare to find two companies with exactly the same set of circumstances; so treat each opportunity individually.

Mistake #7 – Don’t Forget to Make Your Resume Special

With as many resumes as organizations receive today there is no time for reviewing a one-size-fits-all resume and deciphering how those skills fit with what the employer is looking for. No one is going to take the time to do that! So, make sure that your resume is tailored for each specific job.   Take the time to invest in making the best impression. Understand what they are looking for and highlight those skills and experiences that demonstrate why you are the best candidate for that position. You need to do the work for your resume to speak to their specific needs without a lot of effort on their part; because believe me, they certainly aren’t going to do it for you.

Mistake #8 – Don’t Focus on Only One Career or Industry

As jobs have moved into knowledge-based and technology driven fields, the skills and experiences job seekers have to offer can often fit into more than one job category. Don’t limit yourself to a particular job title or field. Be creative and experimental in seeking information about jobs in different industries that utilize similar information and technologies. Your particular industry may not be on the rebound yet, but that doesn’t mean your talents and skills wouldn’t be welcomed in another industry. And, truth be told, your particular job may never come back, so this may be the perfect moment to reinvent yourself. Give yourself that permission.

Mistake #9 – Don’t Overlook the Importance of Taking Care of Yourself

Conducting a job search is a full-time, exhausting, and emotionally draining job. Don’t forget to take care of yourself during the process. You want to be on top of your game, so make sure you’re eating healthy, getting the proper amount of rest, and making time for exercise and leisure. Stress is unhealthy on a lot of levels, and the stress of financial, career and family problems can quickly become overwhelming. So much so that thinking is foggy, conversations seem desperate, and initiative and self-motivation turn to paralization. Establish healthy routines and use your self-discipline to stick with them.

Mistake #10 - Don’t Just Wait for the Phone To Ring

Networking is definitely the best strategy for job search, especially in this market.   Many organizations don’t even want to post a job, fearful that they’ll find themselves with a Delta situation. People, recruiters and folks inside the organization, are going to be the link to the openings. Networking does take time and energy but is more likely to give you the results you are looking for. Job seekers who use their time to send out a lot of resumes to LinkedIn contacts or Internet postings and then sit back and wait, will be waiting forever. This option may seem easier and less stressful, and you can even fool yourself into thinking that you’ve been productive. But the truth is, that if you’re not following up on every one of those resumes you sent out, you’re just wasting your time. There is no easy way to find a job. The only way to make your phone ring with that offer is for you to make it ring! Be active with your network and keep expanding it. Keep doing all the right things with a good attitude and you will connect with a match.

Job search is challenging, and especially when the competition is so tough. Differentiate yourself from the crowds by not only doing all the things you know you should be doing, but also by being careful to sidestep the sinkholes hiding in the mistakes noted above.

One other thought – don’t forget to have a champion or coach that you can talk, strategize, and brainstorm with. This is a value component to your job search success. Often you’ll find someone at networking meetings who can fill this role. Best of luck in making the right connection in 2011.

CLICK HERE to share your thoughts or let me know about a topic you would like me to talk about in an upcoming blog.

If you need additional guidance with your job search campaign, please check out my book Position Your Next Move for a Successful Job Search, other Career GPS blog entries, and my free resources page on my website.

Social Media – A Differentiator for Job Seekers

2010-11-03T11:34:00.002-04:00

A recent question poised by About.com asked, “What do Microsoft, Ebay, Netflix and Target have in common?” The answer, “All these companies (and many more) have used LinkedIn to recruit candidates for employment;” an answer you wouldn’t have expected four or five years ago. Technology has definitely changed the process for finding a job.

Sure, we all know the job market is still very slow. There are millions of people out of work; most of them actively looking for a job. Add to them a percentage of the employed population who are also actively pursuing opportunities to change jobs. And top that combination with the passive seekers who will change jobs, if the right one is offered, and I think we all can agree it’s also a crowded market! Serious job seekers have to do whatever they can to differentiate themselves from the masses and get noticed. Using social media effectively can help.

Social Media with a Professional Twist

My blog this month was inspired by four individuals who contacted me during these past two weeks asking for help with their social media job search efforts. To my surprise, three of the job seekers were under the age of 30; an age where I would have thought they would be teaching me something about social media. But as it turns out, they’re comfortable using social media for “chatting”, sharing pictures, and posting random comments about their day. They are at a loss when it comes to utilizing these tools for professional postings, networking and job search. Wonderful, we can all learn something.

As it just so happened, I had the pleasure of speaking last week at the DeVry University’s College to Career Boot Camp. At this fabulous event for DeVry/Keller students, I presented 10 Tips for Improving Your Job Search Results which included Tip #2 – develop a Strategic Career Communications Portfolio. No longer can a job seeker be successful with just a traditional resume and a networking spiel. In this competitive market job seekers have to commit to doing their homework and spending time on preparation and self-reflection (Tip #1) in order to create a powerful portfolio of communication tools that are branded and aligned with the job seekers’ values and goals.

The objectives of using social media tools in your portfolio are two-fold: (1) create a professional and interesting on-line presence of your skills, experience, and career goals, and (2) provide an inviting and collaborative environment to connect with a network of friends and colleagues who are interested in what you are doing and how they can help you achieve your career goals. To accomplish these objectives a job seeker will want to utilize technologies offered through:

LinkedIn
Facebook
Twitter
VisualCV

What’s Appropriate?

If you haven’t been using these social media tools up until now, or if your only experience has been with friends and family and social interactions, you may want to start slowly. I would suggest you begin by setting up your LinkedIn account with some basic information and then begin your process to invite a few professional friends to join your network. As you have the opportunity to view the profiles of others, look at them as if you were a recruiter or hiring manager. You’ll begin to get a feel for what is being shared that you like, and what you consider not appropriate for an employer to view. Consider your profile a work-in-progress and modify as appropriate.

Here are a few tips on each of the sections of the LinkedIn Profile that will help you get started:

Name: I know you know your name – but I want you to think about it differently. Think about how you want to brand yourself. List your name the way you think it will be easier for others find you; full name rather than nickname, middle initial if there are a lot of people that come up when you Google your name; or perhaps adding some distinction of educational degree or certification. Since my name is so common, there are nearly 400 Deborah (Debbie) King’s listed in LinkedIn, I decided to brand myself as Deborah A. King, SPHR and listed my name that way as well. Everything I put out through my social media accounts are listed the same way for consistency

Headline: Here’s a place to catch someone’s attention - declare your key skills or the position you desire. Use this space wisely. What do you want to be known for?

Photo: Remember, you want the viewer to see you as a possible fit for their company team, so the photo should match the “brand” you are trying to create to distinguish yourself from others who may have similar backgrounds and experience. This “brand” should include some of your personality and personal characteristics. I’m not suggesting your photo has to be serious; but make it a photo that says “I’m talented, smart, and a good team player – I’ll fit with your workplace culture!” This is not the place for a photo of you and your dog – unless your field involves animals.

Resume Data: With any of your on-line information you’ll want to be careful to protect your privacy. You have a choice here: (1) list primary information with bulleted key words and save your full resume as something to share with interested, qualified recruiters, or (2) list your full resume. Be aware that viewers of your profile are really just looking for the highlights, so focus on those key buzzwords.

Recommendations: Although an employer is going to check your references before offering you a job, it certainly is helpful to have a few comments shared by colleagues that will speak to the qualities and talents you bring to the relationship. I know you’ll want to build recommendations right away, but give it time. As you are networking and someone asks what they can do to help you, this might be one of the requests you ask for their help with. Also, it’s nice for you to write recommendations for others – perhaps they will return the favor.

Reading List: Sharing what you are reading is a positive way to influence others about your interest in staying current with what’s being written and talked about in general, as well as your career interests and areas of expertise. Don’t overlook this opportunity to suggest a book, or share a book review. Utilizing all the capabilities of your social media tools helps to show your professional and personal “well-roundedness”.

Your Activities: Yes, this is an area where you can mention that you are planning to attend a Job Fair, or a professional conference, but don’t forget to also use this area of your profile to share articles or videos that you think might be interesting to people you are trying to influence. Naturally keep it career-focused and good natured. Not too much personal information, and stay away from information that may involve political, religious, or controversial topics that could not be talked about in an interview. Be careful with humor – just like in an interview, you never know what is going to offend someone. This is a section you should update as often as you can, but at least once a week.

Files: Have you presented at a conference or an association meeting recently? Well, showcasing and sharing that PPT file or video through your LinkedIn profile might be a great way to demonstrate your areas of expertise. Naturally you would not post company proprietary materials without receiving the appropriate permission to do so.

Websites and Blogs: Are you interested in creating a blog where you can share insights and knowledge while demonstrating your experience? If you have a passion for writing this might be an option you’d like to explore. I’m not suggesting a blog where you post random reactions to everyday life. I’m suggesting a blog that would be of interest to people who might be looking for candidates with your background and expertise. This would be an option if you can commit to the following: (1) Will you enjoy creating interesting content to share with your community? (2) Are you disciplined to write and publish on a consistent schedule? Check out sites such as blogspot to see what’s involved with getting started.

Join Groups: If you’re looking for a way to fill up your email inbox quickly, join a few too many groups. Only join those that are aligned to your career interests and that you are truly interested in participating with. And, once you join, start participating – are their questions you can answer, dialogues you can contribute to? I do not recommend you use these groups as a way to post “I’m looking for a job – do you need me?” Let them first realize that you have something to share, and then let them know about your career interests.

As you can see, just one tool like LinkedIn provides a lot of opportunities for you to get your messages out while building a network that will be interwoven with the personal, face-to-face network connections you will also be building. Starting out with LinkedIn will give you plenty of experience to then move on to Facebook, Twitter and VisualVC. It may also help you modify your Facebook profile if you now realize that what you’ve got posted is a little to “friendly” for recruiters to see.

