Hannah Morgan

Do You Need Some Honest Feedback?

I'm heading into dangerous waters with this post, I know.  Have you ever run into someone who doesn't know when to stop talking?  Or been stuck in a conversation with someone who talks about themselves the entire time?  Or how about meeting someone who is so negative, a complainer, bitter and/or angry?

How do you handle these situations?  I think we tolerate the person and then make our escape as soon as we can, right?  But, is that the right approach? 

I know that person didn't ask for your feedback, but before leaving their company, could you ask "Can I provide you with some feedback?"  If they say yes, let 'em have it.  It is possible that they are unaware of their behavior?  Is it possible that you could be the 10th person to provide that same feedback and perhaps they'll change?  Is it also possible that they'll get mad and stomp off?

Every day, sadly, I encounter people who are "damaged goods".  They are riddled with negativity, lack self awareness, and sometimes are even rude.  If I was an employer, I wouldn't touch them with a 10-foot pole.  I also know that people in job search are going through difficult times.  Yet, I don't believe this excuses them. 

So, maybe it isn't your job to coach these folks, it is mine. 

My six word memoir is:

 Sharing information. Holding accountable.  Better world.

Sometimes we get our hands slapped.  That's life.  I am tired of the political correctness that has taken over our society.  If you are acting like a jerk, why can't I politely call you out on your behavior?

Help me here.  How would things and people change if we asked if we could provide them with some feedback?  Would it make a difference?

Why Job Search Advice is the Same but Different

This post is to support the efforts of Job Action Day, an initiative started by Quintessential Careers. As a member of a new community of resume writers and career coaches called the Career Collective,this post is one of many responses to ideas and concrete steps to secure your future in a changed economy.  I encourage you to visit other members' responses, linked at the end of my post. Please follow our hashtag on Twitter: #careercollective.

 

We find ourselves in unconventional times.  Never before have any of us experienced economic conditions like today.  As crazy as these times are, the advice to job seekers is the same, NETWORK!  But we have so many more ways to network today, that is the difference.

There are two things we know about the job market:

1. Employers aren't posting jobs
2. Job seekers don't know what to do without job postings

There is absolutely nothing anyone can do to force employers to post their openings when they do have them.  What this has done is force the traditional employee to find new ways to look for work.  And in many cases, there are just not enough jobs to go around so the advice being given is to become more creative and network.

NETWORKING

The C suite (CEOs CFOs, COOs) certainly understand this.  They hardly ever have applied for job postings.  Their jobs have been mostly secured through the power of networking.  There were seldom postings to apply to. 

The majority of job seekers today have not had to look for work in a long time.  They remember when you entered a company lobby, filled out an application and interviewed for the job on the spot.  It also didn't take months for the employer to make a decision.  Back then, the employer also was in contact with the job seeker to let them know what was going on or where the job seeker stood. 

When I recommend networking to this set of job seekers , they don't understand how.  They don't know what to say. And sometimes the flatly refuse to even try.

Then, let's enter social media into the equation.  It is new to most of us.  It is often seen as a waste of time, frivolous, or too high of a hurdle to leap.  Or it becomes an obsession and takes time away from the more critical task of actually meeting with people face to face. Here's a quick summary of what LinkedIn, Twitter and Facebook each mean to developing your network.

SOCIAL MEDIA TOOLS

LinkedIn has been around since 2001.  This past year there has been a huge demand from the job seekers I've been working with for information on how to use LinkedIn. If you aren't there yet, you should be.  Read why here.

Twitter was founded in 2006.  It is seen as a fad by many.  There are great ways to use Twitter to meet people to network with and even find jobs (check out twitterjobsearch) Do you want to read more about how to grow your network using Twitter, read this post. 

Also quickly emerging into the world of job search is Facebook.  This used to be seen as a kids platform, but it's functionality is proving to work for businesses and professionals too.

MARKETING/SELF PROMOTION

The large number of people looking for their next job makes the market competitive.  This competition is forcing job seekers to be great self-promoters (aka sales people).  Our society has long taught us not to brag and boast.  The majority of job seekers are humble.  What they hear is that they have to "toot their own horns". However, what I am encouraging them to do is to take credit where credit is due.  But this isn't always what they are hearing. 

Today, more than ever before, job search takes project management skills,  marketing savvy, great discipline and incredible perseverance. 

For other insight and advice on job search in 2009, read the posts below contributed by Career Collective's talented experts. 

Katharine Hansen:  His Resume Savvy Helped New Career Rise from Layoff Ashes:  http://resumesandcoverletters.com/tips_blog/2009/11/job-action-day-09-his-resume-s.html

Meg Montford:  Job Action Day: Finding Your “MOJO” After Layoff
 http://coachmeg.typepad.com/career_chaos/2009/10/job-action-day-finding-your-mojo-after-layoff.html

Debra Wheatman: Plan B from outer space; or what do you have in case your first plan doesn’t work out?
http://resumesdonewrite.blogspot.com/2009/10/plan-b-from-outer-space-or-what-do-you.html

Heather Mundell: Green Jobs – What They Are and How to Find Them,http://dbcs.typepad.com/lifeatwork/2009/10/green-jobs-what-they-are-and-how-to-find-them.html

Grace Kutney: Securing Your Career While Navigating the Winds of Changehttp://sweetcareers.blogspot.com/2009/10/securing-your-career-while-navigating.html

Hannah Morgan: Career Sherpa– Why Our Job Search Advice is the Same but Differenthttp://hannahmorgan.typepad.com/hannah_morgan/2009/10/why-our-job-search-advice-is-the-same-but-different.html

Gayle Howard: The Enlightened Jobseeker http://www.theexecutivebrand.com/?p=500

Laurie Berenson: Making lemonade out of lemons: Turn unemployment into entrepreneurshiphttp://blog.sterlingcareerconcepts.com/2009/10/30/making-lemonade-out-of-lemons-turn-unemployment-into-entrepreneurship.aspx

Jacqui Barrett-Poindexter: You Can Thrive In, Not Just Survive, an Economic Slogginghttp://careertrend.wordpress.com/2009/10/30/you-can-thrive-not-just-survive-an-economic-slogging/

