Over the years many commentators have emphasized the changing nature of the workplace and the need for lifelong learning. Some have also proposed the idea that we are all, in effect, independent contractors subject to forces beyond our control and must plan and be prepared accordingly. Also, we have long pointed out the growing importance of those “soft skills”, such as communications skills and collaborative capabilities that extend beyond the basics of the job description.
There is now some objective data regarding the issue of soft skills in addition to anecdotal evidence from recruiters, human resources professionals and hiring mangers. Indeed, flexibility and versatility are extremely important in hiring decisions. A recent study by Accenture PLC reported that while 46% of new hires were in response to new product or market launches, 45% were looking for employees that were versatile and adaptable to new situations as the firm pursues future business.
What does this mean for the employee? Companies are in a ferocious cost-cutting mindset in response to changing technology, competition and other factors. This means the most valuable employees are those that are adaptable, flexible and can also multi-task. That enables firms to avoid additional hiring or creating new organizations with task-specific focus. It also unfortunately adds credence to those who claim that long-term job growth will be slow for an extended period.
There is now a greater value placed on adaptable employees. Hiring managers are increasingly seeking employees willing and able to take on different tasks, and understand that extra work and more diverse responsibilities are the new norm. The implications are serious. An ability to thrive in a more turbulent environment is essential. Regardless of the level, managers want to be confident their employees can adapt to change, can operate under pressure and can shift quickly as opportunities or problems arise.
The challenge for prospective employees can be daunting. Not only are candidates expected to be both conversant and talented in their chosen field, they are also expected to have the values and work styles (those soft skills) that are compatible with the organization culture and norms. They are also to have skills to survive and thrive in an environment that anticipates, but cannot define, the requirements for a set of new skills and capabilities for future challenges.
The difference from the past is clear. Now hiring managers are specifically looking for people with a set of work style and character qualities that anticipates change as a permanent part of the organization landscape.
In coming to grips with this constant change, all must adopt an attitude of life long learning, remain flexible, accept greater self-reliance and responsibility for work lives, be positive and have courage to weather the turbulence that seems to be so much of work life. It seems this formula, if religiously applied, could enable us to cope and grow. We might lose security, but gain the opportunity for substantial growth and success. It is a tradeoff many would be happy to have. But obviously, many would not.
It is important to note that life-long learning and flexibility mean more than keeping up with the latest technology and methods within your profession. It means also taking a very hard look at the human aspects of work styles, particularly communication, especially verbal communications, listening skills, team versus individual contributions, negotiation skills, the ability to respond, willingness to compromise and other factors.
I have previously noted that taking charge of our careers can open doors to opportunity if we are willing to take the risks and invest the time to acquire all the tools to help us reach our goals. I also understand that we are faced with an environment in which it seems that someone is always moving the goal posts.
Each of us has to look at the search for a job or a career as a job in itself with these new paradigms in mind. Remember, managers do not invent new forms of torture for job applicants. The fact is they are also worried and must hire the best they can to help them meet their goals.
It is a fact of life in our community that industries come and go along with the well paying jobs these provide. In addition, recent news suggests that education and healthcare, two stalwarts on the job front may be subject to a downturn as well. These fields, along with a number of others, may see a permanent decrease in employment as the state struggles to reinvent itself with new areas of growth.
The good news is many have reinvented themselves many times over the years and with the talent and commitment of our workforce betting on the success of our state and especially our community is always a good bet. In fact, I know this personally because my husband has had 5 careers and done well in most (but not all) of them. Reinventing yourself is not complicated, but it does require sharpening job search skills in new ways.
But what should people who feel that a new career is their best option do? How do they get started. There are many professions in which career changers are welcome such as business people who shift to non-profit work and engineers who teach. These are only two examples in which the transition is easier. Experience, valued skills, and employers who appreciate new ideas and fresh perspectives can facilitate the transition. Keeping in contact with my clients convinces me that even in tough times career transition is a viable option.
Each career changer has to recognize the challenges may be significant. There are barriers that must be overcome and it is important to be realistic. Without a track record in a particular job the potential needs to be quite clear. Does this person really have the staying power despite their obvious qualifications? As a result, career changers faced with potential employers who consider these issues have to develop some new strategies to cope.