Wrapping It Up

Just a few more tips:

Be consistent within and across the various medias.
Don’t get fired – be aware that employers are checking out these sites as well. Someone will read whatyou post – so be careful.
Monitor your internet presence daily through Google. You can easily set up automatic “Google Alerts” so that you know when something about you has been posted.
Be careful with your Facebook privacy settings – don’t let others send photos of you to their friends. You never know where those photos are going to be shared.
Network before you need to – if you have a job, great! LinkedIn is for everyone, with and without a job. Getting started while you have a job will make it easier if you ever need to use it for job search.
Help others and they will help you. It’s not all about you – make it about your network, and you will be amazed at what the universe brings back to you.
Lots of folks are into the numbers. I suggest you think about the quality of your relationships rather than the volume. Consider what you have in common and what the relationship can bring for both of you – if it’s not a fit – pass.
Social media tools can keep you on-line for hours. Make sure you are doing this when you are off the clock. Be aware that employers are monitoring the sites you visit and how long you stay on those sites. Don’t let this activity lead to disciplinary actions or worse!
Never, never stop thinking about privacy – don’t list any account numbers, birthdates, mother’s maiden name, etc. Job seekers are often targeted for identity theft because they naively list so much information about themselves. Be aware of what you are sharing and why. Remember you can’t control who will see what you post once you hit the submit button. In addition, most times you cannot delete something that has been posted.

Please feel free to share your experience. CLICK HERE to leave your feedback. Like this post? Please FORWARD TO A FRIEND.

Moving On - Entrepreneurs Entering the Job Market

2010-10-06T08:15:00.002-04:00

Over the past few months I’ve had several interesting conversations with colleagues, and other small business owners, who are struggling to keep their businesses going in this down-turned economy. Their fears were expressed as, “If I can’t make a go of it with my business, how do I position myself to get back into the job market?” “I can’t imagine what it would be like working for someone else after all these years, but I’m not sure how much longer I can hang on.” And then, I came across a short article by Amy Lindgren, Consultant, addressing some similar job search questions.

So, I started to think about the challenges and the opportunities this type of situation can hold and I realized there isn’t much information on the topic out there. My passion for the topic of transition is very strong and before I knew it, the blog had turned into a white paper. I’ve condensed the points for this blog, and I’m offering the “White Paper” on Entrepreneurial Transitioning as a separate download. Please feel free to share both this blog and the download with others you know who could benefit from this information.

For anyone in job search, there’s a lot of information available. However, for the entrepreneur who has been running the show, and calling the shots, there are some unusual challenges the average job searcher would not have to deal with. This blog, and the associated White Paper, attempt to begin the dialog on those issues.

Everyone needs a job search strategy, or what you may be familiar with as a business plan. The plan will guide your thoughts and activities - What’s the mission and goal, who’s the audience and what’s going to make you successful in reaching your goal? In addition to the information in my book, Position Your Next Move for a Successful Job Search, I offer the following to entrepreneurs considering transition:

Opportunities

I’m definitely a ‘glass three-quarters full’ type of woman, so let’s start with the opportunities. These may not be as apparent at first, but as business owners think about the experiences they have dealt with, surprising skills and opportunities will appear from the shadows. You probably have more options than you realize:

Project Management – you’ve been juggling a lot of balls in the air, perhaps a PMP is your ticket to a new career.
Office Management – you know how to run a business, perhaps assisting someone else with their business will open up more opportunities as they grow
Business Development – you’ve been involved with developing business, closing sales, writing contracts, perhaps this is an avenue to be pursued
Training – if you enjoy helping others learn new skills and processes, perhaps a career switch to training would be one to check out
Supervisor – are you good at team building and motivating others to be the best they can be? Perhaps the option of supervising a team is your next calling
Customer Service – all business owners know about pleasing the customer. If we didn’t do that, we wouldn’t be in business very long. So what about a position where you help another company build customer satisfaction and relationships?
Take on a partner – maybe it doesn’t have to be so black and white as keep the business open, or close it. Maybe bringing on a partner to help with sales, or to do the work while you grow the sales, is the answer
Take a part-time job and keep the business on the side – perhaps your business can take a back seat with periodic nurturing while you work at a part-time job to assist with income and financial support
Look for opportunities with suppliers and vendors – you know a lot of people, perhaps they know of opportunities or needs that they have that you can help with through your business

Challenges

Depending on how long you’ve had your own business and been in the job market, the challenges will vary. However, one thing is certain; looking for a job in 2010 isn’t the same as even 5 years ago. On top of the economic issues you’ll have to navigate, there are also new technologies being utilized that you’ll have to get comfortable with. But don’t let these changes scare you off. Identifying the challenge is the first step. Once you know what you need to overcome, you can put a plan together and go for it.

Determine what’s best for you – as in all job search, taking the time to get clear about what you’d like to do next is important
Update your resume – clarify your key talents, skills, and experiences you have to offer. Please check out my website for a free resume worksheet that will help guide you through the process
Clarify your message – make sure the messages you send - verbal, written, and non-verbal - are all positive, forward looking, and confident about reaching your goal
Prepare for networking and interviewing – you’ve been the interviewer, now you are going to be on the other side of the table. This can be a very hard switch for some folks. It takes a big dose of humility
Acknowledge your willingness to take a risk – entrepreneurship is not for everyone. You really have to have a tolerance for risk and uncertainty. Look at the experience through a positive lens and appreciate the opportunities you’ve been given for the learning.

Job Search Preparation Tips

Get Organized

As a result of doing ‘whatever it takes’ to start and run your business, there’s probably a good chance you don’t even know all the things you’ve been doing, since you’ve been on auto-pilot for so long. Don’t panic. Take the time to think about what you’re passionate about, and what makes you happy.

Prepare a Resume

You probably haven’t written a resume in a while, so start out by writing down all of your accomplishments, and then group them into ‘skill buckets’ – what primary knowledge, skill or ability was responsible for helping you achieve that success? Write about your skills, not so much from your ideas of what you did for your business, but what the position you are applying for will require. There’s a big difference in how these messages will sound.

Learn New Technologies

An important tool for successful job searches in 2010 is social media. Social media may seem a bit intimidating if you relied on an IT person in your business to take care of all the latest and greatest computer and internet connections. Take it one step at a time. Be sure you are utilizing LinkedIn and Twitter, at a minimum.

Prepare Your References

Another point you will have to give some thought to; what references are appropriate?

Take Care Of Yourself

There may be a lot of emotions associated with letting go or re-structuring your business.   This is your baby and you’re strongly connected. Don’t take that lightly. Look for the positive energy within yourself and around you.

I’m passionate about helping individuals with their job search.   However, I’m sure there are other tips, ideas and pointers that should be shared with transitioning entrepreneurs. What experiences have you had that you can share in this discussion? This is a relatively new phenomenon and we have so much to learn from each other. CLICK HERE to download full "White Paper".

CLICK HERE and share your thoughts,

Looking for a Job - Know the Language

2010-09-01T08:35:00.001-04:00

Have you heard, there’s a new language in the job search world? It’s the language of social media.

The language includes new words, along with familiar old words that have been given new meanings. Consider the following: oversharing, Twittersphere, retweets, LinkedIn, unfollow, blog, Facebook, friend, digg, wink, YouTube, video resume; and abbreviations such as: “LOL”, “ADIP”, and “JLMK”. So all I have to say is “OMG! Job Search isn’t w@ it used to be. IYKWIM”. So what’s needed to succeed?

Unless you’ve been living under a rock, you have to have noticed that everyone is turning their attention to social media experts to learn how to use the newest technologies to connect and share information. Workshops, webinars, key note speakers - you name it and most groups and associations are actively trying to educate their members about what social media is and how it can help them do whatever it is they do – marketing a product/ service, selling something, engaging a community of people interested in a particular topic, networking, recruiting, hiring, or searching for a job.

Yes, even HR is on the bandwagon of social media – so if you’re looking to change the job you are in, or seeking employment – understanding the new language and protocols of social media is a must. In fact, even business schools are introducing curriculum to teach students how to navigate the social media world after graduation. This is not a fad, it’s the thing that’s happening now, and still growing. Don’t get left behind.

Traditional Activities Still Required

Two years ago, when I wrote the book, Position Your Next Move for a Successful Job Search, I was primarily focused on traditional job search skills (branding, resume, networking, interviewing, negotiating, etc.) and only mentioned the importance of understanding and using new technologies, such as LinkedIn. But what an explosion we’ve had in the capabilities technologies are providing for social networking and information sharing about job openings! And as a result, adjusting what you’re doing to find a job, and how much time you’re spending in the different job search avenues has to be re-examined and properly balanced.

However, let me make it clear that there are still some very important activities that you still need to do that we would consider traditional:

Take the time to understand what you really enjoy doing and what transferrable skills you have to offer. Remember, don’t just think about Job Titles – most people are working in jobs that weren’t identified 5 years ago.
Be prepared to quickly tell someone what you’d like to do and why you’re passionate and qualified to do it. This is your 30-second commercial, and you will use it often (networking face-to-face, creating your online profile, participating in an online Group). Rehearsing in front of a mirror will make this come more naturally which will make it even more convincing.
Have a concise and targeted resume that highlights your talents and clearly defines what you bring to the table.
Establish and grow your network of contacts and participate in as many face-to-face meetings and events as is productive and practical.
Be prepared and skilled at the art of conversation and be ready to engage in an interview that highlights your top 5 talents and how you are prepared to work with the future world of business. Practice with a family member or friend by role-playing.
Participate in a variety of job search avenues, but properly manage your time to correlate with the return from each avenue. 90% of your time should be focused on networking activities – face-to-face and through social media.
Follow up with everyone you have come in contact with. Thank them for their help, advice, time, suggestions, next steps, introductions, etc. Follow up is still key to getting the interview. Pull something from your conversation and write it down – this personalizes your “thank you” and demonstrates that you are genuine.