Rosalind Joffe: Preparedness: It’s Not Just for Boyscoutshttp://workingwithchronicillness.com/2009/10/preparedness-its-not-just-for-boy-scouts/

Rosa E. Vargas: Are You Evolving Into The In-Demand Professional of Tomorrow? http://resume-writing.typepad.com/resume_writing_and_job_se/2009/10/furture-careers.html

Dawn Bugni: Your network IS your net worth http://thewritesolution.wordpress.com/2009/10/30/your-network-is-your-net-worth/

Miriam Salpeter: Optimize your job hunt for today’s economyhttp://www.keppiecareers.com/2009/10/30/optimize-your-job-hunt-for-todays-ecomony/

GL Hoffman: The Life of An Entrepreneur: Is It for You? http://blogs.jobdig.com/wwds/2009/10/30/the-life-of-an-entrepreneur-is-it-for-you/

Katharine Hansen: Job Action Day 09: His Resume Savvy Helped New Career Rise from Layoff Ashes http://www.resumesandcoverletters.com/tips_blog/job_action_day_09_his_resume_s.html

Martin Buckland: Job Search–The Key to Securing Your Future Career. http://aneliteresume.com/job-search/the-key-to-securing-your-future-career/

Chandlee Bryan: Where the Green Jobs Are: http://emergingprofessional.typepad.com/the_emerging_professional/2009/11/where-the-green-jobs-are.html

Heather R. Huhman, Take Action: 10 Steps for Landing an Entry-Level Job, http://www.heatherhuhman.com/2009/10/take-action/

Barbara Safani: Where the Jobs Are 2009 and Beyond: http://www.careersolvers.com/blog/2009/10/31/where-the-jobs-are-2009-and-beyond/

Is Your Resume Meeting the Employer's Need?

If you are going to take the time to send your resume to an employer, you have to take the time to adjust it to the specific requirements of the job posting.  Please!

I've posted two jobs recently and have been so dismayed by what I've received.  I skim through the 2-3 pages searching for a reason why this person would be a good match for the job.  In most cases, I can't figure it out. 

Why would a physical fitness coach for a high school be a good admin?  Why would an electrical engineer make a good trainer?  I don't know, because they never told me. 

Their resumes seldom contained specific examples of demonstrated skills.  One job posting requested Excel skills.  I seldom saw any concrete evidence that these applicants had ever used it.  Sure, some listed Excel under Computer Skills, but that was all.  Under the job, I didn't see the proof.

The other pet-peeve is that both postings asked for a cover letter.  I wanted to see one.  About 3/4 followed that instruction.  And of those 3/4, only a couple were memorable enough to put on the top of the stack.  None of them mentioned why they would be interested in working for the company or project stated in the posting.  So sad.

• I am not looking for a "perfect" format. I am looking for the right demonstrated experience.
• I don't want to figure out why someone is interested in the job, I want them to tell me. (connect the dots for the reader)
• I don't have time to pick up the phone and ask them questions about their experience, there are too many resumes and not enough time.

Each reviewer of resumes has a different set of preferences, but in the long run, they all want to know the same thing, why is this person interested and qualified for the job?

If you are looking for guidance on how to write a resume, here are some posts that might help you. 

3 Ways to Make Your Resume Stand Out

How to Tweak Your Resume

Resume Critique

What About the Cover Letter?

THE reason to use a Chronological Resume Format

Go Team!

  
 Working alone can be very lonely sometimes.  Ask any one who has had to do it.  Oh, you already know what it is like if you are unemployed and seeking a new job, don't you. 

It doesn't have to be lonely.  As a matter of fact, you are probably hurting your chances of finding work by going at it solo. 

But help is out there.  Today, more than ever, there are job clubs and networking groups popping up all over.  They can be found in One-Stop Centers, churches, alumni offices/college campuses, even coffee shops. Look and ye shall find.

Liz Lynch wrote a piece the other day on the powerful impact of group support.  How the Company You Keep Can Fuel or Foil Your Success. 

She cites a Wall Street Journal article that discussed group training for marathons, a fad in the 1980's that is making a successful come-back. The article said that those marathoners who trained in a group did better.  Not really a surprise.

Liz Lynch continues in her article to explain how a less than positive group can zap your energy and motivation.  Again, no surprise.  It is however, a reminder that we need to chose carefully and constantly evaluate that group behavior on our success and motivation.

Liz encourages her readers to ask themselves these questions about the company they keep:

Are they:

• Taking responsibility for their actions or waiting for circumstances
      or people around them to change?
• Talking about the future or whining on and on about the "injustices"
      of the past?
• Looking for the opportunities ahead or wanting things to go back the
      way they were?
• Taking steps to reinvent themselves knowing the world is more
      competitive now or hoping for a rising tide to lift their boat?
• Learning new skills that will make them more marketable or
      convinced that years on the job are all that should matter?

It is probably unrealistic for a job seeker to find the support and encouragement they need solely from a spouse or partner.  Remember, they are frightened, more so than you.  They don't have control of the situation, only you do.  These are stressful times for families.  Communication is critical.  Take control of your search and communicate regularly with those you love so that they know what you are doing.  You are not asking for permission, you are explaining your actions. 

Setting the Pace for Your Job Search

You want a new job.  You want it fast.  How will YOU make it happen? 

Sometimes it feels like securing a new job is out of our control. I hear too often today people say "There aren't any jobs out there".  I know there are jobs out there and so do you.  The trick is finding them.  Like a good old fashioned Easter Egg Hunt; you have to really look and quickness counts.  If you don't move quickly, someone else is going to find those eggs.  You look in the obvious, visible spots first.  After awhile, you are going to have to look in out of the way, less obvious, hiding spots. 

How does setting goals fit into this?  You will want to set long term and short term goals to truly make things happen.  Keep moving forward towards your goals. 

Say your long term goal is to have a job by January 1, 2010.  How many individuals will you need to meet to make that happen?  How many interviews will you be turned down from?  How many jobs will you need to apply for on-line?  How many recruiters will you need to develop relationships with?  These are the numbers you want to set in stone and strive for.  Why these?  Because these are the ways people secure jobs.  Just take a look at CareerXroads survey from early this year.  The study asked companies how they filled their openings.