The most important strategy is a laser-like focus on the industry, organization, and firm. After establishing a new and clear set of career goals, focus on specific companies or organizations that might be the best fit. Network with people who work in that niche. Forget about being open to “other alternatives” (in your communication with others). It should become easily apparent to anyone with whom you communicate regarding opportunities, that you know precisely where you want to go. People like that. When meeting strangers in professional forums, be very specific. Nobody wants to hear that the job seeker is a “people person.”
Don’t try to become an expert in the whole field. Pick specific targets and move ahead aggressively. The supply of family friends and contacts will run out very quickly.
Become familiar with the jargon of the industry. Each profession has its own language and people instantly recognize if your part of the cohort by use of language. In an interview familiarity with the terminology and the firm is essential. If still in the research stage without a knowledge base, it is possible to waste opportunities that might have become available at a later time after significant research and preparation.
In interviews, discuss specifics. Demonstrate how examples of success in the previous career relate to many of the challenges in the new career. The important point is making the interviewer comfortable the candidate has a clear understanding of the major challenges in their industry, product issues, competition, finance challenges. All this information is readily available.
The current economic downturn has upended two groups severely. One is seniors who must now postpone retirement or go back to work due to economic circumstances. The second is older workers who were laid off from firm from which they had expected to retire, and must now re-start the job search process.
The fact is that this is not an easy situation as I see more and more of individuals from these groups. Unfortunately, there is no magic formula. The truth is that the job seeking skills, networking skills and resume writing skills of the past must be dusted, up date and put into action. Other than starting a business, always a viable option, there is no other choice.
We are approaching a time in which an unusually large number of the working population is facing retirement. This group, roughly from 50-65, is a growing community and the challenges they face are also growing as we struggle in this tough economy.
I believe that the post career decision process is only a little different than a career decision for a younger person. Obviously, some can seriously consider only volunteer work, which can be a wonderful option. However, you may be missing that one opportunity that can be very fulfilling, probably less taxing, and a revenue generator as well.
So I suggest developing a job search strategy or even a new career strategy much like those younger people need, but with a twist. Before you even start thinking about what kind of work you want to do, the first step is taking a carefully thought out skills and values inventory.
I am continually astonished at the creativity and innovative thinking people apply to the transfer of their skills into seemingly totally unrelated areas. For example, if you have the ability to communicate across multiple disciplines effectively, and can combine that with good organization capabilities, the application of this combination is extremely powerful. It is also relevant in as broad an application as your imagination can take you.
Just think about the people we have encountered who are very smart and know a lot but just cannot seem to get to closure on anything. They just can’t get things done. Compare that with the results oriented, make it happen types.
The point is: If you think about all your accomplishments, and from those accomplishments derive those skills and abilities critical to their achievement, a very long list will emerge. I purposely use both the words skill and ability, even though they are largely synonymous, because I want you to also think about those innate characteristics, those qualities that go beyond specific skills. A certain charisma, being comfortable in high-pressure situations, empathy for opposing views, cross-cultural sensitivities are examples of abilities (sometimes referred to as soft skills) that can contribute substantively to success and should not be overlooked.
The next category involves values. The sad fact is too many of us spent years, even decades in work that was not very fulfilling. I am a grandmother speaking to my own generation, so I know that we grew up in a get an education, get a job, get married, have kids, etc. world. This type of life configuration was very restrictive for many. It was often characterized by an aversion to risk-taking, societal and family values that encouraged stability, and an economic climate that promised security. Remember those days? So we made compromises and for many that meant employment that was too much work and not enough fulfillment. All that can change now.
A values inventory is as important as an understanding of skills and abilities. If you put the two lists together, what ought to emerge is a pretty good idea of the relative attraction of opportunities you encounter or pursue. If you really understand your skills, abilities and values you can begin to make decisions about the next steps. Many opt for volunteer work, while others simply want to be in a busy environment where interacting with people is the most important factor. Many are attracted to the opportunity to turn a hobby into employment or even a small or home-based business. Others need to make money as a measure of validation, not necessarily for economic necessity.
