Dispelling the Myth About Resumes: It’s Not Just to Get Your Foot in the Door
Years ago, we created “catchy” resumes, using sophisticated language, printing them on colored paper or even having them delivered by singing messengers to get the attention of the decision maker. Life, work and the pursuit of employment have changed since then. When sent in response to a job announcement, the chance of a resume directly reaching the decision maker without going through a screening process is slim to none. “Catchy” has been replaced with “targeted” and “to the point”. People spend many hours trying to break the recruiter’s or human resource specialist’s code to determine what will catch their eye. It seems the real value a resume offers to a candidate may get overlooked in the process of becoming “catchy” or “cute” or packed with “key words”.
An article on resumes recently hit my inbox. It started with: “The purpose of a resume is to land an interview. Nothing more, nothing less.” I couldn’t disagree more. Resumes serve a greater purpose than “getting your foot in the door”. A carefully composed resume will not only nail each requirement stated in the job announcement, it will encompass the unpublished information learned through networking or conducting informational interviews. The process of researching and collecting the appropriate data for your resume does more than catch someone’s eye. It is one of the most important steps in preparing you for an interview. After all, getting in the door is not your final goal. Getting the offer is.
It has been said that a crafty, eye-catching resume is all that is needed to get your foot in the door for an interview. That may be so. Then what? How many times have you heard of a person having interview after interview, but never receives any offers? There is likely to be a good reason for that, and there is a good chance it can be tracked all the way back to their resume.
Candidates have learned how to effectively include the correct key words to catch an electronic or human eye. It is a very likely reality that whether it is a machine or a person hired to screen resumes, the screener may not know or understand the intent of the words or their relevance to the person’s experience and abilities. In an age where technology often does the selection process, it is quite likely that key words identified in a resume draw a candidate into the screening process, and in fact, may propel them all the way to a face-to-face interview. It is at that point their bluff is called, and the momentum dies. What is missing in this scenario is the ability for those candidates to apply the key words in any meaningful way once they have actually begun the interview.
One of the greater purposes of a well-crafted resume is more for the benefit of the candidate, rather than the employer. If a candidate has selected language that is used by the employer, and included specific examples of accomplishments that are relevant to the employer’s needs, there is a far greater chance the candidate will be able to use this information to their advantage during an interview. If the candidate has thoughtfully considered each piece of information included in the resume, and qualified and quantified their examples, then they most certainly have done the hardest part of the preparation required to succeed in the interview. Without completing the connections between their experiences and the employer’s needs long in advance of the interview, their ability to present that information in a meaningful way and effectively lead the employer directly to those same conclusions during an interview is vastly limited. By using only relevant examples of experience, being very clear about why they have been selected for inclusion in the resume, a candidate has built the framework for the impending conversation. The candidate, not the employer, in essence, can control the conversation. The resume is used as the “agenda” or a “cheat sheet’ for the candidate.
A well-constructed resume will include qualified and quantified information spoken in plain language that is relevant to the industry, and easy enough to understand by the lowest level screener. You must pass “go” before you move to the next level. Beyond being clear, the information provided is also an opportunity to begin building your value. Never assume that past titles or general statements will imply value, or secure a whopping salary.
Concrete, relevant examples of your work will help lay the groundwork for more extensive conversations in the interview. It will also serve as reference for the human resource representative, recruiter or decision maker at a later date when they are tasked with presenting you with an offer. Beyond using a resume as a focus point for an interview, it is also the first documentation required in establishing a candidate’s worth to the employer, and a key ingredient in an effective negotiation. Many companies have steps or grades in their salary ranges, and the human resource department determines the actual level a candidate is hired in at rather than the hiring manager. A carefully designed resume establishes proof for requesting a higher level when it is time to negotiate salary. By responding to each point identified in a detailed job announcement created by the employer, the candidate is able to clearly identify examples of their experience that support a higher level in the pay scale. By outlining clear, specific information that is directly relevant to their needs, you have begun the groundwork for a negotiation for compensation that is in the top of their pay range, or even beyond.