Jobs on-line---------------------20 per week  80 per month   160 by January 1, 2010

Face to Face meetings---------5 per week   20 per month 40 by January 1, 2010

Recruiter conversations------10 per week 40 per month  80 by January 1, 2010

Reaching these conservative numbers proves that you have your work cut out for you.  It is going to take discipline and time management to maintain these goals. 

Older statistics stated that 1 out of 4 interviews would result in an offer.  I am pretty sure that number is higher now.  This goes to show that you will not get every job you apply for, nor would you want every job you interviewed for.  In order to get interviews, you will have to meet a lot of people and apply thoughtfully to a lot of jobs.

The other thing to consider is the quality of these efforts versus the quality.  You are investing your time, do so wisely.  Give more time to those meetings or job postings that are worth your investment.

Are you setting these kinds of goals?  Can you sustain this activity? 

If you are seeking for the golden egg, move swiftly and investigate every option.

How Quickly Things Change

Many of you may have seen this video before, but it certainly gets you thinking...

How does this impact you? 
How does this impact your work?
What changes can you make?

Using Technology to Manage Your Search

Yesterday I re-tweeted a posting about using iGoogle to start managing your search.  The more I think about it, the more I feel the need to share that information here and add some thoughts.  

Here is the link to the posting.  Please do read it.  It is easy to do and won't take much time.  How to Build the Ultimate Job Finding Dashboard by FreelanceFolder.com. (I need to give credit to The Underground Job Network for posting on their website)

What this article talks about is how to add information from job boards.  I would take it one step further.  I recommend adding feeds from professional associations or newspapers too.  (By the way, if you are not comfortable finding feeds, this article does a good job explaining how). 

Smartbrief is a resource that I recommend adding. Find the industry you are interested in keeping up with and find the feed!

There may also be blogs you like to read, you can add them to iGoogle too.  Plus there are a host of time management tools available.  Here is a posting that talks about some of them.  I like Todoist (but I am not using it yet).

15 iGoogle Gadgets for Web Worker Productivity 

Another hugely popular and effective tool (and it is free) is JibberJobber.  This is a comprehensive tool developed by Jason Alba, who developed it out of necessity as a job seeker himself. 

I wrote about using Google Reader several months ago (Recommended Reading).  I find it really effective in organizing and collecting all the blogs I read. 

If you have other tricks and tips for managing your job search, please, share with us!

Think Before You Speak

Sometimes we take advice literally.  I've heard career experts recommend to job seekers that they should line up networking and informational meetings.  Yep, I recommend this too.  However, what we aren't saying is to call someone and ask "Can I have an informational meeting with you?" or "Can I network with you?" These two questions are akin to "Do you have a job for me?".  All these questions are focused on YOUR needs and wants and desires, not the person you are talking to.

When you are asking someone to engage in a conversation you have to be "other focused".  You have to THINK before you speak.

Even in these times, when there are thousands of people out there asking for these meetings, there are great reasons why hiring managers and company leaders will want to talk with you.  But...you have to give them a good reason to.

Before you ever pick up the phone or approach someone, do your research. You have to know WHY you want to speak with them. 

• Are you interested in their personal work history/career path? 
• Has their company been in the news for some accomplishment?
• Are they someone who is innovative or a thought leader?
• Is their industry one you have identified as being a target/transition goal?
• Does this person know a lot of other people?

If you don't know why you want to meet them, what will you talk about? 

Next, think about the questions you would ask this person.  Here is a link to great open-ended questions to get you started.

Now you are ready to ask for a meeting.  But what are you going to ask and how?  Use a script at first if you'll be calling on the phone.  It'll keep you focused and on track.  Here are some reminders:

• Be genuine
• Speak with conviction
• Don't talk too much, listen
• Don't assume "I'm busy" to mean "no".
• Be positive

There are thousands of ways to ask for a meeting.  Here are just some suggestions:

Hi Sue, this is Hannah.  I was just reading about XYZ company in the local newspaper and wanted to congratulate you on your new contract.  I am impressed by your company's initiatives.  I was hoping you could help me by answering some questions I have about how you utilized lean techniques to make this happen.  Additionally, I have a contact at Q Company that might be interested in your product.  Could we possibly meet briefly over coffee to discuss how you did this? 

Hi Sue, my name is Hannah. I am a training specialist.  I wanted to talk with you about how training in the not for profit world is different from training in the for profit world.  Do you have some time one morning we might be able to meet for coffee?

Hi Sue.  You don't know me, but my name is Hannah.  I have been watching your company for a while now and would love to talk with you about how social media is impacting what you are doing.  I am using Twitter and LinkedIn and Facebook recreationally and have found them to really help promote some events I'm involved with.  When might you have time for a brief meeting?

OK, so what you are seeing is that they aren't 100% "other focused" but these lead-ins do make very specific reference to why I want to meet with them.  AND I had to do research to make sure that I knew what to ask for.  I had to know that XYZ was using lean.  I had to know training is different in the for profit world.  I had to know the company was using social media.

I learned about what these companies were doing by reading the local papers, trade magazines, industry newsletters and talking with others. 

And, oh, by the way, I have written about this before...Informational interviews are networking.

If you have successfully used other introductions or lead-ins to get meetings, please, share them in the comment section below!

Just Pick Up the Phone

So many have a fear of speaking on the telephone.  However, when done correctly, calling on the telephone can have the most immediate success.  It is pro-active.  It shows interest.  And it demonstrates excellent communication skills (which everyone says they possess).  Oh, and most people don't do it that often any more.

Richard Gaither, author of Wizard of Work, presented at a NYATEP conference I attended this week and he adamantly recommended picking up the phone and visiting a company as methods that work in securing employment.  He indicated that these have become untraditional, less utilized methods today.  He hasn't been the only one recommending cold calling either.  Sales professionals and executive recruiters have also been recommending that job seekers go back to this classic job search technique.

I worked in telemarketing for several years and learned how to work my way around gatekeepers and voice-mail.  It has proved to be a valuable skill. 

Here are three basic guidelines for cold calling anyone:

1) Know what you are going to say and rehearse out loud

Yes, I mean have a script.  Know exactly what you are asking for and be concise.  No rambling allowed.