Now comes the hard part, and the point in which the strategies for retirees seeking a new direction and those for younger people converge. The senior has the luxury of eliminating many options a younger person would have to consider. Travel would be an example. Nevertheless, the decision to move forward involves all the strategies in which job seekers and career changers engage. That means networking, research, and developing a set of tools such as a resume. It means calling prospects and taking interviews. The environment is a little different but the tactics are much the same.
This Month’s issue of the Atlantic has as a lead story “How a new jobless era will transform America.” I highly recommend it. I generally take these doom and gloom stories with the proverbial “grain of salt”. Unfortunately there is a section entitled “the recession and America’s youth” that resonates with me.
There is a phenomenon that I have observed with my 20’s and 30’s clients that has raised alarm bells. As the article points out, and as I have observed, many young adults do not have the proper perspective or temperament to deal with the circumstances of this recession. The problem stems from the fact that too many young people have very high material expectations, but also expect that jobs and careers tailored to their lifestyles will be readily available if they just wait. Based on a lifetime of esteem building by loving parents, these young people have enormous expectations with little appreciation of the hard work needed to achieve those expectations.
Why is this a problem now? In the 90’s with enormous economic growth, explosion of new business formations and ready capital, the jobs were available, the young people in demand, and expectations were largely met. Yet even in those years I encountered many who had the tools and the expectations, but not the motivation, and failed to find satisfying careers. The number of young people I am now seeing has greatly accelerated during this decade and I fear that it will get much worse.
An associate professor of psychology, Jean Twenge is quoted extensively in the article. She noted that self-esteem in teenagers began rising sharply in the 80’s and 90’s and continues to this day. Earnings expectations were high, much higher than the reality, in fact as much as 3 times higher. But the confidence and individualism they gained as young people may not benefit them in adulthood because “self-esteem without basis encourages laziness rather than hard work”. Her research suggested that the “ability to persevere and keep going is a much better predictor of life outcomes than self-esteem. She concluded by observing that too many young people have a sense of entitlement. They expect other people to figure out things for them.
So what does this all mean and how is today different? The current economic climate, which some believe will persist for a long time, is particularly challenging. A sense of entitlement and a structured childhood reduces independence and entrepreneurialism in a harsh economic environment that calls for perseverance, adaptability, humility and risk taking.
Another researcher concluded “Trained throughout childhood to disconnect performance from reward, and told repeatedly that they are destined for great things, many are quick to place blame elsewhere when something goes wrong. They are inclined to believe that bad situations will sort themselves out, or will be sorted out by parents or other helpers.”
The article concludes that because so many were not integrated into the work force in any meaningful way prior to the recession, the outlook is very poor. It means that large numbers of people in their 20s and 30s entered the recession with many of the characteristics that contribute to joblessness. For this group, without remedial action, the future is bleak.
This is a problem that I am seeing with increasing frequency. Parents have to understand that once their children become adults they have to be treated like adults with all that implies relative to personal ambition and hard work. Of course, for young adults the process is more difficult because in many cases neither parents nor their schooling adequately prepared them for the world of work, a world far more competitive and demanding now.
In the past I have addressed the issues of “digital dirt” and how cautious candidates must be in ensuring that their “cyber-reputations” are scrubbed clean. Hiring in the Internet age also means applicants can discover more about an organization and its employment history than hiring managers would like.
A recent article in the Chronicles of Higher Education pointed out that some education institutions have lost some control of the search process now that once-private information is available publicly to potential employees. An aggressive online search can uncover negatives that may keep qualified candidates from accepting interviews. This is also relevant to businesses and non-profits. Candidates seeking employment can now research organizations to an unprecedented depth finding a plethora of information that can raise concerns when submitting a resume or scheduling an interview.
The penchant for people to post comments on the web can reveal staff conflicts, company disarray, questionable dismissals, bad management judgment and a host of other issues. However, that fact that the information is posted on the Internet does not even mean that what is written is accurate or even truthful. However, it does mean that adverse information should be investigated, even carefully questioned in the interview if the nature of the information is both relevant and substantive. How the information is used is up to the interviewee. In addition, postings by disgruntled employees who were released for cause may be totally false.
It has become common for firms to use search engines to uncover information about applicants that hiring managers should not be surprised that their own names are being Googled by applicants. What can be discovered about a department or a company is often embarrassing to the company and a real turnoff to job seekers.