It is with careful planning and listening, that a candidate can parlay the information presented in the resume into answers to tough interview questions, and ultimately into evidence of why they should be at the high end of a pay scale. Without proof, reassurance, and facts, a request for negotiating more compensation is a long shot. By providing evidence from start to finish, a candidate is far more likely to negotiate a greater offer. Your request will be based on the market conditions, the company’s needs and how well you fit them, supported by factual evidence. In this market, high salaries are not effectively negotiated just because a candidate “looks good” or was able to “schmooze” his/her way through an interview. Employers rely on evidence that you will be worth what you are asking. That value begins to build the moment they read your resume.
How well is your resume working for you?
Networking Etiquette 2
Many times I hear from people who have responded to a request for information from someone in their network never acknowledged the info or did not follow up with the information once it was provided.
If you are not receiving the results/responses you had hoped for through your networking efforts, there may be a good reason for it. Here are some simple reminders regarding “networking courtesy” when provided with a lead or when someone shares information with you. (This goes for candidates seeking job leads and employers seeking candidates!)
Copy the referring party. Remember to copy the person that directed you to the lead on your correspondence with the new contact. It is courteous to include them to show that you followed up, but may also help prod the referral into action when they recognize the referring party’s name.
Use background information when crafting your response. Make sure you have considered the resource carefully and prepared your questions well. If the original contact has provided you with inside information, take the time to note it and reference it. Using this information shows the new contact you have paid attention and are interested in them, and is also a sign of respect.
Ask questions that can be easily understood. Use open-ended sentences, i.e: “Please describe”, “please tell me about”, “how would you….” and be specific in what you are asking. “Please tell me about your industry” is too vague. “Please tell me what you like most about your industry” is more specific.
A thank you go a long way. Thank anyone that has taken time to help you by providing information of any kind. A personal note on a thank you card is appropriate when someone actually meets with you in person.
Stay in touch with your new contacts and let them know you are thinking of them. Send an article of interest, or even simply update them on your progress.
If you are serious about developing relationships, you will incorporate these actions with your networking. Otherwise, you may run the risk of presenting yourself as a self-absorbed opportunist that is only out for what you need at the time.
How have you shown sincerity and appreciation to a new networking contact?
What’s Going on Out There?
It’s been a while since I have written a blog. It hasn’t been intentional, as I have had many ideas surface. But the thoughts get sucked away as soon as I get buried again. The business of getting people to work requires immediate attention, and the blog goes to the back burner. When I finally was able to stick with my plan for writing the blog today, I realized I couldn’t recall every idea that had surfaced over the past few weeks, but there was a thread or theme for much of what has been going. So I am going to tackle that and hope I cover everything.
First, the most important news to share is that there are jobs out there. Yes, there is work that needs to get done and organizations needing someone to do it. There is also work that has yet to be completely defined, but the need is there. Each day I am inundated with announcements, either directly or through the many lists I am subscribed to. (By the way, I don’t mean Monster or Career Builder announcements. I am referring to specific industry related postings from local professionals regarding local jobs.) On any given day, I receive one or two postings that are exact fits for one of my clients. It’s been happening with greater intensity this month.
You may be asking, what that means to you? It means it is necessary to seize opportunities the minute they surface. Sometimes, following up within a few hours may even be too late. So, what are we doing to make things happen?
We hurry up and tailor a resume, design a strategy for how to present it and prepare an introduction to get the ball rolling, sometimes within two hours of learning about an opening. We carefully think through what the opportunity means and what it can lead to. Then we begin preparing for the interview, set a time for debriefing the interview and plan for following up with the employer. Snap. Offer extended, compensation negotiated. Snap. It really isn’t rocket science, and it is amazing how predictable it can be. It is also pretty amazing how delays, lack of preparation, or outright blunders in the interview make all the difference between winning or not.
Here are the basic themes consistently connecting the winners from the less fortunate: (and by the way, none of this is new.. you just have to do it!)
Get busy. There does seem to be some level of entitlement permeating the attitudes and actions (or lack of) by many people in job search mode. Whatever you were doing is in the past, and you are only going to be measured by what you can offer now. No one is going to be beating a path to your door while you are out jet skiing and rollerblading, if you haven’t laid some ground work. An effective job search requires dedication, consistency, and yes, some work. It also requires a concentration on building fruitful relationships that take time to develop. Tagging new contacts doesn’t lead to a job.