2) Don't leave a voice-mail message

If the person you are calling doesn't know you, why would they return your call?  You are better off calling them back and getting them live. 

2a) Use "#" or "0" to speak with a live person

Almost all voice-mail systems have the option to speak with a live person.  Do it.  It doesn't matter who the live person is, they can direct you.

2b) Speak with someone in another department

If you can't seem to get through to the person you want to speak with, try calling someone in another department and ask for them to transfer you. 

3)  You have to earn their respect before they'll listen

Be overly polite to everyone you speak to.  Ask for help.  It gets you much further than bulldozing your way in.   No one is entitled to listen to you.  You have to give them a reason to want to listen.

I came across 2 postings this week that also address phone utilization.  Check them out for more information.

10 Ways to Overcome Job Search Phone Phobia, Careerealism

7 Ways to Get a Hiring Managers Name, Careerealism

We are all looking for ways to differentiate ourselves and be remembered.  Being pro-active and mastering the telephone certainly are a start.

Follow-Up on Leads

Why would you turn down the opportunity to talk to someone who might have information about a job? 

I was speaking with a colleague the other day and she told me a story of how one job seeker blew off her offer of help.

This woman had been attending a high school sporting event.  As she sat on the bleachers, she couldn't help but over hear two men talking.  One man dressed in a suit, was listening to the other man clothed in sweats, describe his search for employment. 

My colleague overheard enough to know the type of work sweat pants man was looking for so she politely said, "I couldn't help but overhear you were looking for something as a nanotechnologist.  I have a friend who works at a company that has employed some.  I would be happy to provide you with his name." She knew that this company was in fact hiring and was excited to help connect the two.

The response she got from sweat pants man was luke warm.  He did say he would take the name and she wrote it on a piece of paper.  He didn't ask for her name, her email or phone number.  Nor, it turns out, did he follow up with the contact name she had given him.  How did she know, she called her contact and he never heard from the man.

I understand there could be many reasons why sweat pants man didn't follow up. 

• Fear of rejection
• Lack of interest in the company
• Not sure what to say
• Lost the contact name

There are so many lessons in this. 

Always be ready in job search.  That means carrying personal business cards and dressing neatly.

Be organized.  Put together a system for collecting and following up on leads and contacts.

Use your manners.  This woman deserved a thank you note.  However, sweat pants man didn't even get her name or contact information.

Lastly, follow up on each and every lead you are offered

Finding Your Niche

Each of us has a niche.  A place where we can practice our specialty.  It seems we sometimes forget what we love to do and why.

Re-evaluating who we are and what we do is critically important.

Secondly, is finding a niche that will provide financial gain. 

I don't believe that most of us are qualified or even capable of seeing what our niche is.  It will take someone else to help us identify what this niche is.  I say thins because, I have struggled myself, and this is what I do for a living.  It took a conversation over coffee to validate my niche and this will allow me to move forward.  It took way too long for me to make this happen.  I also want to thank my colleague for helping me with this, Luis, thank you!

Take time out of your job search, and early in the process, to sit down and begin the self assessment.  I have written a lot about self assessment because it is the one thing most unemployed and employed job seekers don't take the time to do.

Get a Clue, Know What You Can Do

What Do They Call this At Your Company?

Transfer Your Skills

We Are All Changing Careers

Getting Back to Basics

Know Thyself

Passion

Finding the Right Fit Culturally Speaking

LinkedIn is Only a Tool, You are the Operator

LinkedIn is simply a tool to use to develop and nurture your network.  As a tool, you have to determine how you will use it.  You are the operator. 

I'd like to add you to my professional network on LinkedIn.

-Sarah

What does this message tell the receiver?  Who is this "Sarah"?  How do I know her?  Why do I want to connect with her?

Do not use the default invitation message.  It is bland and defeats the whole purpose of developing and nurturing.  It says nothing about "why" you want to add this person to your network.

Jason Alba's dvd shows how you can customize the section of your profile for "contact settings". It also explains why. You should consider listing your connection criteria or rules here for all to see and understand.  As an inviter, you should read and see what, if any, rules/conditions are listed for the person you want to invite.  Besides the basic billeted ways in which I am open to connecting, I state in my Contact Settings: 

I will gladly connect with people I know. I am more than happy to accept twitter followers at http://twitter.com/careersherpa.

I could and probably should go one step further and state that in order for me to know someone, I have to have met them face to face or had significant interaction via phone. 

There are many good posts on LinkedIn manners.  Here are just some I found to be helpful:

4 Tips for LinkedIn Professional Etiquette, CareerRocketeer

2 Lazy Invitations that Can Burn Bridges, The Job Lounge

10 Tips for Using Your Status Update, Career Success!

And from JobMob's recent listing of 93 Most Popular(4 about LinkedIn)

100+ Smart Ways to Use LinkedInfrom Linked Intelligence

The Awesome Power of Linked-In from Gayle’s Blog

Problem with LinkedIn Account from Susan Irelands’s Job Lounge

LinkedIn Maintenance: Do This Right Now (or else?) from Jibber Jobber Blog

1 Year Anniversary

How time flies.  It was a year ago that I started writing my blog.  I have learned so much about human nature, myself and technology. 

I've written over 330 posts, received over 200 comments and been viewed close to 17,500 times.  Not huge numbers, but I can't wait to compare year 2 with year 1! 

There are many people to thank for their inspiration, knowledge and encouragement then and along the way.  I hope they know who they are, but I'll list a few of them to give them the proper recognition:  Mike Lally, My Dad, Rosa Smith-Montanaro, Miriam Salpeter, Rita Carey, Luis Martinez, Carol White Llewellyn, Greg Taylor and the hundreds of job seekers who've provided their stories, unwittingly, for me to share.

I also want to thank everyone who reads Career Sherpa. Best of luck with your search!

You can subscribe to this blog in a reader or have it sent to you daily in an email.  See the right hand side bar at the top!

Sales 101

People with a background in selling understand the job search process.  They have lived it daily as they sold whatever product or service they represented for their previous employers.  Networking uses those same principles.

Identify your target audience:

This means identifying which companies need your services.  If you were selling something, you would develop a large pipeline of potential customers.  You would do this by identifying what they are currently doing and using.  You would identify them as having a problem your product or service could solve.