New Social Media Requirements

Google your name on a daily basis to make sure you’re not somehow associated with anything inappropriate.
Take the approach that anything you publish on the Internet, Facebook, LinkedIn, etc. will be read by your current boss or your future boss. The concept of “it’s my personal space” has been redesigned by the growing number of individuals, companies, and groups that are mining the data that is out there for viewing. Be careful what you say, the photos that you post, and the permission you give to others about posting things about you.
LinkedIn is viewed as a professional network source, so if you’re only participating in Facebook, build a LinkedIn profile as well with your core competencies and transferrable skills. Most recruiters use LinkedIn as one of the primary sites for sourcing candidate.
Build your network by conducting people searches and reaching out to individuals you may or may not know. Be sure to tailor your message to state who you are and what your interest is. Don’t ask for a job, ask for information or advice.
Create a Twitter account and begin to connect with recruiters, employers, and your network to build trust, credibility and relationships. Don’t waste their time with the fact that you just washed your hair. Although you may think it’s all about you – it’s not. They want to see what you have to offer to help solve their problems and make their companies profitable
Although having an electronic/paper resume is important, depending on your industry and/or position creating a video resume may help to differentiate you from the many candidates only providing a traditional resume. Click here for some tips on creating a video resume.
Subscribe to blogs that have job listings.
Consider publishing a blog to demonstrate your expertise and build your credibility.
Don’t forget your manners. As I stated earlier, assume your boss or future boss is reading everything you are putting out there, and business protocol is still mandatory; even though you’re using the same technology you use in a very informal way with friends.
Be aware of privacy issues and don’t broadcast information about someone else looking for a position without first asking permission.

The job search world has been revolutionized as a result of how businesses are integrating technologies into all their systems. Be aware and savvy about what’s required. To gain an edge over your competition you must have a social media presence. At the moment there may not be a lot of jobs available, so what better time to set up your profiles, define who you are, and start to build your network so you are prepared and in the game as positions do become available.

I’m curious, what job search tips can you share about what’s working and not working for you using social media to complement your traditional search activities? I’m looking forward to hearing from you.

CLICK HERE to review job search questions and answers.

Is Your Job Hazardous to Your Health?

2010-08-04T09:26:00.004-04:00

In a recent article for CNN Mark Tutton wrote about Steve Tappin’s discoveries realized after interviewing 150 CEOs for his book The Secrets of CEO’s. The title of Mark’s article doesn’t hide what we might anticipate – Why being a CEO ‘should come with a health warning’. But it’s not just CEOs that are feeling job and career stress today. It’s all of us!

We all can name stress points. One that I found most interesting recently is that workers are feeling stressed by not commuting to work – yes, teleworking is now a stressor rather than a de-stressor for some. Seems that they miss being with colleagues and are constantly challenged by distractions around the house. The list of what can give us stress seems endless. But at the same time, if we take the time to cultivate a positive attitude, we can focus on things that bring us joy and pleasure rather than dwelling on the negatives that are all around us. So is your glass half-empty or half-full?
As a result of the growing concern individuals, businesses, and the mental health community have about stress, the Psychologically Healthy Workplace Model was created. This model focuses on the core elements necessary to provide balance for employee well-being and organizational function. Click here for a video walkthrough of the key components.

Individual Responsibilities

It’s great for organizations to recognize that they need to better manage expectations of how much employees can handle in a 24/7 world, and to integrate practices and services into the way work is accomplished to allow ways for employees to find balance. However, each individual also holds a responsibility for adequately managing stress. As we know, stress can cause health problems, or make health problems worse. If there are signs of stress; i.e., anxiety, fatigue, headaches, high blood pressure, depression, etc., talk with your doctor.

Suggestions for better management of stress include:

Learn to recognize when you are feeling stressed so you can alter your behavior or thoughts.
Choose an appropriate method for dealing with the stress. Options might include these offered by the familydoctor.org website:

Answer the question – Can I control this? If no, don’t worry about it.
Solve little problems in order to give yourself a feeling of control.
For those events that may be stressful, i.e., job interview - prepare as much as possible to be better prepared and relaxed.
Look at change as a positive challenge, not as a threat.
Work to resolve conflict with others.
Find someone you can trust to talk to.
Avoid over scheduling and multi-tasking. Set realistic goals.
Get into a regular exercise routine. The key word here is regular.
Eat well-balanced meals and get enough sleep.
Meditate or tap into your spiritual beliefs in some way.
Do something you enjoy such as sports, social events or hobbies.

Take advantage of employer EAP offerings as well as wellness benefits.

Seek professional help if stress is interrupting your day-to-day functioning.

If you’re looking for other resources, check out the information available at MindTools Stress Management website. This site offers help for dealing with job-related stress. Here, you will find self-help and support to overcome stress in a range of situations:

Whether you are an individual seeking solutions;
A professional caring for clients suffering from stress;
Or in HR and dealing with workplace pressures.

What Might the Future Hold

Stress has been with us from the days of cavemen. It’s a natural part of life, and will be with us in the future. However, by incorporating some changes into your day-to-day routine and workplace culture, you’ll be able to make significant improvements in lowering the amount of stress you take on each day.

Some organizations are being recognized for their efforts to offer stress management assistance to employees in a variety of ways – designed to meet the diverse needs of their employee population:

Concierge services to help take care of personal errands while you are at work
Restructured work teams to allow the capability of other teams members to cover assignments when a member must be away taking care of a sick child, or attending a parent/teacher conference
Stress awareness training, along with benefits such as massages and acupuncture
Healthy food and snacks when workload requirements dictate longer shifts
Flexible benefits to allow time off for attending to children or aging parent needs
Teleworking options for those periods when working from home will reduce stress and allow the employee to be more productive
Yoga classes on site
Job search assistance to displaced workers
Encouraging employees to take their vacations and to get away from the office
Realistic expectations for the amount of work that can reasonably be accomplished without the threat of burnout

Job Search Stress

Individuals looking for a job also encounter stress. It’s important to establish a “routine” that includes time to network, research, relax, volunteer, interview, etc. Routine is one of the primary “losses” unemployed individuals struggle with. Establishing your own routine will help.

Recognize that job search is stressful. Make sure you are taking care of yourself by eating healthy meals, getting regular exercise and maintaining an adequate sleep schedule. If you’re not taking care of yourself it will be evident to the interviewer.

It can also be very helpful to join a network group of other individuals who are in job search. You may have a close friend or family member that you can share thoughts and feelings with during their stressful time, and that’s great. However, talking with someone who is actually experiencing some of the emotions and frustrations that you are, could also provide you with a healthy outlet for some of your emotions.

Surround yourself with positive people, positive thoughts, and good books and music. Don’t forget your local library as a resource; this will help keep you on budget. Especially in this economy, there is much about the job search you can’t control. You just have to get yourself comfortable with that, find something to do that you enjoy, and be open to those opportunities that will present themselves regarding employment. It may not be what you’re expecting, so don’t say “no” before your investigate what’s involved.

Solutions for the Future

Intellectually we can say, “It’s just a job”. But, at the same time, we realize without the job, we’d probably have more stress. What solutions have you seen that work to manage stress? What innovative options are businesses offering employees to help manage stress in a healthy way?

Separation - Do It With Grace

2010-07-07T07:59:00.000-04:00

I’m not an advocate that downsizing and layoffs are the answer to the woes of our businesses – I never have been. However, I do know that after initiating other cost saving strategies, sometimes an organization has no other choice. It then becomes a question of how to let go of a “contributor” in a dignified way that acknowledges contributions made over the years, as well as assists with the transition to a “new” work-life?

Whether you are the employee or the employer, the Separation Meeting is never an easy one. Even when an individual sees the writing on the wall and senses the company may need to eliminate jobs, it’s difficult to hear and face the finality of having to leave because it’s your job they are going to do without. Although the manager may intellectually accept the reasons for layoffs or plant closings, that part of the brain doesn’t deal with the painful emotions of sadness and anxiety knowing the layoff message is going to turn the co-worker’s life upside down.

This recession has created the highest number of unemployed in 40 years, approximately 15 million Americans are without work, as of the end of May 2010. I fear that we will see more layoffs in the 2nd half of the year as the economy is trying to right itself, gain confidence and figure out where it stands in relationship to the financial conditions playing out around the world. Throughout all these downsizings we have heard one horror story after another about how the Separation was executed. It is rare that we learn of a company that conducted itself with dignity and grace; although I do believe there have to be some of these companies out there who do it right. They are just few and far between.

There is no way around it, a layoff, firing, termination, exit, separation; whatever you want to call it is not easy. Someone is out, and others are still in (at least for the moment). Paul Harvey, a professor at the University of New Hampshire commented in an interview with NPR in 2008, “that managers should treat the person being let go with dignity to take the edge off. It’s going to be an emotional situation, and most likely the person is going to be embarrassed and angry. They deserve an explanation. The manager who shuts down emotionally only makes matters worse.” [link this to NPR ] So what can be done to add grace to a difficult situation for both parties?

When I wrote Learning To Live With Downsizing in 1996, my strategic downsizing model included four key functions:

Prepare managers to properly communicate and manage the message
Consider the needs of the employees being let go
Focus on the needs of employees remaining after the layoff
Communicate with the community in which your organization operates

I think these are still very applicable for a downsizing strategy developed in 2010 focusing on the resources and actions required before, during and after a layoff event.

Tips for Employees

With the current economic situation, we all need to be prepared for the possibility that our company or industry may make adjustments in a way that could impact our abilities to maintain our jobs. Not all firms are transparent, so the financial stresses the company may be dealing with may not be obvious. Make the decision to be prepared --- just in case:

Create a financial strategy that allows you to put aside enough money to keep you and your family secure for 3-6 months. That should allow you time to find some type of “bridge” job, (I’ll write about this soon – but this is a job that you’re only taking in order to keep yourself above water. It more than likely is not in your career field, and it probably will be generating less income than you are used to. It’s just temporary).
Raise your awareness about who you are outside of your job. So often we define ourselves by the jobs we do and when those jobs are gone, we are lost. It may be helpful to work with a career coach to help you shift your perceptions and paradigms.
Keep your resume up-to-date. Don’t wait for the “shoe to drop” before thinking about what you should include and/or who might be a reference. Check out free information on resume preparation at my website.
Keep up-to-date on current business trends by reading a variety of resources such as: Fortune; Fast Company; and Businessweek. Use this information to help you interpret what is happening in your industry
Should you be laid off, try to negotiate career transition services as part of your severance package. Preparing to find a job on your own in a normal market can be difficult. The current market makes it more challenging and may require you to consider explore re-invention or free-agent thinking.
If you are laid off, keep your composure as best you can in the meeting, as well as in conversations that may occur afterwards with your employer or co-workers. You never know when paths are going to cross again, and/or if you will need to rely on any of these folks for a reference. Don’t burn any bridges.
Stay focused on stress management, exercise, positive thinking and taking care of yourself. It’s easy to fall into a habit of destructive and unhealthy behaviors during stressful times.