Check yourself. How are you presenting yourself to others? Are you acting like you are ready for work? Are you someone people would be proud to refer? Are you demonstrating your skills, reliability, and integrity in everything you do? Are you contributing anywhere or are you known for being on the receiving end of relationships? Are you acting like you are doing what it takes to get to work or are you acting like you are expecting others to do it for you? (Think about it: would you feel comfortable referring someone you don’t know or don’t trust?)
Target your search. Stop chasing job announcements. Get out of reaction mode and start proactively researching and identifying target companies. Learn about them from top to bottom, inside out before you find yourself needing to respond to a posting. Optimally, you will get in ahead of when a need is publicized with a job description. But if you cannot, then it is much more efficient to have researched the company and all the players in advance of responding to a posting.
Get your act together. Your ‘master’ resume should be ready for editing at a drop of a pin. There is simply no excuse for not having downloaded the info you need for an effective, tailored resume before it is called for. Get it out of your head. Develop it as you research and discover points you hadn’t thought of. It should be ready and available to copy and paste into a tightly crafted resume to suit every position. This process might take an hour, but having to do it from scratch can take 4 hours or more.
Prepare for the interviews. Let’s return to the notion of entitlement. Nothing is a given. A winning smile and an inflated resume are not going to cover for you when you are asked the tough questions. Proceed with confidence, not arrogance. Don’t get me wrong – saying there is work out there doesn’t mean you will have access to it, unless you are prepared and highly competitive.
Follow up. If you are interviewing, then it is important to be prepared to follow up within 24 hours. The longer you wait to send a thank you, the less impact it has. Make sure to set touch back times so you can follow up to learn about the status of the process. Don’t be left hanging because you failed to confirm a follow up date.
Money isn’t everything. Be cognizant of what the value of the role you are currently interviewing for could be to you to your future. Your next position may seem like it is for survival, but it also needs to be about positioning. The economy may flatten this year, but jobs are not expected to increase for at least another year. It is better to be in the game than on the bench, but you need to be in the right playing field, headed in the right direction.
Take control of your future. Know what you need out of this role, and where you expect to take it. Tough times mean growth isn’t going to happen overnight. Plan out what needs to happen next. Set goals. Work the plan. Work on developing long term relationships from your new role, not just contacts. This situation could lead you to where you want to be two to three years down the road when the market is anticipated to be in better shape. But the bus can’t get there without a driver.
If you have worked these objectives, it would be great to hear where you are now. If you have had difficulty, then please share where you have gotten stuck.
Is Your B.S. Meter Working?
Recently, one of my clients shared his frustration with the game that is played between candidates, H.R., recruiters, and hiring managers when sharing information (or not) about the status of a role or actual qualifications needed. The conversation then expanded to include his interactions with fellow job seekers that may embellish their skills or exaggerate their experiences. In fact, he asked me to offer a workshop to teach people how to better determine when people are not being forthcoming or simply not telling the truth, as in, “How to Train Your B.S. Meter”.
Since I am not a licensed psychotherapist, nor do I have qualifications that remotely speak to why human behavior is the way it is, I thought a workshop would be overstepping my area of expertise. Most of my work however, does involve counseling people on how to deal with the ambiguities and inconsistencies found in the work place each and every day. Personally, having served for years as a hiring manager for businesses, a manager of two staffing services, and now as a career coach for over 12 years, one might say that I have developed heightened radar when it comes to believing (or not) the stories candidates tell, or accepting (or not) the reasons given by hiring managers for making decisions.
The bottom line here is that we all have to deal with these communication issues, whether we understand them or not. There are some specific behaviors I have observed that more or less serve as barometers that can indicate when things are different than they seem on the surface.
The following examples are not all inclusive, nor are they intended to be absolute facts; they simply are the indicators that show me something is a little off. In essence, the things that set off my B.S. Meter.
Candidates
Dedication: When a candidate tells me they rise at 7:00 AM every day, but their first email response arrives at 11:00 each day. Or, they are really, really tan and have said they have been working at the library for 8 hours each day.
Motivation: When they come up with more reasons for not applying for positions, than they seek out opportunities they can apply for. Or, when they are taking 3-day ski-weekends, but say they are broke and desperate for a job. Or, when they can’t go to an interview because they have to get their nails done or their dog groomed. (See dedication.)