Create your value-add:

Once you have identified these targets, you would create a sales pitch for each individual company based on what they would gain by using your service.  In many instances, you already know some of their problems or why your service would benefit them.  In other instances, you will need to gather information about what the company is doing and how they are doing it.  How might you gather that information?  You could speak with people who are currently working there. You could read about them in publications and on their website.  You could speak with people who used to work their or have some connection.  Once you have this information, you would better understand which benefits are of the greatest value.

Who to pitch to:

You wouldn't dream of trying to sell your product or service to someone who doesn't control the budget.  It would be a waste of your time.  Instead, you would identify the Decision Maker for the department or company.  They are the people who ultimately make the final decisions.  Do they want to talk to you?  Of course not.  They are busy. And in many cases they don't believe they have a problem that needs solving or fixing.  However, the great sales person, finds the magic words to get the meeting.  It takes persistence.  It takes confidence.  Trying to push the concept from the bottom up is generally seen as a long and fruitless process.  Sure, it has been done and can be done, but, the ultimate pitch has to be made to the decision maker.

As job seekers, we absolutely have to follow the same process.  We need to keep the bigger picture in mind.  It is great to meet new people and develop our network.  It is equally important to remember our targets and goals...to present to the ultimate decision maker.  Trying to push your message from the bottom up is difficult.  Peers can be threatened by your experience/talent.  How likely are they to become your cheerleader or advocate?  Why would they do that for you?  Sure, it can happen.  Your return on these peer to peer conversations will seldom be as beneficial as a single conversation with a decision maker.

We don't know many decision makers.  It is a difficult process to identify them.  It is even more difficult to gain access to them.  Begin by using LinkedIn to identify who's who in target companies.(Great article from Personal Branding on how to do this.)  If that fails, you can read trade publications and local newspapers.  If that fails, consult the local chamber of commerce. 

One job seeker recently followed her targeted decision maker to a presentation he was giving.  She attended and after his presentation, created the opportunity to connect with him and introduce herself.  She demonstrated an interest in his company and began the process of developing a relationship/connection.  As sales people know, this can be a long and arduous process.  She, most likely, will face many rejections in trying to follow-up with this company owner.  But, if, in her persistence, she demonstrates that she can solve a problem or be a solution, she will win the coveted meeting she is hoping for. 

Connecting with decision makers is the brass ring job seekers must strive for.  Anything less is like pushing a boulder up a huge mountain. 

You Want A Change, But You Don't Know What To Do

This has been quite a year for people searching for work.  Many of them are thinking about doing something different.  While changing careers and/or industry can be difficult, it is certainly possible.  This change is particularly difficult with so many people unemployed.  The competition among qualified candidates is great.  For someone wanting to move into a new industry, this can be a difficult hurdle.  They are immediately seen as less qualified for not having the industry experience.  However, if using strong networking contacts, lacking some of the requirements can sometimes be overlooked.

I asked the question the other day of some twitter colleagues about how they recommend job seekers find new occupations that might be of interest.  One colleague recommended using LinkedIn.  She recommends her clients use that to find people with similar backgrounds and look at what career paths have been and where they go onto next.  (If I could remember who said this, I would certainly give her credit, sorry)

The other tool I recommend all the time to people is O*Net.  It has a new look and includes "Green Occupations".  (Thank you to @KarenUnderhill at MinnesotaWorks for the update info).

Most importantly, it is going to take conversations with people to get some of the clarifying information you will need to move forward.  Those people can be friends, mentors, career coaches...They key is to keep the process of exploration moving forward.  Don't delay.  Set a deadline.  There may not be any ONE perfect job, so don't hold out.  Explore and move forward with one of interest and see where that information takes you.  You may find something else along the way. 

If you know someone who is exploring, help them by introducing them to people who may be able to help provide information (not a job, INFORMATION).

If you are looking for ideas of emerging occupations/predictions for hot occupations, you'll have to read this article from Fast Company.  Here are the top 3, no surprises...

1. Nursing/Medical Services
2. Computing /Engineering
3. Education

The article also explores some predicted trends in types of employment for the future.  What do you know about telecommuting?  Will there really be droves of people retiring?  These and other issues are already impacting the employment situation.   Also check out Fast Company's link to the Best Green jobs. 

Keep your eyes and ears open!

I'm Only Taking This Class Because I am Unemployed...

When was the last time you invested in yourself?  I mean, spent money on developing your skills?  What made you do it or what is preventing you from doing it?

There is a lot of competition out there. There are people with fresher skills and/or more current experience competing for the same jobs you are. 

One person recently declared "I am only taking this class because I am unemployed".  When I asked him what the class was he told me that he wasn't even sure it would help him.  He was getting a lot of heat from his spouse for taking the class, and that he said there were a couple of other unemployed people in the class with him.  What was the course?  I don't know, he never said.  But his attitude said all I needed to hear. 

This man would never have signed up for training on his dollar or his company's dollar.  He does not understand the value of investing in himself.  Nor does he understand his occupation or industry enough to know whether this training would be helpful to his development and growth.  He sees it as a time waster and so does his spouse. 

If you wanted to upgrade your kitchen, there are certain materials and appliances you would chose to use because they would increase the re-sale value of your house.  Even if you didn't plan on moving, you would probably still consider this because it also increases the value of your home.  They say that upgrades to kitchens and bathrooms have the greatest ROI (that's return on investment). 

What training would offer you the greatest ROI?  What would increase your re-sale value?  If you are still loving your linoleum floors and metal kitchen cabinets, that's great.  However, what do other people think when they see your kitchen?

What an employer sees when someone has taken classes is that they are more serious about their occupation, they see an effort being made towards improvement and they see a willingness to learn new things.  Sure, the employer sees the acquired knowledge too.

Investing in yourself means taking a class, attending professional conferences or seminars, joining a professional association, receiving certification and/or anything else worthwhile.   It is a matter of making time and creating a budget to continue to develop you, for now and for the future.

Setting Yourself Apart from the Crowd

Yesterday I re-tweeted (shared) an article from Mashable called "Do You Pass the Social Media Test".  Every job seeker must read this.  It explains, from a recruiter's viewpoint, how they evaluate candidates (beyond the resume).