Another “red flag” could be the discovery that the same position has been posted many times within a very short period. That time of information bears investigation. Chat rooms on professional online networks could provide more detailed information.
Many Web sites contain outdated information that may be misleading to candidates. Employers in these tough economic times need to be even more devoted to maintaining an updated Web presence in order to attract experienced applicants. Even though the market is flooded with job seekers, the most desirable candidates are using the Internet to discern where they want to apply, and firms should strengthen their sites to attract the top candidates.
Some sites today end up raising more questions than answers. The problem for the aggressive applicant becomes knowing how to handle online discoveries. Do you raise the issue, point-blank, taking a chance that it may be offended and not hire you? And if so, when is the right time to do that? Should you mention it on the phone to save everyone the trouble, or wait for the in-person interview to spring your question on the hiring manager or HR?
As uncertainty in our economy increases, trade and business journals, blogs, career-related websites and a host of publications are filled with advice (mostly good) about how to survive a downturn. I am certainly doing my bit looking for and writing about tips and strategies.
Much of it is from my own experience, but recruiters, HR professionals, my colleagues and others contribute to an ever expanding knowledge base that we all freely share.
The challenge for the career counselor is distilling this mountain of advice with clients in a way that provides good direction and has personal relevance that can lead to a plan of action. Generally, if the client is candid and most are, we can help.
Unfortunately, there is one area in which some clients tend to be less forthcoming.
Working with the client to develop the plan, the tools and the skills is necessary, but it is not sufficient.
Obviously, coming to a career counselor reflects a degree of motivation. Yet even after that commitment, and after building a good career or job search strategy, many hold back. Despite a solid plan, access to those tools and resources, strong encouragement and even economic necessity, some still hold back.
I have been thinking about this because an economic downturn creates more competition for fewer openings, necessitating an even greater commitment than in good times. Especially for those in industries particularly hard hit, where a career change is a strong option and vigorous action is essential, some pause, when they ought to be driving forward vigorously.
It is so very easy to get discouraged. I have two clients in real estate who work for different firms. Both have done very well over the years and seem to be equally qualified, talented and knowledgeable. One, Jack, is still doing well, but acknowledges the increasing difficulty in making quota. He is actively looking at alternatives. The other, Bill, is very depressed.
For him business is a disaster and he has no idea what he should do.
When I suggested to Bill that he put together a plan of action that includes a variety of options, he hesitated. My advice is not welcomed, and he spends a lot of time worrying and complaining. To me, his problem is a lack of motivation. Bill is sure (he hopes) if he hangs on everything will turn around.
So as a counselor I am faced with a problem. I meet with these clients, arm them with all the key elements they need to succeed, and yet they have essentially given up.
Fortunately, this is a relatively small number, but the circumstances of the times is creating additional pressure. Recruiters and HR managers echo this problem.
Too many candidates for positions communicate an attitude of desperation, rather than the upbeat, optimistic enthusiasm critical to a successful interview.
In previous articles I have discussed this issue of personal motivation. Action does not necessarily translate into immediate success. When those with whom you meet understand the pressures, but see how you pursue goals with vigor and determination it can generate a mood of optimism and support. By the same token, when the effort is clearly not there, it is both obvious and depressing for you as well as those around you.
Reluctance to move forward can inevitably result in lost opportunities and procrastination should not be confused with planning. It is true that some are very deliberate, approaching a job search much as they would a work project.< Careful planning, identifying resources, lengthy research and other steps may be normal and natural. Comparing that to people who have a more immediate and aggressive approach does not imply procrastination, as long as you set reasonable deadlines and meet those deadlines.
Even taking time off to think and get your inspiration back is fine. But let us be honest. We know our degree of motivation. We know the difference between planning and wasting time.
There is also no doubt when others are dictating your course of action or inaction, you are putting your worst foot forward. Only you have the information and background and motivation to communicate your professional, organizational and personal qualifications. No matter how well meaning others may be, they do not have the self-interest you have. The decision to move forward comes from within. It draws strength and direction from you and you alone.
A lack of motivation is often manifested in the hope that all will turn out well, so wait it out. In fact, that may happen. The problem is if there is no insurance policy that prepares for the worst, the worst may happen. That may be Bill’s fate as well.