Experience: When a candidate refers to themselves as having a specific level of expertise, or implies they have had a specific level of authority, and it is discovered that they either just completed a degree so their intention is to have that role, or their past experience reveals that they actually held a higher role for no more than a few months. Or, the V.P. role they held was for a start up that immediately went under. (Some people may remember this common occurrence from post dot com days.) Or, when asked about details from work done within the last 5 years, are unable to remember any level of detail at all.
Project Management: When a candidate says they have strong project management skills, but consistently misses deadlines or waits until the last possible minute to accomplish tasks. Or, when they have no idea what the status is on any of the irons they have (had?) in the fire. Or, when they make many, many promises, and fulfill none. Or, when candidates are unable to commit to activities that are beyond two days away or arrive on time for the ones they have committed to.
Competence: When people state they have held highly responsible, complex or detail filled positions, but cannot follow simple directions related to applications, submissions, and appropriate follow up, and may also have extremely poor writing skills.
Excuses: When I am told the same exact excuse in detail that I was told the preceding week when something else didn’t happen when it should have. I.E., the refrigerator repairman was here all day (but wasn’t that last Thursday?), or perhaps they are going to their grandmother’s funeral for the 3rd time. Truly- when the list of excuses out numbers the solutions they may produce.
Hiring Managers or Recruiters
Dedication: When they are on vacation more frequently than they are at work during a time when they have stated that everyone in the company is working overtime, with less staff to accomplish more.
Motivation: When every candidate they speak with has something ‘not quite right’, but they can’t put their finger on it. Or when it appears they are stroking a candidate’s ego, because there are no concrete actions to back up the words, or no follow through in regard to promises made.
Experience: When they are unable to understand/identify very obvious points about a person’s background, i.e: asking why someone in IT may have been unemployed in 2002, or why someone left Washington Mutual in 2008. (O.k., I know they just want to hear the story, but believe me, some actually ask the question and act surprised at the answers!) Or when they interview candidates that someone familiar with the industry would clearly see is not qualified for a specific role. They not only end up wasting everyone’s time, but have built up false confidence for the candidate, which often fuels their continued interest in roles they will continue to be uncompetitive for. (See “Competence”)
Project Management: When they are unable to reply to an email or return a call, or they continue to set time lines that are overlooked or unmet. I.e., a candidate’s calls/emails are not returned when both are in the middle of the interview process. Or,when candidates are actually stood up when scheduled for an interview. Or, when they put out a request for candidates, but never acknowledge referrals that are sent to them. (See “Excuses”)
Competence: When they continue to hide behind rules because they can’t articulate any reason for their actions. Or, when they clearly do not understand the mission of the role they are trying to fill, or show no evidence of understanding the company’s mission, for that matter.
Excuses: They are “too busy”. “I need to let the process follow its course for consistency and equitability”. “Processes are followed to ensure fairness.” “We are having system problems.” (See “Dedication”)
You might be asking yourself, “What does this have to do with my job search?” In pretty simple terms, unless your B.S. Meter is on, you are going to find yourself wasting time going down roads that don’t pan out or trying to help people that are only wasting their own time. Or, you might find yourself taking it personally when a hiring manager strings you along. In any of these cases, it takes your eyes off the ball, takes a little more wind out of your sails. It is important to stay on course, and not let the inconsistencies and ambiguities you encounter keep you from ending up where you need to be.
The second half of that is, other people’s B.S. meters may be on high, while yours is on low. If you are exhibiting behaviors anything like those described above, then they could be visible enough to others to make them think twice about recommending you. In which case, perhaps your meter needs a tune up or you need to stop BS-ing.
The key here is to ask questions, get firm commitments, and respond to what you see, not what has been said. Actions speak louder than words.
Add your experiences or examples of inconsistencies you have encountered of your own, with fellow job seekers or with recruiters/hiring managers that took you off course. What did you do about it?
Timing
Timing is everything. Each day I receive scores of job announcements through the various professional association lists I am subscribed to. We may read news about the economy reporting things to the contrary, but there are jobs out there- lots of them. Problem is, there are still more people available to fill the good ones than there are great opportunities.