There have been other studies and research that shows well over 50% of recruiters and HR professionals are using social media to evaluate and even source candidates.  While this may not be true in all industries and all occupations, it is certainly something to watch and like playing the lottery, "hey, you never know".

What this article so nicely points out is the logic behind WHY recruiters are looking at more than your resume.  In short, recruiters can find hundreds of equally talented candidates now.  LinkedIn has made that very easy for them.  The large numbers of available talent knocking on their doors also helps.   The recruiters need a way to identify the right fit for the jobs they are filling and it goes much farther than just having the skills to do the job.  They are looking for "fit" in the big scope of things.

Here are ways the writer/recruiter looks at LinkedIn to select or de-select candidates:

"1. Has genuine recommendations from peers, managers and colleagues
2. Has the more complete profile
3. Is a member of more groups pertaining to their respective field
4. Has a picture
5. Lists interests, hobbies and other information related to their life
    outside of work
6. Participates and highlights their involvement in non-paid projects
    related to their field (open-source, community, volunteer, conference)
7. Updates their status more often
8. Asks and answers more questions
9. Links to their employer, blog and other projects of interest
10. Has the larger network"

Just imagine you decided you didn't need LinkedIn or only had a couple of connections.  This recruiter would not have chosen your resume as the one to call in.  Simple, huh? 

What this means is that your message across LinkedIn, Facebook and Twitter needs to be consistent and professional.

Your content should not be extremist or beyond PG-13.

You can't "not play" in 2009.

Some people are saying that Twitter is a fad.  We don't know for sure.  People didn't really think very much of LinkedIn in the early days either.  Don't invest too much time or energy in any one area. 

Social media is an interesting blend of networking, marketing, information sharing and technology.  Have fun and experiment. 

Take a Job, Just for A Year

There are most certainly jobs available right now.  Just not the ones you want.  For the next year, things don't look like they are going to get any better. 

The NYTimes had an interesting article on how the numbers of job losses over the past year may have been incorrectly estimated. This all goes to prove that we are certainly not out of the woods yet. 

Some of the worst hit by the job losses over the past year are mid to senior level managers...those making $60K+ a year.  It is also this group of people who are ill-prepared to seek employment.  They have not had to search in a while.  A large number of them also are 50+ years of age.  Their values, dreams and goals did not include looking for work at this point in their lives. 

I still contend their are jobs out there.  However, I do realize that they may not pay what the mid to senior level managers used to make. 

If one job isn't enough to pay the bills, then take two! 

Or, you could continue to collect your entitled unemployment insurance. 

Being employed is 100 times better than not being employed.  And it doesn't really matter what you are employed doing.  It just feels good to have someplace to go and something to do. 

Take a job or two, just for the next year.  You can still pursue jobs in your chosen career, it just requires more effort. 

No, this will not necessarily hurt your career.  We are in unprecedented times and most, if not all, HR and Hiring Managers understand that.  If you can speak to what you learned and the accomplishments you had during your "off employment" term and how you benefited from the experience, you should be fine!

Job Search Secrets from the Great Depression

Kevin Donlin (co-author of "Guerrilla Marketing for Job Hunters 2.0.")researched job search advice in a book published in 1938 to see what was being recommended back then.  The book was written by two women and it was titled "We are Forty and We Did Get Jobs".  Donlin's post summarizes three key rules from the 1938 book.  To read his whole post, view this link.

1.  Root out the defeatist attitude

A quote from the authors (C.B. Thompson and M.L. Wise) of the book states:

“we knew this much: Jobs and a sense of despair do not go together. The defeatist attitude is death to opportunity, and had to be gotten rid of at all costs.”

2.  Plan and execute your job search starting with these questions

Q. Who wants you to work for them?
A. Nobody.

Q. Who wants more business or better service?
A. Everybody.

Q. If you could show that you can provide more business or better service, who will want you?
A. Almost everybody

These are the three Q&A's presented by the authors!  Timeless.

3.  Keep Focused

The authors continued to ask themselves these two questions:

• What does he or she need (the company)?
• How can I supply that need?

They didn't include in their search methods posting for jobs online, nor using FB, Twitter or Linkman.  Would they, had these tools existed back then?  I don't think so. 

What these women wrote about was a way a identifying the source of job opportunities.  The very core or root of how hiring happens. 

All the fancy gimmicks, slick resumes, and bling won't work if it doesn't touch the heart of the matter:  Can you show that you can provide more business or better service!

Many thanks to Kevin for finding and posting this great information! 

Kevin Donlin
Kevin Donlin is contributing co-author of "Guerrilla Marketing for Job Hunters 2.0." Since 1996, he has provided job-search help to more than 20,000 people. To learn about Guerrilla Job Search secrets caught on video, visit the link below.

Other posts by Kevin Donlin 

Career Collective

Two talented and innovative career experts have put together a collective group of about 20 other experts to share advice on key career search topics.  Congratulations to Jacqui Barrett-Poindexter and Miriam Salpeter! I am honored to be a part of that initiative and yesterday's post "Are You a Cookie Cutter Job Seeker?" was the question of the month posed to the experts.

I hope you take the time to read the advice and great wisdom of the other experts.  You will hear resounding messages of "individuality" and "persistence" and "knowing your market".

Each month there will be a new question posed of the panel.  I hope you enjoy and learn as I continue to learn from these talented people.

FYI:

If you don't already have a reader (such as google reader) set up, I highly recommend subscribing to all these experts blogs.  If you would prefer to receive their regular posts in your email, you can sign up to receive those on their websites as well.  Regularly reading new information is good for the brain and soul! 

If you are on Twitter, you can find all these experts actively engaging there too. 

Have a great weekend! Happy Healthy Hunting!

Are Your A Cookie Cutter Job Seeker?

As a member of a new community of resume writers and career coaches called the Career Collective, this post is one of many responses to the question, "Are you a cookie cutter job seeker?" I encourage you to visit other members' responses, linked at the end of my post! Please follow our hashtag on Twitter: #careercollective.

Do you face each situation like the same cookie cutter?  Sometimes you need a different shape to best utilize the dough.

Do you only search for one job title, like making a batch of all the same cut out cookie?