Tips for Employers

As a career transition professional, the biggest mistake I experience are companies going into a layoff without proper planning and strategic orchestration of preparation, training, processes and communications. I offer the following points to help you in your strategic planning so you can detail plans that address the process, but also add grace and dignity to the reality that you are dealing with people. People who have dreams, emotions, families, mortgages, etc.

Thoroughly work through your business analysis in order to address questions such as: “Why my job?” “What help can you provide me to get re-employed?” “How and what do we tell the rest of the team?” “What have we learned from this experience?” Companies often find that utilizing an external HR professional to assist with the strategic planning and implementation can be helpful.
Be as transparent as you can about the financial and business stresses your company and industry are facing, so employees are not shocked by the news that layoffs must occur.
Teach your managers how to deliver the separation message in a way that shows compassion while holding the line on “the decision is already made”. Be clear that this message should be delivered in face-to-face meetings as much as practical. Communicating this type of message via email or phone is not acceptable to achieve the goal of working in a respectful manner.
As an HR professional, I know you have to take away access such as the computer, office keys, files, etc. However, do this in a manner that doesn’t make the employee feel like a criminal. In most layoff situations, the people impacted just happened to be the next in line. It wasn’t a matter of performance, or fraud, or insubordination.
It’s best to have a witness in the room with you, usually your HR representative who can present the severance package and benefits being offered. It may not always be practical for the HR representative to travel with the manager to the location where the layoff is being announced, although this is preferable. If the HR representative can not be present, ensure the manager has the appropriate information packages, and the HR representative is available by phone to discuss the information and answer questions.
More than likely there will be questions after the layoff. After the employee has had time to think about the impact. Make it a priority that the HR representative returns phone calls immediately and offers the best customer service to the employees as they begin to sort through repositioning their lives.
Be sure to offer some type of career transition service. Everyone, especially in this job market, needs help moving on to the next job. Organizations, like my company, are available to assist with workshops, one-on-one coaching, and/or providing materials such as a self-paced job search book the employee can utilize on their own. Your employees have helped to contribute to your success in the past, help them get started on the right foot to their future.
Be aware that your remaining employees, as well as the community from which you may draw workers in the future, are watching how you treat people; on the way in to your organization, as well as on the way out. Do you cast them aside to struggle on their own, or do you deliver the difficult message with dignity, grace and assistance?
As soon as possible, gather the remaining team to explain what happened to the workers who were laid off, why the lay off occurred and how business will be taken care of going forward. Be prepared for their concern and questions about who’s next.
Take time to assure those key employees you do not want to lose that their jobs are vital to the success of the organization and how you see them contributing in the future. Help them see they have a future with you so they will not be as tempted to jump ship when the right opportunity comes along.

I hope I’m wrong about what we might see over the next six months. I hope the markets are just being overly fearful and that businesses will be able to recover quickly and add jobs at a steady pace. But if we are going to be faced with a challenging second half as predicted by several business analysts let’s prepare to manage the real human faces and emotions associated with the downsizing situation. It’s painful for everyone – acknowledge that by being respectful.

I’m curious about your thoughts and invite you to post your comments. We can all learn from each other. Certainly downsizing shouldn’t be the first strategy we employ when we’re faced with challenging times, but if the organization has to initiate layoffs, what have you experienced that helped to manage the process of being let go in a more humanistic manner?

Resources:

Learning to Live with Downsizing, Deborah A. King

Position Your Next Move for a Successful Job Search, Deborah A. King

Website – Job-Hunt.org

What Happened to Manners in the Office?

2010-06-30T09:17:00.004-04:00

It's Hip To Be ~~Square~~ Polite!

It was 1986 when Huey Lewis & The News produced the hit song, It’s Hip To be Square. Today, I’d like to see someone climb the charts with a song entitled, “It’s hip to be polite!"

From a Human Resources perspective, as well as a member of the human race, I can’t help but wonder…

“Whatever happened to manners and etiquette?”

“When did it become popular to be rude and disrespectful?”

“What does the focus on “it’s all about me” mean for future generations at work and at home?”

Questioning where our relationships, personal freedoms and society are headed may be a bit risky, but I think it’s important.

The impressions we make reflect a lot about the person we are. And in business, to be successful you need to consistently make a good impression. When someone interacts with you or observes you, they are getting a glimpse at your emotional intelligence (EI). EI impacts behaviors such as, your concern and caring for others, your sensitivity to put others at ease, and your ability to manage yourself in a way that results in building respectful and courteous relationships. If you had to add someone to your team would you want the person who uses profanity, dresses for work in a ‘show-it-all’ style, and is constantly texting while you are trying to have a conversation? Or, the person who thanked you for the directions to the office, answered your interview questions with a focus on what he/she could do for the team, not what he/she wanted from the team, and dressed in a professional style that demonstrated understanding of the importance of appropriate business wear? I’m guessing the second candidate would be higher on the preference list. The reason --- the differences between the two are also reflecting how each would treat and respect others. You would want to hire the person who would most value and respect other team players.

It used to be that parents taught their children good manners, by setting examples and maintaining a high bar for behavioral expectations. Today, many organizations are finding they need to help model what acceptable behaviors and manners look like in the work place. My guess is that most people have heard about the Golden Rule. It’s one thing to recite it; it’s another thing to live it. Emily Post once said, “Manners are a sensitive awareness of the feelings of others. If you have that awareness, you have good manners, no matter what fork you use.” Let’s start there.

Basics You and Your Office Mates Can’t Do Without

You’ve heard it before, I hope. Say “please”, “thank you”, and “you’re welcome” as part of your everyday courtesies. They never go out of style and do more than you will ever know for building respect and trust.
Do what you say you are going to do. If others cannot take you at your word, what do you have left to offer?
Be sensitive to the fact that not everyone will think a joke, cartoon, video, or picture is funny. They may find it distasteful, offensive and grounds for a claim of hostile work environment.
Don’t be a bully; place the needs of others’ before yours.
Be considerate and share your stuff, whether that is your supplies, information or lunch.
Avoid discussions of politics, sex, religion and money. These are topics that are very personal and people are usually very passionate about. If they don’t impact your project – avoid them.
Be interested, compassionate and listen to others. Practice active listening. Think about what others have to say, rather than being focused on hearing yourself.
Manage personal calls in a way that not everyone has to hear it. If you’re in a cubicle or on the bus or elevator, tell the caller you’ll call them back when it is more convenient. Just because you can take your phone everywhere, doesn’t mean that anywhere is an appropriate location for the conversation. Believe me; we don’t want to know all those details.
Dress to impress. There are all kinds of negative stereotypical impressions people get when they see others in provocative, unkempt, or falling off clothing. You’re at work – dress the part of a business professional. If you’re not sure what that is, ask one of the personal shopping helpers at the department store to give you some ideas. Their services are free.
Manage the volume of your headset, or your computer speakers so that others around you don’t have to listen to the music you find delightful – they may not.
Profanity and crude remarks have no place in the office, and for that matter, in public. I still find it distasteful and gutter-like, when I hear “Oh, this (fill in the blank) sucks!” Language says a lot about your style, intelligence and professional approach, use it wisely.
Be mindful to motivate others. Good managers give praise in public and criticize in private. That goes for all our relationships – at work and at home.
Thank you letters and notes only take a moment and make a huge impression. There is always something to be thankful for – time someone shares with you to network, provide introductions, offer career advice, share information, etc. Tell them how much you appreciate their time and knowledge.

Meeting Etiquette

In addition to the above, keep these points in mind for demonstrating your respect for everyone’s time and efforts when gathered for meetings:

Be on time for the meeting
Start and end the meeting on time
Turn cell phones, pagers, etc. off or put on vibrate – even better, don’t bring them to the meeting so you can remain focused
Be prepared and participate in discussions and presentations
Give your attention to the person who is speaking – avoid sidebars
Do not text, take calls, or work on your laptop (unless you are the meeting recorder) during the meeting. It’s like whispering to someone while someone else is talking --- it’s rude
Don’t interrupt others while they are talking, wait your turn
Show appreciation for the kindnesses extended by others. Did someone bring refreshments, or do a special presentation? Thank them
The boss gets the benefit of the doubt. Don’t argue with your boss, especially in front of others
Make new team members feel welcome. Introduce them and help them come up to speed

Speakerphone Etiquette

More and more meetings are held over the phone these days. In addition to all the points above, practice these courtesies when conducting conference calls with a speakerphone:

Take the call in a room where you can close the door and not disturb others.
When you officially begin the meeting, conduct a role call initiated by the meeting facilitator against the names of the people invited to the meeting.
Always announce everyone who is in the room listening and/or participating on the call.
Do not put the caller on hold if your office has “on hold” music or messages that all the other callers will have to listen to.
If conducting a vote during the call, ask for yeas, as well as nays.
If having a personal call, always ask permission before you put the caller on a speakerphone.
While your hands are free, don’t be tempted to do emails and typing – be present with the call and participate.
Always demonstrate regard for others on the call – this is especially true if you are taking calls from your home office or locations away from your desk. Be aware of background noises and distractions.

Cell Phone Etiquette

The convenience of having our phones with us 24/7 has changed the way we work, as well as the way we communicate. Keep these things in mind in order to spare those around you with TMI:

Be aware of your location and make a conscious decision if it is appropriate or not for the call. For example, in a restaurant if you absolutely have to take a call, step outside so as to not interrupt others at your table, and/or disturb diners at tables around yours.
Be aware of adding to noise pollution and have your phone on vibrate when at work, or in locations such as hospitals, libraries, meetings, etc. All those “cute” ringtones can be irritating.
Do not use your cell phone while driving – that includes checking the internet, emails, answering or placing calls, and or texting. Many states now have laws against these activities. It is best to pull over. More and more research is demonstrating the negative impacts of trying to perform these multi-tasking functions while also trying to concentrate on the drivers around you.
Be aware of the privacy of others. Do not use cell phone cameras in an invasive and inappropriate manner.