What does that mean for you? It means the early bird catches the worm. Make hay while the sun shines. Get busy. Whatever you need to hear to get up and get going the minute you receive a lead or a job posting, because chances are, 100 people already have. A delay of 24, 48, or 72 hours could be the difference between your being noticed and not. Oh, and by the way- just because a job posting has an “open until” date indicated, does not mean it really will be open that long in all cases. There is nothing stopping many employers from reviewing the first 100 applicants, finding 10 great ones, and saying “that’s enough. We don’t need to look any further”, unless they are bound by law (government employers) or contract (government contractors) to consider all that apply. Of course, they can say they received and read all 900, but really- what are the chances that ALL the great candidates are being carefully considered?
There is an added dimension to this timing issue. It amazes me how many people I watch each week, who wait until the minute before the deadline to submit, or ask for help the day before something is due, even though they may have had weeks of advance notice. Better still, are the numbers that actually miss deadlines all together. Really? Yes, really. Makes me wonder: would they have missed their plane if headed out on vacation? Think that through. Planes don’t wait for regular citizens. And employers don’t need to in this market either.
The key to being able to quickly respond is very simple. You need to be prepared for anything. Here are some very simple, basic ways that can happen:
Have a Solid Network - The best way to succeed in capturing the attention of a prospective employer is to know what they need and provide proof you have it. Unfortunately, this information is frequently not contained in the job announcement. Knowing all you can about an organization before you see a posting, or having access to people who do when you are caught with limited time, is one way you can get a jump on the competition. Additionally, your network should be advising you of upcoming openings before something actually hits the press. If your network isn’t providing the information you need, is it because they are unclear about what you are really interested in (or competitive for), or have you not made enough of an impression for them to think of you at all?
Clear Communication - If you are a job seeker, you need to check your email EARLY in the morning, and frequently throughout the day. Checking for the first time at 11:00 AM means you are hours behind everyone else that checked to find the same information waiting for them at 6:00 or 7:00 AM. Be clear about what it is you want and need when you interact with others, so they can help you. Stay focused on what you need right now, not what’s in your ten year plan. Over speaking what you are qualified for will only result in people sending you job announcements for roles you won’t be competitive for, prolonging your unemployment.
Resume Ready - Have a ‘master’ resume ready. A master will contain everything you could possibly want to know about your work experience. (Don’t send this to anyone without editing!). With all of your experience at your finger tips, you can edit to suit each role inside of an hour, each time you need to react quickly.
Bottom line: if you have been unsuccessful in your search, look closely at your approach. Are you able to respond quickly? What actions can you take to be ready to strike the moment you need to?
Dream Killer or Dream Builder?
One of the most frustrating elements of my job is helping people see the connection between what is and how they want things to be. Dream killer? I don’t think so. I consider it being a realist with a strong aversion to paying bills on time and maintaining a roof over someone’s head. Dreaming can be a key ingredient in imagining where you want to go, but it is the actual work involved, step by step, that takes you there. By identifying circumstances as they really are, a person is able to take tangible, real-time steps to get where they want to be.
Many times, my observations of job seekers’ daily behavior give me a pretty accurate perception of how they will perform on the job. I don’t think too many people would argue that current or past behavior is typically what an employer will evaluate to provide an indicator for future behavior. It is for that reason, I often find myself in the middle of a discussion about why someone has not responded to a request in a timely way, why they were unavailable to attend an event, or why they didn’t complete a promised action, wondering what they would have said if any of the commitments were for required actions at work.
Every day I see plenty of signs that there is work available. I also know that the “cool” stuff is identified by internal folks before it hits the streets. Without investing the time and effort to reach people who are already working, a job seeker is pretty much cutting off the likelihood that they will be in the running for any positions by the time they are posted. But more importantly, by not first exhibiting behaviors that indicate reliability and competence in their field, it is unlikely anyone will stick their neck out to refer them for something when it does show up.
It’s not that I intentionally set out to kill a dream. I intentionally establish and enforce guidelines that are widely accepted as desirable practices in the work place (you know- where you get paid for work and are expected to show up on time). In that regard, I move people to establish habits that ensure projects and responses to others are completed in a timely way. The more job seekers argue about “why I didn’t” and seek less to learn “how I can”, the more I suggest that perhaps they are not ready to return to work and own the responsibility of many of the roles they seek. Employers look for solutions to problems, not excuses. Even carefully thought out reasons for issues are expected to have potential solutions at the other end.