Do you decorate your cookies or eat 'em plain?

My boys love making cookies at Christmas because the get to put their individual mark on each one.  Loads of "sprinklers" (that's what they call them) are put on top of these cookies that make them uniquely theirs so that when we finally get to eat them, they recognize their decorated cookies like a long lost friend.

I hope that you put the joy of cooking into your job search and make it a creation!

Here are other wonderful posts answering this question from their perspectives! 

Career By Choice's Expat Success Tips -Ongoing Career management is No Longer Optional for the Expat in Today's New World of Work 

Top Margin: Gayle's Blog Sabotaging Your Prospects: Cookie-cutter Style

CAREEREALISM: Cookie Cutters are for Baking...Not Job Searching!

The Emerging Professional: On the "Cookie Cutter" Approach to Job Search: Do You Need a Recipe?

Sterling Career Concepts: Job seekers: Break out of the mold!

Dawn Bugni The Write Solution: Dawn's Blog Is your job search "cookie-cutter" or "hand-dropped"?

Rosa Vargas, Creating Prints Resume-Writing Blog: Being a Cookie-Cutter Job Seeker is a Misfortune

Heather Mundell, life@work: How Not to Be a Cookie Cutter Job Seeker

Sweet Careers:Passive Job Seeker=Cookie Cutter Job

Barbara Safani Career Solvers Blog Cookie Cutter Resumes Can Leave a Bad Taste in the Hiring Manager's Mouth

Jacqui Barrett-Poindexter, Career Trend Blog: Eating Bananas Doesn't Make You an Ape

 

Miriam Salpeter, Keppie Careers: How Can a Job Seeker Stand Out?

Quintessential Resumes and Cover Letters Tips Blog:Avoiding Being a Cookie-Cutter Job-seeker In Your Resume and Throughout Your Job

Heather R. Huhman, HeatherHuhman.com: Break the Mold: Don't Be a Cookie Cutter

 

Rosalind Joffe, WorkingWithChronicIllness.com Forget the cookies! Start with vision

Too much to do, too little time

We all seem to be racing the clock.  Well, perhaps just me.  I've over committed this year.  I raised my hand one too many times. 

Sometimes we do this because we want to look good at work, so we volunteer for a special project. 

Sometimes we do this because we want to look good at home, so we volunteer for a special neighborhood project.

Sometimes we do this because we want to look professionally good, so we volunteer for a special project with an association.

Any ONE of these would be great.  We should be giving back, because it is our duty, our responsibility to help others. 

If you are sitting back reading this thinking, I have extra time...then raise your hand for a group that needs you.  Make it meaningful, enjoyable, something you will gladly forego your free time to do.  The rewards are great!

What Do Professional Resume Writers Do?

I have always believed that the pain and suffering you endure in writing your own resume is worth it.  It forces you to become more focused and better at describing yourself and truly understanding what your talents are.  However, if you have the money and your job search is at a stand still mostly because you aren't getting any interviews, perhaps hiring a professional resume writer is the next logical step.

What I've learned is that not all resume writers are created equal.  Remember the old adage, you get what you pay for.  If you are looking for a bargain basement fee, you'll most likely get a bargain basement resume.  The good resume writers will take you on a self exploration journey.  They will be a coach and guide who team up with you to a strategy.

In Meg Guiseppi's post from Executive Resume Branding, she says that a good resume writer should:

• Ask their clients the right questions to uncover the compelling information that defines their career distinction.
• Brand and differentiate their clients’ unique promise of value to their next employer.
• Incorporate the right key words, relevant to each clients’ target job, but still craft resumes that are an interesting read.
• Showcase the critical information hiring decision makers want to see and align everything in the resume around the requirements for each client’s target job(s).
• Desktop-publish documents that “sit” perfectly on the page, immediately capture attention, best position clients’ “selling” points, look appealing, and reflect the right brand image for each client

Guiseppi also says to check references and look at samples created by the resume writer. 

The other thing to consider is certification.  There are credentials out there to hold resume writers to a certain standard.  This is usually an indicator that the resume writer is serious about their job. 

For really great insight on the pros and cons of resume writers, read Jeff Lipschultz's post.  The comments are the true value of his post, "What is the value of your resume".  You will see a "Who's Who" of resume writing responding within the comments of the post.  I also want to credit Miriam Salpeter of Keppie Careers, who has been a long-time inspiration for my blogging, for her reminder that good resume writers do exist and for good reason. 

I now believe that a good resume writer is so much more than what their title represents. 

Social Networks Are About Sharing and Giving Back

In the most simple terms, the great social networkers are not self promoting, they are sharing and giving back.  Social networks are LinkedIn, Twitter, Blogs, Facebook, Stumble, Digg, Wikis, etc...

I am still trying to figure some of them out, such as Stumble.  You see, Stumble is about sharing "good finds".  You write a brief summary of the website/blog post and share it on Stumble.  While I am sure there are people Stumbling their own content, the great users of Stumble share content of others.  They become known as "Great Sharers" and therefore build their value that way. My great appreciation goes to Jacob Share of JobMob.  He Stumbled one of my posts and I have seen huge traffic on my blog, and that is incredibly valuable to me.  

Twitter works the same way.  The people I follow, I follow because they share great info or develop great info.  At least in my opinion.  I learn from them.  While I do Tweet my own info and content, it is rewarding to be recognized by having anything I Tweet re-tweeted. 

Comments on blogs mean people are reading.  If they are reading and commenting, that means they are listening.

Most of the popular bloggers regularly share links.  They turnover the spot light to others and create an awareness. 

In that vein, I want to shine the spot light on several Rochester bloggers who are helping the Rochester community.

Rob Ewanow

Chris Bigelow Disparate Thoughts and Musings

Deborah Mourey Hell in the Hallway

Sir Linked Alot

Billy's Bloggin Blast

Fixitology

Bigger Impact Weekly

All of these folks I follow on Twitter.  You can too.  Visit their blogs, sign up to receive their blog posts via email or subscribe to them in a reader like Google.  Comment on their content, ask questions, be a thinker and a sharer.

Don't Appear Desperate

A jump in unemployment numbers, coupled with the Bureau of Labor Statistics new figures on length of unemployment (average 26.2 weeks) mean that job seekers are getting desperate and that desperation comes across to employers who in turn reject the desperate candidate.  Vicious cycle.