A More Respectful Environment

Manners have nothing to do with class – it’s all about demonstrating your character and values. It only takes a moment to smile at someone and say “good morning”, or “have a good evening.” However, the return for your investment in these basic courtesies will be huge in building positive relationships with others, establishing and sustaining emotional trust, and cultivating a culture of respect in your workplace and in the world around you. It’s never too late to improve your behavioral habits, it costs nothing, and you’ll feel much better according to Patricia Eyring in an interview on CNN.

Whether you are looking to advance in your firm, searching for a new job, or working as a ‘free-agent’ (insert link to blog on “free agent”) focused on marketing and sales, doing your part to reverse the decline of respect in our society will benefit you and your children.

I’m interested in your thoughts. Do you think manners and etiquette have a place in our workplace today? Even though Emily Post’s family still runs a business based on the work she started so long ago, has our development into a fast-paced, technology-advancing world eliminated a need for personal courtesies?

Resources

Modern Manners and Etiquette

Emily Post

Books

The Etiquette Edge

Etiquette for Dummies

Could Your Next Assignment be as a Free Agent?

2010-06-23T10:25:00.000-04:00

When I wrote Learning to Live With Downsizing 14 years ago, I included a concept that I thought would be changing the way organizations were structured. The idea was based on the fact that since organizations were downsizing so many employees they would fill a greater percentage of future needs for workers with “temporary” workers rather than full-time employees. My thinking was that this change in employment structure would evolve in order to allow organizations to adjust more easily to fluctuations in workloads without the emotional and financial burdens of future downsizings. I stressed that this concept would become easier to manage as health care became portable.

Fast forward to 2010. Like connecting the dots to reveal a secret picture, the elements of the marketplace seem to be aligning to provide organizations with a more responsive ‘free agent’ culture than we had in the late 1990’s. Perhaps the time has come for the organization chart to shrink to a structure with a limited core of full-time positions that fluctuates with a stream of qualified, passionate and talented ‘free agents’ as needed.

What is a free agent?

The free agent worker is much more independent than the temporary worker we’ve experienced in the past. According to a recent survey by Kelly Services, these individuals work with or without the support of a staffing agency. This includes independent consultants, temporary and contract employees, and entrepreneurs and business owners with or without staff. The free agent has no expectations for the limited engagement to turn into a full time job, and in fact, probably would prefer not to work for one company; appreciating the diversity of working with several organizations at a time.

Other characteristics of the free agent include:

Defines success in a different way than traditional workers
Interested in doing well in their profession, acquiring more experience improving skills and being the best at what they do
Fits their work into their lifestyle, not their lifestyle into their work
Holds a high degree of self-confidence in their employability and skills

Could this be you? Survey results suggest that this is the fastest growing, and likely the largest group of workers in America. More than one-quarter of transitional employees are likely to consider working as free agents in the future.

Benefits to Employers

The free agent benefits from working on projects that are specifically engaged with requirements that are qualified for and interested in. The work arrangements often allow a lot of flexibility of when the work is done and where the work is done, adding to the match with their quality of life goals. So what’s in it for the employers?

Well, in Learning To Live With Downsizing I listed the following:

Independent workers focus more on their passion for their work, positioning them to be more engaged and motivated about the assignment
Independent workers are less affected by ‘survivor syndrome’
It’s easier to enable independent workers to take charge, especially with the explosion of “project work” assignments
Teams are more productive with independent workers, due to their passion for the work they are engaged in
Communication flows more freely among independent workers not paralyzed by job uncertainty
Performance is maximized (independent workers are more consistent with quality since their work is evaluated continuous rather than once a year)

To update these to 2010, I would also add that companies would benefit from:

Reduced responsibilities and financial commitments for providing training, development, and benefits
Less likelihood of union organization
Less government oversight for businesses with less full time staff members
Reduced investment in work space facilities and equipment with free agents working more often from home offices rather than at company work locations

Society is also better prepared psychologically for a workplace of free agent options. We’re seeing more articles like the March 15, 2010 piece by Jena McGregor for Fortune, How to Become an Exec-for-rent and The Corporate Crystal Ball by Carolyn Potter where she writes:

“Athletes Aren't the Only Free Agents”

Baseball and basketball players, among others, aren't the only talented people who can be free agents. Expect more white-collar workers to follow their example. "The move to hiring temporary and contract employees, freelancers and consultants is beneficial for both companies and workers," Challenger says.

Companies, he believes, will save money and can add support on an as-needed basis while free agents enjoy flexibility in terms of when they work and types of projects they accept while also increasing their earning potential. And this prediction is already taking root, as Challenger, Gray & Christmas reveal that more than one-third of the U.S. workforce will be comprised of free agents by the year 2012 (according to market research firm EPIC-MRA).”

Have gradual changes prepared us for a paradigm shift?

Our workplaces have been gradually adjusting to changes over the years and today we find the following situations which also support a change to more ‘free agent’ positions:

A shorter job-life cycle; impacting the justification for a full-time hire. According to the Kelly Services survey, in today’s workforce many people are in jobs, at locations, doing tasks for projects and services that didn’t exist 5 years ago – things are changing rapidly.
We’re dealing with a generation of workers who prefer to work on their own and separate their social relationships from their work relationships
More workplace acceptance to a variety of work styles vs. the traditional 9-5 scenario
Working from a location that is not the office has become more acceptable by supervisors
Technology advancements continue to make it easy to share information and to communicate
There’s a rise in project work – work that has a fixed beginning and a fixed end
Less loyalty and trust of corporations
4-day work weeks and “green” transportation strategies make it more palatable for workers to be more independent
Health care reform
A huge number of unemployed Americans finding it difficult to secure a position similar to the one they lost

So what do you think? Will you be managing your own engagements in the future? Depending on your passions and current skill sets, you may want to expand your exposure to include talents helpful in the free agent field such as: marketing, sales, contracting, invoicing and collection, and consultative skills. You never know what opportunities may be knocking at your door.

Are you seeing more opportunities for free agent assignments rather than full time? What have your experiences been?

The Required Skill of Reinvention

2010-06-16T07:29:00.017-04:00

The job market news continues to ride a rollercoaster with lots of peaks, valleys and turns. Even with some bright spots like healthcare and energy, the continued uncertainty raises anxieties. Now we’re starting to hear that more organizations are reporting that when they do start hiring again they won’t be filling all the old jobs.   Not surprising, but what does that mean for your industry and your profession? Is your industry re-inventing itself to better match the needs of its customers going forward? If they are, are you?

The picture of success….

I believe we need to revisit our beliefs of what “success” looks like in the marketplace.   Today it may mean a lateral position rather than a promotion. It may be starting at the bottom in a new industry rather than becoming the VP of a functional area in a company you’ve worked with for over 10 years. It seems clearer and clearer to me that a one for one rehiring for each of the jobs eliminated over the past 2 ½ years isn’t going to happen. In my speaking and writing engagements, I’ve been trying to encourage individuals to take this opportunity to go back to school and learn something new or enhance what they already know in order to take their careers to a different level or functional area.

Re-inventing – A new skill set

Now may be the perfect time to take a leap of faith; cast your fears to the winds and totally change careers! Sounds scary, but it’s working for lots of people who have read the writing on the wall or couldn’t wait any longer to move on to productive work with a paycheck.   This lull in our economy is providing tremendous opportunities to utilize a new skill set – your abilities to ‘re-invent’ your career and yourself.

You may have already read a few of the stories that have gotten national coverage about ordinary folks who have ventured out of their comfort zones and found success in new areas where they had a passion – but no previous work experience:

Tom Smallwood a 30 year old laid off Detroit autoworker, needed to find a job to support his wife and 1 year old daughter, as well as save his house. Tom’s story, like the others I’m highlighting here, is a great example of the capacity we all have to thrive and survive. He had his skills, which weren’t much in demand in Detroit, AND he had his old bowling ball.

Tom got out the bowling ball and started to practice. He made a commitment to himself that if he didn’t have a job by May, he’d enter into the Pro Bowlers Association (PBA) Tournament; he always dreamed of being a Pro Bowler. May came, he still didn’t have a job and he entered the Tournament. Just as if scripted for the movies, Tom qualified; Tom’s dream of becoming a professional bowler was on its way. Tom worked hard and went on to win the Tournament along with a $50,000 check, more than he’d ever made on the assembly line! It was a sad day when he lost his job, but by reinventing himself he has a totally new career and gave himself the opportunity to have a childhood dream came true.

Tim Gaddis started his career as a policeman. Once married, he became a stay-at-home dad and that’s when his interest in food, and more specifically cheese took hold. He started hanging out with Mario (Batali) and Emeril and really got hooked after watching a Food Network Special hosted by Steven Jenkins, the author of ‘The Cheese Primer’. He was hooked. The next thing he was talking about culinary school and having his own restaurant.   Tim graduated from Culinary School, and took a job in New York City at the famous Murray’s Cheese Shop. He now tours the world looking for unique cheeses for the gourmet marketplaces offered by Star Provisions. Quite a job; from cop to cheese connoisseur!

Rosemary Pereira a 20 year mortgage contract processor lost her job when the housing market hit rough times. Her husband a mortgage broker also lost his job with the real estate downturn. The couple picked up and moved to San Diego, leased some commercial space, and Rosemary re-invented herself as a fabulous cupcake baker. Their specialty shop – Heavenly Cupcakes [ link this site with Heavenly Cupcakes http://www.heavenlycupcake.com/ ]has been profitable since day one! They’ve had national coverage of their shop and “re-invention” including a spot on Good Morning America.

So, it can be done. In fact, the results can make you happier than the old job you were longing to go back to. But how do you learn these new skills for “reinventing yourself”?

New skills….