Despite the difficulties of today’s job market the fact remains organizations are continuing to hire.In addition, recent government statistics show that college graduates still command the lowest unemployment rate among all demographics, although the number is still historically high.
So, the good news is that jobs are out there.The bad news is that except for a few specialties the opportunities are fewer, the competition is greater, and the locations may require a major move.And finally, that dream job may not be available at all, requiring significant compromise.In fact, even public service jobs, such as AmericaCorp, are massively oversubscribed with applicants.So what should a new grad do?
One option is an internship. I well understand that a realistic appraisal of personal or family economic conditions may preclude any alternative to finding a full time paid position.But for many, especially young people who can live at home and/or combine a part-time job with an internship, this may be a short-term viable option.
An internship is a wonderful opportunity to work in an area that has relevance to your career aspirations.It is also a relatively low-risk way to really test your goals, especially if the internship offers some meaningful access to the organization and its challenges. In fact many internships do enable an ambitious graduate with clear career goals to test whether these goals make sense.It is not exactly the same as having real responsibility and being tested in the crucible of budgets, sales quotas, customer deadlines, profit and loss metrics, and project deadlines, but it does provide access to those who do.
An internship is an excellent way to become familiar with the business, cultural and work demands of a going enterprise.It provides an opportunity to start a network, a critical resource in the job search.An internship also enables access to resources for learning, particularly if the position is an assistant to a senior manager.
The search for an internship requires skills similar to the job search.They include:
Clearly articulating the type of internships most suitable to your career goals.
Researching those organizations that might be both a good fit and provide the right type of learning environment.
Identifying resources to help explore options, research opportunities, and examine alternatives.
Developing marketing material to promote yourself successfully such as a resume, cover letter and a portfolio
Building a strategy that points in the right direction with an action plan that supports those goals that include intensive networking.
Sharpening interviewing skills and learning how to prepare for that crucial interview with research, responding to those challenging questions, and creating that strong positive impression.
School and other resources can be invaluable such as the career services office, networking opportunities with staff, career fairs, company websites and, of course, family connections.
One underutilized, but highly effective tool is a well crafted portfolio of achievements, awards, letters of recommendation, notable events (sports, academic, volunteer work), hobbies and artifacts that represent the best of your accomplishments.
You can use it to highlight your work and academic experience in a way that helps both you and the interviewer follow your achievements as you have grown.When you create the portfolio, you have to take a very hard look at yourself and pull out all your accomplishments and attributes.
When you present yourself to prospective employers you start off with a blank slate. The challenge is presenting a positive, believable and accurate picture of yourself that has substance and credibility.A portfolio provides a comprehensive record of accomplishments and adds credibility.Many people never take the time to thoroughly examine themselves, but knowing who you are can help you establish yourself with an interviewer to achieve goals.In fact, you can learn a lot about yourself going through the exercise of gathering all the artifacts and information for the portfolio.
Portfolios are now being developed for cyberspace as well.
Some refer to these portfolios as personal websites or Career Web Portfolio.These portfolios are much simpler than the full portfolio, but still gives the job seeker a very powerful tool to get in front of the interviewer in a visual manner.
Internships are not for everyone.But the right internship can be a genuine start in the right direction for a fulfilling career.
There is a popular misconception that the holiday season is an inappropriate time to go job hunting with prudence dictating that the job search be suspended until after the holidays.The holidays are just around the corner and if you are looking for a new position it can be an uncomfortable time of year, if you do not know how to handle it.However, it can be a great opportunity if handled well, as I discovered.
Two recent consulting reports questioned this view regarding taking the holidays off, so I decided to ask a few HR managers.
What they told me was a surprise although quite logical. Unemployment may be rising, but companies are still hiring and recruiters are still recruiting. Although December is a month of holidays, it is still an excellent month to look for and find a job.
They told me that recruiter commissions increase as the year progresses.They receive more from their companies on contracts that close at the end of the year, so it makes sense for them to get their candidates hired in December rather than in January (I have no idea why).Many managers and internal recruiters feel pressure to hire now for budgetary reasons — they have the money now but future dollars are uncertainty.