Forbes recent article is full of stories of what not to do when your search has gone on too long and you are desperate.  Forbes interviewed New York career coach Eileen Wolkstein and Scott Robinson of Kensingnton International in Chicago. 

Here is a summary of some of the articles key points:

• Don't bombard the employer with emails- especially those that sound pushy or show you are annoyed or anxious or emotional.
• Don't oversell yourself in an interview- listen more than you speak. Robinson stressed that no answer should last longer than one minute.
• Don't ask questions that have already been answered during the interview. Again, that demonstrates poor listening skills.
• Don't confess that you haven't been doing anything for awhile.
• Remember professional etiquette, send Thank You letters.

Knowing that our emotions can get the best of us sometimes, it is important to think of ways of alleviating financial stress.  It is also important to get a second opinion before you send an email or attempt an aggressive job search strategy.  

Use Key Words In Context

Have you heard about the trick?  The one where job seekers put a mega listing of key words in white font at the end of their resume?  It has been going on for years and I would love to know if anyone has gotten an interview because of it.

While this trick may result in your resume getting a hit, if those key words aren't in the content and used in context in your resume, I don't believe any employer would call for an interview.

The other ploy some job seekers use is to plug key words into the bullets in their summary.  Great idea, but if they don't quickly demonstrate the use of those key words in the accomplishment bullets (under their job), then the reader has no evidence that those key words have any substance.

First, is anyone asking:  "Where do I find key words?"  I've heard that question a lot.  There is no magic dictionary of key words.  You find them in each separate job posting.  Become an expert at reading job postings.  Really reading and analyzing what it is the employer is asking for.  Also, read a lot of job postings.  Key words tend to be the ones that you see repeated over and over in different job postings.  However, key words, in my opinion, are not:

• work well independently and as a team player 
• Excellent verbal and written communication skills

or other generic/trite job requirements. These are minimum requirements for almost every job today.  They are not key words that would distinguish you from other candidates.  What would, you may be asking?  Key words depend on the job and the company you are applying to.  If you are applying for an accounting clerk position and both of those bullets above are in the job description, you will want to include demonstration of those skills in your accomplishments, unless there are already 40 other requirements that are more specific and important.  If you are applying for an accounting clerk position, the skills they are mostly more concerned about are related to accounting.  Focus on specific key words in those areas.  They may include:  accounts payable, accounts receivable, specific accounting software, generating reports, resolving discrepancies...the list probably goes on and on.

If you are in quality, you seldom will see a job that doesn't make reference to Six Sigma.  If you have that knowledge and education, you need to use it.  If not, you will want to acquire working knowledge and/or obtain the education.

Here's the other dilemma of job seekers.  "If I don't have all the qualifications, should I still apply?"  Of course you should. Before you do, however, do some sleuthing.  Find out by speaking with people in that occupation or better yet, that company and find out what the biggest challenges are.  Also, learn more about those skills you do not have.  How important are they to doing the job?  What are these missing skills similar to?  What would it take for you to acquire those missing skills?  What non-traditional means could you use to speak intelligently about those skills?  Don't ignore what you don't have, learn to speak around it or demonstrate the use of similar/related skills. 

Almost all resumes will be sent through resume screening software.  You have to make sure the key words are in your resume if you want to be found.  You have to make sure you have demonstrated their use in your resume to be called for a screening interview.  You have to know how to use these words when you speak about what you do and did to make it to the next level of interviewing.

The moral of the story is:  adapt each resume for each job you are applying for!

Measuring Trust

The interview is a mutual exchange of information.  This requires both parties to engage in good questions to gain better understanding of one another.  One of the big intangibles for both is Trust.  But how do you measure or evaluate it?

I attended a presentation yesterday on Trust and Transparency delivered by Robert Whipple.  He has just released his 3rd book, this one is called "Leading with Trust is Like Sailing Downwind". His presentation took a look at the elements that make up trust and what each one of us, leader or not, can do to improve our organization's perceived level of trust.

These are the important measures of trust, according to Whipple:

• Solving problems
• Focus
• Communication
• Customer retention
• Morale and motivation
• Productivity
• Need for perfection
• Development of people
• Reinforcement

Each one can be used to explore and question the organization and individual.  As you consider these measures, haven't you been asked questions during an interview that assess your involvement with them?  Is the interviewer aware of what they evaluating-the big picture, how do you contribute to the organization's level of trust?

When you tell your STAR stories, do they support trust enabling actions?  Whipple suggests these are the things leaders do to increase the level of trust.

• Advocate well
• Reinforce right behavior
• Act in the interest of others
• Follow up
• Admit mistakes
• Coach privately
• Have patience
• Explain paradoxes
• Let actions reflect values
• Don't hide problems

Whether you are a leader or not, each of us has the opportunity to carry out these actions. 

Finding the right cultural fit should be important to you.  Frequently we become disenchanted with our job when there is a lack of fit.  The big contributor to a company's culture is trust.  Working within an organization with low trust tends to produce dissatisfaction quickly.  We sometimes say, I'll know the right company when I find it.  Starting by identifying a company that exhibits high levels of trust is usually a solid start. 

As you interview, develop questions to test how well leaders are using the actions.  Asking the interviewer situational questions can provide this insight.

• How do managers support their people. Tell me about a time when a manager supported a team member.
• When someone does the right thing, how is it recognized?
• How do managers prefer to communicate with the team? When someone presents an idea or suggestion, what has the outcome been?
• How has leadership communicated their mistakes in the past? Has their been a time when a decision has had to be overturned in the organization? How did that happen?
• When a manager provides feedback how does that occur? Can you give me an example of how management provides feedback to its team?
• On a scale of 1-10, one being low, could you rate leadership's level of patience? Can you provide an example that demonstrates this?
• How has leadership communicated changes in business or problems?
• What are the real values of the organization? Can you provide an example of at time when these values were demonstrated?
• What support does a manager seek from the team? Has there been a time when leadership has asked for solutions from the teams?

It would be overwhelming to ask all these questions at once. Certain questions have a time and place and audience.  Chose the correct venue and time to probe in these areas.