According to Herminia Ibarra, author of ‘Working Identity’, re-inventing doesn’t come from planning or analyzing – instead, she suggests 9 unconventional strategies:

Act your way into a new way of thinking and being – step out and try different paths.
Stop trying to find your one true self. Focus your attention on which of your many possible selves you want to test and learn more about.
Allow yourself a transition period in which it is okay to oscillate between holding on and letting go.
Resist the temptation to start by making a big decision that will change everything in one fell swoop. Use a strategy of small wins to lead the way.
Identify projects that can help you get a feel for a new line of work or style of working.
Don't just focus on the work. Find people who are what you want to be and who can provide support for the transition. Look outside your current network.
Use everyday occurrences to find meaning in the changes you are going through. Don’t look for one “all telling” moment of truth.
Take time when you need it. Step back. But not for too long.
Change happens in bursts and starts. Seize opportunities as you are ready for them

Reinventing yourself and your career is a process and a journey. Be open, explore, and experience what works and what doesn’t. Who knows where your curiosity will lead you.

How has re-invention worked for you? I’d love to hear your lessons and results.

Resources:

Coach Yourself to a New Career, Deborah Brown-Volkman

Career Match, Shoya Zichy,

New Job, New You, Alexandra Levit

Related Blogs:

Bnet

Abundance

Mirror Mirror on the Wall...

2010-06-08T12:34:00.033-04:00

C. K. Prahalad, a well-known management consultant, and the father of the core competency concept, once wrote this about leadership, “Leadership is about self-awareness, recognizing your failings, and developing modesty, humility, and humanity.” Teachers, mentors, coaches agree - self-awareness is the first step in the creative process for an individual on the road to happiness. It’s a way to explore an individual’s personality, value system, beliefs, inclinations and tendencies. By taking a look at who we are, we can become empowered to make the changes necessary to reach our personal goals for self actualization.

Whether you are interested in raising your self-awareness in order to build your leadership skills, develop yourself for advancement or a career change, or curious about how to improve as a person, it’s important to utilize all your avenues for collecting honest and insightful feedback. This feedback helps you raise your awareness to those areas where you are excelling as well as failing, and guides you in determining what goals to set and what areas you should pay more attention to. Work on self-awareness can not be accomplished in a vacuum – you need to not only explore what makes you tick, but also the perceptions others have of you.

Usually developmental feedback is given by a close friend, family member or a supervisor. Someone who is honestly and sincerely interested in your professional and personal growth. Feedback can be difficult to hear, but it’s useful and necessary. We should accept it as a gift, because we often don’t see ourselves as others see us and without their willingness to reflect back to us what they see – we are operating in the dark. We see what we want to be, not necessarily what we are. Conversations about developmental issues usually occur in the employment arena during the annual performance review. However, if you’re working with a mentor, coach or therapist you may be gaining insights on a more frequent basis. Armed with the insight and perceptions from others about your strengths and developmental areas you can choose to do nothing or you can:

target specific training courses and learning opportunities that will strengthen your mix of skills and knowledge
align your skills and interests with specific jobs and career opportunities
transition to a different career path that matches more appropriately with your interests and preferences

In addition to the perceptions and insights from others, another helpful method for looking inward for clues about who you are and why you do what you do can be obtained by incorporating a self assessment into the mix of avenues for feedback. Utilizing a self-assessment allows you to take a look at who you are, not through anyone else’s lenses but your own. Naturally, the more honest you are in answering the questions, the more relevant and helpful the feedback will be.

Perhaps you’ve already experienced a self-assessment? If you have, then consider re-reviewing your debrief materials to determine if the feedback is still relevant. If it’s been a while, or you have never taken a self-assessment before, check with your HR Department for options available to you. Many internal HR Departments provide employees access to assessment tools as part of their career development benefits. If you don’t have access to internal options, you might consider working with a Career Development Coach or contact a university Career Development Center to learn what options they might offer.

Assessments such as the Myers-Briggs Type Indicator (MBTI), Herrmann Brain Dominance Instrument (HBDI), DISC and Emotional Intelligence (EI) each provide a different snapshot of your preferences along with information that can be thought provoking and inspiring of personal change.

So what should you expect when you decide to seek information about yourself through self-assessments? You should expect the:

assessment will be accessible on-line.
price will vary depending on the sophistication of the assessment and the extent of the debrief and coaching you will receive to assist you with the reflection and planning phases.
assessment questions have no right or wrong answers – it’s all about understanding and reflecting on the preferences your assessment choices display.
debrief to always be conducted utilizing a written report of results and a personal conversation focused on reviewing the appropriateness of the results as well as assistance with interpretation.
debrief could be offered over the phone or in person.
professional conducting the debrief to be certified by the producer of that particular assessment. This certification provides you assurance that the professional has received sufficient training to properly interpret the assessment results, as well as design and facilitate a meaningful and directed debrief meeting.
assessment data to be handled in a confidential and proprietary manner.

If you’ve never been exposed to the type of information offered through self-assessment tools such as those I’ve noted above, here is a glimpse at some of the developmental areas you might find yourself reflecting on based on your results, interest and feedback:

Communication style
Leadership style
Careers that match your work style preferences
Interpersonal skills
Supervisory style
Preference for addressing issues such as change and conflict
Learning style
Decision-making style
Working with others and team development

The EI assessment takes a different approach from the MBTI, HBTI or DISC type assessments. As our society is becoming more comfortable talking about feelings and emotions in the work setting, we continue to see the popularity of Emotional Intelligence assessments grow. Daniel Goleman is often credited with the introduction of EI to the workplace. In 1995, however, his work was difficult for many leaders to get their arms around since it dealt with emotions and sounded too “touchy, feely”. Today however, we are experiencing more and more research, writings and consulting being directed to better understand and acknowledge the emotions and feelings of our workforce. Just look to the popularity and insights the work of the Heath brothers, Dan and Chip, is having on organizational change as a result of their book, Switch which deals with the emotional side of successful change. As you consider assessments, don’t shy away from gaining some insights to your EI – you’ll be glad you took a look.

Self-awareness is nothing new. Remember Socrates’ advice – “Know thyself”. Through the use of self-assessments you can gain a better understanding of your preferences and raise your awareness to your own feelings as they are occurring. With this expanded knowledge of yourself you can improve personal and professional relationships, your abilities to supervise and lead others, abilities to work better with your team mates, and to align yourself with a profession and a job that best suit the styles in which you like to work. It may be a little scary to turn the mirror on yourself, but with the guidance of the right professional at your side, the experience can be exhilarating and powerful!

I’m curious – what have your experiences with self-assessments been like? I particularly like the HBDI, MBTI and EI. What assessments do you prefer and why?

Resources:

Time Magazine, October 2, 1995, Volume 146, No. 14 The EQ Factor, Nancy Gibbs

Working with Emotional Intelligence, Daniel Goleman

The Artist’s Way: A Spiritual Path to Higher Creativity, Julia Cameron

Do What You Are, Paul D. Tieger and Barbara Barron-Tieger

The Whole Brain Business Book, Ned Herrmann

Blogs:

Look Far – The Art of Self Awareness

Enlightened Living

What Your Eyes Hear...

2010-06-02T09:11:00.007-04:00

It is better to trust the eyes than the ears. The perfect proverb (German) to open this week’s blog. We continue to learn how true this proverb is and can see the impact in the choices we make, the quality of our relationships, and the influence we have with others. Nonverbals are so important in the way we engage with others every day.

If you have been preparing for a job interview you are probably well aware of how important nonverbal communication is. You’ve been coached, or you’ve read, that in addition to being prepared and qualified for the position, you need to pay attention to things such as:

smile (to appear approachable)
stand and invite a firm shake (to demonstrate confidence)
sit slightly forward in your seat (to indicate you are listening and interested)

What you may not realize is that nonverbal communication is important to everyone – whether you are looking for a job or not.

The images we send out, whether intentionally or subconsciously influence the perceptions others have of us and how they see and interpret our behaviors. Perceptions, whether right or wrong, are a person’s snapshot of their reality at that moment, and are directly tied to issues of trust. In addition, the way we communicate nonverbally can also be tied to our performance, and thus we are seeing workplace trends to curb the “dress down Friday concept”. Research indicates that “dress down” influences “quality down”.

In his new book Louder Than Words, (which I highly recommend), Joe Navarro a retired FBI Special Agent shares his experience and insights on how to improve your abilities to understand the power of nonverbal communications to improve your career options, as well as improve customer relationships, build sales, and improve your leadership skills. Here’s a snapshot of a few nonverbals that he reminds us are hiding in plain sight:

Body language – this is usually what we think of when we refer to nonverbals. The way you tilt you head, or cross your arms, etc.. The more you are knowledgeable about how these movements and gestures can be interpreted the more powerful you will be to intentionally manage what your body says.
Appearance – the brain’s visual cortex (where we process what we see) is huge. We constantly are observing how others look and use that perception to make decisions about who we want to be associated with as well as generating an impression of what that experience might be like. Don’t overlook the power of appearance whether you are networking, selling, interviewing, or providing a service. Appearance counts!
Speech – I’m writing about nonverbals, so why am I mentioning speech? Joe is focused more on how we speak rather than what we say. Research consistently indicates that approximately 7% of what we hear is a result of the words that are spoken, while 38% is influenced by voice tone, and 55% is nonverbal. So to be heard, be aware of how you speak. Your attitude, inflection, volume, speed, cadence, emphasis, hesitations, pauses, and even where and when you select to be silent all impact what is heard.
Listening – develop your skill to listen with empathy. This includes being able to engage your ears, eyes, heart and undivided attention at the same time. Experiment using these elements in your next conversation and see if the results are different. I think what you’ll find is a big difference between “listening” and “listening empathetically”. This is why doctors, stockbrokers and managers who have trusted and good relationships with their patients, clients and employees employ this technique. What could this do for your career?
Verbal mirroring – the renowned psychologist Carl Rogers is credited for this technique. To quickly establish a connection with someone pay attention to the words they use, and rather than use phrases and words you like to use to anchor conversations, use the words of the person you are speaking with. For example, if your teammate says she is scared about losing her home if she loses her job, don’t respond by saying you understand she is afraid of losing her house. She is scared and it’s her home. Yes, she’ll understand you, but you won’t be communicating as efficiently and empathetically as you could to invite her to feel like she is being understood at a much deeper level.
Behaviors – people form opinions of us based on our behaviors and that’s why individuals are coached on positive behaviors they should exhibit in an interview. But what about our other daily interactions? Etiquette and good nonverbals both deal with behaviors that put people at ease and produce good relationships. Neatness, punctuality, preparation, attentiveness and hard work are just a few that make unforgettable impressions in the workplace.
Environmental nonverbals –Joe coined the phrase “curbside appeal” to describe this element of nonverbal communication. This includes our advertising, how others perceive us, and how we treat others. How you present yourself or your company, and how attentive you are to others speaks volumes. The book also includes a Curbside Appeal Pop Quiz. How would your business do?
Intangibles – Do you equate humility with being successful? The elements of character, humility, dignity, confidence, arrogance, surliness, and timidity are all very powerfully expressed nonverbals. How are your currently displaying your character and values? Are others receiving the message you intended to send?