In some cases, managers may have spent this year’s budget but know that as of January 1, they have more funds available.They want to make an offer that includes a January 2nd hire date.
It is also true that people tend to give notice just before the holidays, use their vacation time to get through the holidays, and then start their job hunt in January.This opens up additional opportunities.Executives and senior managers are often easier to reach and in a better mood during the holidays so may be more willing to speak with you informally.
The fact is networking is easier during the holidays.Here is a perfectly legitimate reason for connecting and re-connecting with all of the folks on your holiday list, and to use your contact list to meet new people.This is a great time to update them on what is happening with you both personally and professionally.Competition is reduced because so many job hunters drop out during the holidays, dramatically reducing your competition.
Finally, the main reason to keep your job search active during the holidays is staying active in December gives you a head start on all of the January openings.There is nothing more depressing than having to restart your job search from scratch after the New Year.
Attend as many holiday events as you can during the next five weeks.
When else can you meet so many new people who can potentially contribute to your job search in such a short period of time? Anticipate the kind of questions you are likely to be asked at these events and develop a strategy for dealing with them.
You want to appear relaxed, friendly, interesting and interested.
Draft a warm, personal holiday networking letter to everyone in your network.At this time of year people often expect you to be in touch so do not disappoint them.Include a seasonal greeting, a brief update on your job or career, your intention for the future, and a request for suggestions or referrals.
If you are planning to attend holiday events, and you should treat it them as serious networking.Since you get only one chance to make a first impression with new introductions, plan your networking as though it were an interview.Preparation generally means five golden rules:Know the group/company with which you are engaging; do some research into any openings; know how your skills, experience and accomplishments fit the organization; know why you are qualified; and know why this firm has unique qualities, values or culture that make it a particularly good fit for you.
Develop and rehearse a short pitch.Make it simple and interesting.It should invite questions and make people want to talk with you. Finally, skip the alcoholic beverages.If you appear out-of-control, you will be remembered for all the wrong reasons and will never be recommended for anything.
Do not put your job search on the back burner during the holidays.You never know who might show up at your next networking event.
As companies downsize, because of either internal difficulties or an economic downturn, it seems that older workers, who are usually more highly paid, bear the brunt.This is naturally very unsettling and I should know, because my husband lost his job at age 54 after 25 years with the same firm.This situation is unfortunately a fact of life and a reality in the workplace. Companies in trouble must reduce costs and years of loyal service no longer count as it once did. Management changes, buyouts, mergers as well as the economy seem to inevitably mean that for older workers it is first in, first out.
Jack Chapman, a career and employment guru, and a valued colleague, has taken a look at this situation and I felt that his thoughts might be helpful.
According to Jack, many firms are now concluding that a purge of older workers is often recognized as a big mistake.Years of loyal service also means years of valuable experience.While less expensive, inexperienced employees bring short term savings, the loss of industry experience frequently results in mistakes, sometimes serious mistakes.
In addition, inexperienced employees may also miss business opportunities.As a result many companies are reevaluating their personnel policies and are beginning to adopt more enlightened policies.The extent to which this is happing is speculation, but the message is clear: do not give up.
A good first step on the job hunt concerns the importance of a comprehensive self assessment.In depth understanding of skills, values, interests and contributions represent an important foundation to moving forward.I well understand after years not having to look for work tends to dull the need for this type of introspection.Nevertheless, an honest self-evaluation, combined with a set of action, results oriented accomplishment stories is a good first step.People all too often discount the important contributions that have made a real difference.Many also tend to downplay their skills.A job search is no time for either.
Let me also suggest that older workers have hidden resources, a large network, insight into likely opportunities and communication skills.The fact is many of my older clients who have been downsized, have reconfigured their careers and taken full advantage of their savvy to successfully land solid positions.The main message is networking must be pursued with common sense and confidence.
Simply handing out resumes will not do the trick.It is far more important to make a strong impression to gain visibility in your field and recognition for your talents and accomplishments.
Jack also points out the importance of an effective sales pitch.And there are some key points to consider.