This book is a fast and enjoyable read. You will walk away with a lot of useful and easy to practice information. In fact, I think this is a book I will visit on many occasions as a refresher. One of the chapters in Louder than Words ends with a reference to how important nonverbals are in the political arena; influencing who we trust and vote for. When it’s important – getting a job, influencing a sale, winning a promotion, building a team, leading change – be mindful of the power of nonverbal communications. On that note, you might enjoy this review of the political process and nonverbal communications.

What are your experiences with nonverbals and career success? I’d like to hear from you.

RESOURCES: Louder than Words, Joe Navarrro

The Definitive Book of Body Language, Barbara Pease

BLOGS:
Spycatcher

Public Words

StakeholderGuide

Workplace Eavesdropping - "What's a webinar?" - - - "Where's my IPad?"

2010-05-25T16:41:00.017-04:00

Understanding the importance of managing workplace differences has grown to be a very important skill for all of us. Several drivers for this phenomenon include:

For the first time in modern history, multiple generations are represented in our workforces.

There are a significant number of women, minorities and non-traditional workers changing the makeup of the traditional workplace.

Individuals interested in preserving their heritage are more aware of and supportive of cultural traditions.

Society encourages businesses to do the right thing for workers, which at the same time should be good for business and customers.

Legal expectations dictate regulations and compliance

Listening to the workplace today we hear statements such as:

“I have a new rule, I will not be attending meetings after 4 because I’m in a vanpool”

“She wants a ‘career map’! Gee, I don’t even know if there will be a customer relations department this time next year!”

“He asked me, ‘Do you access email?’ with a tone that shouted – you were born in the Stone Age…. Way before technology!

“I’ve never heard of that religious holiday – is that for real?”

Whether you are looking for a new job, climbing the ladder at your current employer, improving working relationships within your team, or working with customers to grow your business, understanding the changing climate of differences in the workplace is critical for success. My experience observing workplaces where awareness and skills are heightened through training and teambuilding demonstrates that workplace performance improves, communications are more open, relationships are stronger, organizations gain a ‘Great Place to Work’ reputation, liability and legal claims are reduced and recruitment and retention of top talent is easier. About the only thing you could ask for is to have your windows washed…… just kidding. It’s not a panacea to fix everything, but it certainly makes a difference.

We all learned in a Communications 101 class way back when, that our perceptions are influenced by many things. How we perceive what we hear, see, read, etc. can be tied back to factors such as:

Heritage
Family history and stories
The old ‘nature vs nurture’ battle
Religious and spiritual beliefs
Values
Opinions
Past experiences

As you consider raising your awareness to be better prepared to work in this multi-generational/culture workplace, consider the words of George Orwell, “each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.” Are they really; or is it just a matter of perception? Did you ever consider testing your perceptions? Perhaps through an examination of your personal perceptions and biases you can shift your focus and take away the fuzziness around the edges of certain situations by viewing it through another set of lenses?

For example, consider the following events, music and/or heroes that have influenced and shaped generational characteristics. These along with other factors are discussed in Ron Zemke’s book, Generations at Work. How can we expect that individuals and co-workers impacted by the diversity of events such as these would view the world the same? Not very likely.

1930’s/Great Depression
1940’s/Pearl Harbor
1950’s/TV in every home
1960’s/Kennedy elected/Kennedy & Martin Luther King Asassinations
1970’s/Women’s Rights Movement
1980’s/Fall of the Berlin Wall
1990’s/Desert Storm
2000’s/9/11 Attack

Is it any wonder we have different ways of looking at work, relationships, respect, trust, etc?

So what can you do to better prepare yourself to sell to, be interviewed by, or work with someone who operates with a different perception than you?

First, raise your awareness to your own perceptions and biases. Explore where they came from and IF they are still valid. If they are not still valid, let them go and replace the belief with one that is more appropriate for the world today.

Pay attention to your communications – not only to your words, but your tone, manners, words, and channels that you choice to use. Adjust your style to respect others.

When I was growing up, we were taught to respect others like you would like to be respected. That rule really doesn’t apply anymore. What’s more appropriate is to respect others as they would like to be respected.

Take time to get to know others and what their preferences are. The only way to respect a person like he/she would like to be respected is to engage in meaningful and respectful dialogue and get to know them as a person.

As the ‘veterans’ retire out of the workplace we’ll have one less generation at the conference table, but even so, diversity in some shape or form is here to stay. So the sooner you improve your skills for respecting differences at work, the better.

I’m curious, how do you see this multi-generational and cultural workplace evolving? Are you getting the information you need from your company to keep up with diversity issues and trends, or do you need to seek information and training on your own?

Maintaining Self-Motivation

2010-05-19T10:22:00.003-04:00

It doesn’t matter what our career path looks like -- entrepreneur, part- or full-time job seeker, summer job seeker, sales person trying to grow a territory, individual looking for an internal promotion – disappointments are bound to come our way. We’ve all heard, “you can’t win them all.” But give me a break – how many disappointments do we have to endure before the “big win” comes along? This is a question many have been asking over these past two years of difficult and challenging economic times. There isn’t a crystal ball to help see what the future holds. We just need to continue to nourish ourselves with the faith and inner spirit that “the YES” is just around the corner from all these no’s. But that can be exhausting!

While waiting, here are a few things to do to help you remain strong, positive and hopeful, because without a good attitude and outlook, getting to a yes will be difficult. You may have seen some of these tips before. If you did, revisit them. Perhaps now is a better time for you to incorporate them into your routine than earlier in your career:

Surround yourself with positive people. Avoid friends, family and colleagues who have a negative attitude.
Have one or two very close and trusted friends that you can really share your true feelings with. We all need an outlet. It’s better to get those feelings out and not be burying them under a facade. You wouldn’t want them to suddenly appear during an interview.
Be kind to yourself and from time-to-time treat yourself to something you normally wouldn’t do for yourself.
Avoid the news, for all the obvious reasons.
Volunteer – you’ll feel better helping others and it will get your mind off of your job situation for a little while. Who knows, this may open a door to a new career.
Exercise – it’s good for you, and it too will help clear your mind and provide you with a short break from the job situation. This may be the time to explore yoga or tai chi to help manage your stress level
Keep a routine – get up and get dressed everyday. Your job is to make a sale, find a job, whatever – you can’t very well do that in your PJ’s.
Be active building and staying in touch with your network.
Take time to meditate or renew your spiritual connection.
Get away for a short break – you may not be able to take a week long vacation, but perhaps you could swing a long weekend. Giving yourself a break will help you recharge your energy.

A few other things you may want to consider, if the disappointments and rejections are mounting:

Make sure you ask for constructive and honest feedback after every interview. If you didn’t get the job, what did the interviewers see as lacking, or not the right fit? Gathering this information and creating a strategy to do something about it can be very powerful in changing your pattern of outcomes down the road.
Illustrate your situation to get a clearer picture of what is happening. List the jobs you’ve applied for, along with those where you got an interview? What helped you get to the interview stage? What did you learn about why you didn’t get that job or sale? Can you see the outline of a theme or a pattern? Using the information gleamed from this exercise; make a plan to work on changing the outcome.
Have you reconnected with your references to ask if they noticed anything during their conversations with prospective employers/clients that would help you better align your time and energies in a more productive manner? Perhaps your skills aren’t as strong a match as what they are looking for, or you appear overqualified? Use their feedback to help you better position yourself on the next interview.
Are you “coaching” your references properly? Yes, I said, “coaching”. Before any prospective employer talks with your references, contact them to tell them what you learned about the job and explain to them why the job is perfect for you. Give them a heads up about who they will be hearing from, and request that they specifically talk about certain skills, talents or experiences you have that you think will make the greatest impression on the prospective employer. Naturally the reference can also talk about whatever else he/she wants to, but from what you have learned about this opportunity, the employer should definitely hear about the special knowledge, skills or abilities you will bring to the position that fits with what you know they are looking for.
In those cases when the job seeker already has a job and is trying to move up or on, the question I would ask is a delicate one – “Do you think there is anyway your current boss is sabotaging your opportunity to leave him/her?” No, it’s not a nice thing to do, but if your work references really like the contributions you are making, they may be very motivated to have you stay. If you have even the least bit of doubt regarding what your work references are sharing during the reference check, you might look for other credible positions within the organization to provide the reference.
As you consider the jobs or sales opportunities you’ve been pursuing, is there anyway you’ve slipped into the “shotgun approach”, shooting at anything that moves, rather than maintaining an approach focused on what you are most passionate about, and qualified for? If the employer senses a tendency of desperation or an “I’ll take anything now and find what I want later” attitude, the result will most certainly be rejection. If you find that you have slipped into this mode, especially if your search has been lengthy, take a step back and work with a coach to help you re-articulate a focused strategy and action plan.
Our personalities greatly influence our communication style. Have you had any feedback that your style is too meek, or too aggressive? Maybe you come off as too much of a know-it-all, or lacking confidence? As appropriate, reassess your communication style paying particular attention to those pitfalls where your style can come across counterproductive to the style required for the position. If necessary, work with a career coach to assess and improve your interviewing and interpersonal skills.

Losing the sale or the job opportunity can be very disappointing. Try not to over analyze it. For whatever reason, it just wasn’t the right one. Learn what you can from the experience and thank those involved for giving you the opportunity to be considered. Something else is around the corner, and when it arrives, you need to be ready. It’s not easy to stay motivated in the face of rejection, but perhaps if you can remember the words of the classic song Pick Yourself Up, (music by Jerome Kern and lyrics by Dorothy Fields), sung in the 1936 movie Swing Time you’ll find some motivation to keep positive. Focus on these verses:

Nothing's impossible, I have found.
For when my chin is on the ground,
I pick myself up, dust myself off,
tart all over again.