Younger people do have a tendency to move on more quickly.Therefore, it is important to emphasize the stability and longer term opportunity that you bring to a prospective employer.Emphasize the importance of industry knowledge, contacts in the field and ability to get up and running very quickly.Review your experience with solid examples of decisive responses to crisis (all older workers have a few). Demonstrate with concrete examples how you made a difference and how that type of commitment can be valuable to a new employer.
Make a realistic appraisal of your value in the marketplace.That means it is equally important to neither under value nor over value what you offer.Humility wins no points and if you low ball your worth in an effort to gain the position, be assured that the hiring manager will low ball your worth as well.
Acceptance of the idea of pay below market suggests a loss of confidence with all the attendant impact on the ego and a willingness to make a sacrifice before being challenged to do so.
It is naïve to believe that an employer will offer a market rate if you deliver a message that says money is not important or suggest that salary is negotiable below the market rate prior to an offer. Research salary levels, find a realistic value and stand up for your true worth.Remember, if you find the right employer who values your experience and needs your maturity, they will offer a fair rate.
Finally, don’t get discouraged.Think about when you were starting out.For many of us we started out with no job, no experience, often with few prospects, a lot of hope and not much money, and for some, with serious personal responsibilities.
In the last few articles I have discussed elements of our current economic situation and counseled preparation and action, even as a defensive measure.
More than ever I believe that a prudent job insurance policy involves preparation for the worst.This week I would like to summarize some of those qualities and actions I believe are essential to a plan.
This assumes that you have taken the time and trouble to research targets, have a clear idea where you want to go, and have created a plan that logically builds on your values, skills and ambitions.
In these pages I have repeated the importance of establishing a clear direction.Even if that means a lengthy exploratory search, in the end establishing that proper direction will bring enormous benefits in saved time, effort and frustration.
Ignoring the network is common with people who are working.We all know building a network as a component of the job hunt is essential.I also know it can become tiresome.
Nevertheless, many do not understand that job hunters who consciously build long term relationships while looking for immediate leads are valuable to organizations.Despite short term economic risks, successful growing companies are always on the prowl for talent. Employees are encouraged to get involved outside their organization.That means a large active network could decrease the time between jobs because a prospect with a large network is just more valuable.
Equally important is self-esteem.I used to be amazed at how so many job seekers devalue themselves.They minimize their contributions to their employers and often view their skills too modestly.
Everyone worries about competence, but many do not take the time to adequately value themselves. As a result, they present themselves in a manner that devalues them.The key is not to exhibit too much self-esteem, not too little.
Rather, get in touch with who you are and feel confident about your accomplishments.Project the right amount of self-esteem. That means do not take an interviews or negotiate when you are feeling out of control or desperate.Reschedule, put someone on hold, take a deep breath.Even do this on the job.
However, I believe that the best lesson is learning how to project self-esteem rather than wait until you feel empowered.We all must be ready to seize opportunities.
Whether on a job search or at work fact is people, especially recruiters, respect those who want to “get on with it” rather than have to deal with people who communicate too much humility or are pessimistic and dispirited.Of course this is also true in the job.In a competitive environment, especially when cost cutting is in the offing, focused energy toward meaningful goals and positive results can be crucial in gaining that competitive edge in a downturn.
One of my biggest challenges is working with people who are too preoccupied with discussions about the economy, the country and life in general.That degree of negativism is a killer in any job search.
Turning attention like a laser back on to the client is essential to getting back on track.I try to explain that no company is interested in importing pessimism when a positive “can do” attitude is often the difference between success and failure in the organization.Clients understand, but for many it is not easy.
Every job search requires follow up, relentless follow up.
But the fact is too much weight is given to this.And, I believe that is too often just an excuse for doing nothing. One key failing of most job hunters is they do not follow up often enough or long enough.If you have value to offer and you offer that value in a professional, polite, yet persistent manner, that assertiveness will be frequently appreciated.
Occasionally, a job hunter will tell me that they often feel exploited at interviews.The interviewer seems too anxious to ask complex questions regarding company problems, and the candidate feels used.My view is that attitude is totally misplaced.The interviewer may be simply testing the job hunters approach, reasoning skills or other factor.The fact is answering complex questions openly and honestly is not going to solve the company’s problems.But, a carefully reasoned response where you can demonstrate a value proposition, creative problem solving, and forward thinking offered thoughtfully and constructively, might land you a job.