Don't lose your confidence if you slip.
Be grateful for a pleasant trip,
And pick yourself up; dust yourself off;
Start all over again.

There is a “YES” around the corner. Be ready with a healthy, positive attitude.

Is the Job Market Going Green?

2010-05-11T18:44:00.000-04:00

So what’s the scoop with the green jobs? As a Human Resources professional I hear and read a lot about companies creating new jobs in order to be more mindful of the environment and/or improve sustainability.   In addition, the federal government is setting aside recovery funding for green-job training, and many states and local governments have created websites specifically focused on green jobs and training.   However, simultaneously to creating and funding green jobs, there is much being written and talked about regarding the confusion of what is a green job? (So What is A Green Job Anyway)

According to the United Nations Environment Program a green job, also known by the term green-collar job, is "work in agricultural, manufacturing, research and development (R&D), administrative, and service activities that contribute(s) substantially to preserving or restoring environmental quality. Specifically, but not exclusively, this includes jobs that help to protect ecosystems and biodiversity; reduce energy, materials, and water consumption through high efficiency strategies; de-carbonize the economy; and minimize or altogether avoid generation of all forms of waste and pollution."   That covers a lot of positions!

My career development advice is to leave the defining and tracking of these jobs to the politicians.   Your time will be better spent focusing on researching those opportunities available in the “green” marketplace for you.   Whatever the definition ends up being, it appears the positions falling into the “green job” categories will cover the spectrum of qualification from less technical all the way to MBA level and beyond. So what do you know about renewable energies and the environment?   Are you interested in going back to school and learning more?

According to Ezra Drissman of Green Careers Guide there are currently five training programs focused on green jobs today (read full article). As you consider these options, be especially tuned in if you are currently employed in a renewable energy or “green” industry. As you are most aware – your industry is still in its evolution stage (no pun intended).   With continued research, development and expansion of technologies and applications your past experiences and education will carry you only so far until those coming up behind you with more current knowledge, skills and experiences will dash ahead.

1. Renewable Energy Training – anything from solar to geothermal; cost $2,000 - $25,000

2. LEED Certification – a rating system for buildings to determine how sustainable it is; cost $500 - $1,000 per course, $250 for the exam.   Check out (www.everblueenergy.com) one of the many institutions that offer certification

3. Ecotourism – a combination of science, nature and travel; cost $200 - $10,000

4. Wind Programs – for most training a college degree is needed; in addition to engineers, meteorologists and mathematicians there are career opportunities aligning with machinists, manufacturing, and construction

5. Energy Auditors – help individuals and businesses save on energy costs, check out Everblue (see above) or your community college; cost $600 - $15,000

But what if you don’t have time for training and need to find or switch jobs right now? According to the experts, there are several industries currently available for beginning green career opportunities, as well as transitioning senior leadership experiences to help grow a new business in a booming industry.   Have you ever thought about:

1. Landfill gas plant operator – no college degree required

2. Solar power salesperson, installer, repair person, business owner, etc. – plenty of opportunities depending on your field of interest

3. Wind power machinist or engineer – the number of Americans now employed in wind power jobs has moved beyond the number of people employed in the coal industry

4. Green engineering – with a growing focus on society being more environmentally responsible, careers associated with green designs and construction will continue to be more plentiful.   This could include design and construction of anything from schools and manufacturing plants, to sewage treatment facilities and transportation systems.

5. Green building – coupled with the green engineering, federal and local governments are continuing to raise the bar on energy efficient facilities. See LEED certification above.

While I’ve got your attention, let’s take it a step further. How innovative and creative can you be?   In addition to the careers noted above, there may be opportunities for you to lead the way for your company to think green.   What can you do to initiate recycling – even if it’s just a start with paper and plastics in the office?   How about starting a carpooling/ride sharing program?   What about making improvements to systems to reduce paper copies, or improving work processes to promote teleworking? You may be in a situation to design the green job ---- a win/win for you and your firm!

We’re hearing about green jobs and we will continue to hear about them. Funding has been set-aside to aid those interested in developing a career or transitioning a career into this emerging field.   Can you envision a link between your passions, talents and a “greener society”?   Don’t overlook the possibilities embedded in the economic recovery to strengthen key attributes you have to offer to an employer.   Or better yet, to start your own business!

I’m interested in chatting about how you see the “green” employment field? For those still confused about what a green job is, here is one person’s interpretation.   Enjoy!

2010-04-26T16:23:00.033-04:00

Your Career Development Journey

I recently heard a career coach give the advice that your resume is your number one tool for finding a job. I cringed. I take a different view on job search and career development. For me, it’s a journey. Before you leave on a trip you usually do some planning, collect the right maps and directions, pack the appropriate items, and prepare to adjust to the “potholes” and detours you may encounter along the way. Navigating the best way to reach your destination takes a variety of actions, and may involve visiting with others who have traveled to, and toured your destination, in order to gather information and knowledge that will help you arrive safely, and prepared for taking advantage of the best sites and local flair. Career development is very similar to this metaphor.

Regardless of whether you are employed and looking to move up, or unemployed looking to do something part-time, full-time or entrepreneurial, following these same type of “travel” preparations will save you time and energy.

And there’s no doubt about it - getting your resume updated in order to share past experiences with potential employers is an important part of the job search journey (the first thing any potential employer or networking connection will ask, “Do you have an updated resume?”). However, when you step back to take the time to plan your “trip to the next job”, the resume is not the first thing to focus on. Trust me on this. From personal, as well as coaching experiences with hundreds of clients going through some type of career transition, I’ve confirmed the following steps will provide you with a more productive, organized and successful journey.

1. Self-Discovery – I see lots of individuals try to avoid this step. Their reasoning – Who knows me better than me? I don’t need to explore – heck, I just need a job! However, when they avoid this critical starting point, they usually find their journey is not as targeted, their interviews are not as crisp, and they appear like they are shooting from the hip at anything that moves….. trying to find any job that will pay the rent. This usually plays out as a big red flag for managers interviewing candidates who have scooted around this initial step of career planning.
At another time I’ll write more about self-discovery, but for now just consider this:

• When’s the last time you took any time to really think about and get feedback on your strengths and areas needing improvement? You probably also haven’t thought much about what kind of work makes you happy and doesn’t even feel like work.

• When’s the last time you gave serious thought to how the workplace is changing and what new skills or experiences you might need to be “best” qualified for a job, especially in this new workplace/economic environment?

• When’s the last time you used an assessment tool such as Myers-Briggs or the Herrmann Brain Dominance Instrument (HBDI) to help you open your mind to your work style and communication preferences and how you relate with others?

Are you getting the idea? Without taking the proper amount of time to get to know yourself and how you fit an organization in this new economy, your journey will be helter-skeltor because your branding will be inconsistent. And just a word about timing – the amount of time you may need for this step may vary depending on what personal work you’ve done in the past, how open you are to change, where you are working with a coach, lots of things. Just make sure it’s enough time to allow you to ask and answer those questions that will be most meaningful to your development.

2. Appraise the market and clarify your career goals and objectives. We’ve lost a lot of jobs over the past few years. As the economy comes back and jobs are once again created, be aware that the job requirements may not be the same as what they had been. As you do your research be on the look out for new skills, knowledge and abilities you may be required to have. Using your network to help you gather this data is an excellent idea, as well as utilizing all the information available on the internet.

3. Create a powerful resume and communications plan. Be consistent in the branding of your communication pieces. Consider your resume a work in progress. Get opinions on your resume from others. Really showcase what you have to offer and how you will solve problems, save money and improve efficiencies for the new organization. Sometimes that hard to do in no more than two pages. You may have to ask someone for help, or use on-line resources to assist you. Check out my resume worksheet as a template to help you.

4. Networking – build your skills and talents to reach out to everyone you know, and then everyone they know to learn of requirements and opportunities in those areas you are interested in. While working within an organization, network with co-workers in your department, but also across departments. Take every avenue to be visible. With the number of people currently looking for a job, many organizations will use the “informal” channel to look for qualified candidates. It’s more likely to be “who you know” that leads you to an opening, not a formal ad or internet posting. To help you organize your networking an approach like this might be helpful – click here.

5. Interviewing – remember it’s a conversation. Be prepared to answer their questions as well as ask your own about the things that are important to you – but don’t talk money and benefits until they are ready to offer you the job! And never be the one to bring the topic up. Practice sample questions out loud. If you don’t practice your presentation, they’ll know it the minute you open your mouth. This is also a point where you want to make sure your emotions are under control. You don’t want to sound desperate, or angry, or not sure of yourself. If you have recently lost a job, wait to interview until you have your emotions under control.

6. Efficient use of your resources – your time and energies are very important to you. Use all the job search avenues available to you, but don’t spend more time in any lane than the expected payback. Since 80% or more of the jobs being found today are through networking, spend 80%+ of your time in networking activities. Be careful with the amount of time you spend answering ads on the internet. Remember – not everything you read on the internet is “real”. Be careful about what personal information you share and post when you are not sure who may be viewing it, i.e., birth date, address, etc.

7. Continued Learning – I can’t say enough about investing in your education. Look at your co-workers. If your boss had to choose who to keep on the team, would you have more to offer than your colleagues? If you are up against one other qualified candidate for the job would your education and experiences be relevant enough to tip the decision in your favor? Certifications, additional course work, another degree, an unpaid internship, volunteering for an assignment…. there are lots of ways to take charge of your education and your future. Don’t wait until you need it – be aware of what your profession is requiring right now and start acquiring it.

Career development is definitely an individual responsibility. We do see progressive organizations offering guidance and help with career pathing. However, the ultimate decision about how you manage your career is up to you. Be proactive and invest in yourself. It’s a journey that keeps evolving from one destination to another. Be prepared. No one has a crystal ball to look into the future. Keep your bags packed, and always be aware of your options for exciting excursions!

What’s your experience been? Do you see the journey metaphor with these 7 these steps helpful, or would you make some modifications? I’m curious to hear from you.