Regardless of the endless reasons someone gives for what they do or do not do when unemployed, an employer will still have expectations that do not allow for excuses. I cannot begin to comment on the psychological aspects of why people do not get things done, but the outcomes are still the same, whether the reasons are physical or psychological.
I would like to see everyone realize their dreams. If the current dream is unrealistic, then there are alterations that need to be made. It will involve a change of habits, change of time frames for accomplishing it, or a change of the dream itself. But, continuing to do the same thing, the same way expecting different results.. well, you know what that is.
The following are some key indicators, and truly elementary issues to address to determine if someone is ready and able to go to work.
Daily Habits - If you are not getting up at an hour that would typically be required to allow you time for your morning commute and expected timely arrival at a workplace, then you are seriously setting yourself up for disaster when it is time to go back to work. If you are taking two hours out in the middle of the day to complete your workout or walk the dog, how will that be accomplished if you are at work each day during those hours? It is important to develop habits that are sustainable after you go back to work.
Time Management - If you are missing deadlines for submittals, or cutting it down to the wire, you are getting in your own way. If you have promised work or responses to others by specific times and found you are unable to meet the deadlines, how do you think that will reflect on you when it is time for someone to refer you? If you are unable to manage prior commitments without dropping the ball now, how credible do you think your project management skills seem?
Excuses or Solutions - If you continue to find excuses for everything that goes wrong or doesn’t happen when/how it should now, how are you going to present yourself during an interview, much less, on the job should you get that far? Test yourself the next time you find an excuse, or choose to defend an action rather than solve the problem. If you were supervising someone that came to you with the same stories, how would you be listening? Would you excuse it, or expect something different if you were held accountable for the overall outcome when it came time to defend a project’s status to your supervisor?
Health - If your health has prevented you from working 40 hours per week on your job search and related activities now, what are you doing to prepare yourself for a 40-hour week (or more) that may be attached to the jobs you are pursuing? Something has to give. Either different type of work is in order, or a part time role may be needed.
Family Commitments or Childcare - What might seem obvious to some, is not to others. Organizations exist because there is work to be done. When a person accepts a commitment to perform or produce, they are being counted on to be present or to deliver as promised. If family commitments or unreliable child care are getting in the way of you doing what you need to do to conduct your job search, then something needs to change before it is time for you to return to work, not after.
Realistic Targets – If you are not getting bites for the roles you are pursuing, there is a reason. It could be that you are not competitive at the level you are seeking, or the roles are filled by insiders before you get there, or there is simply less of a market for what you offer. In any of these cases, it is possible your immediate goal needs to change to become more in tune with today’s market.
Go after your dreams. Make them happen by dealing with your current circumstances realistically. Let us know if there are changes you have adopted that clearly made a difference in your successful accomplishment of any steps related to the fulfillment of your dreams.
Are You Really Ready to Return to Work?
Every day I hear from job seekers that claim their job search is their highest priority..but, there is always a caveat. It is the “except for” that really defines the reality of the moment. I naturally take note of all of the reasons people offer for not immediately jumping on each and every lead they receive, even when they have declared their situation is dire, i.e., close to homelessness or bankruptcy. In order to be able return to work after an extended or even short absence from the workplace, it is important to take inventory of what is currently going on in your life that might truly prevent your from successfully becoming reemployed.
Are you physically able to return to the work you were last doing? Medically speaking, you need to know what you are able to endure, i.e., type of work, number of hours you can perform, and how far you are able to travel to do it. Go get the check up you have been putting off. Practice doing the work you are expecting to do, for 8-10 hours each day, for one week. Drive the commute during peak hours. Know for certain before you start work, that you are able to do it.
Are you mentally able to do the work you last did? If you have you experienced setbacks in regard to your health, sanity or quality of life due to work related stress or demands, then it is time to take inventory of what has happened in your past experience. Pay attention to what has created undesirable side affects in the past and determine if current circumstances will allow you to return to a similar environment or situation without repercussions.
Is your business in order? Many people have open issues that continue to interrupt their focus. Going to work is only going to compound the stress of not having finished a project, and will also extend how long it may take to wrap it up. Make sure you are ready to accept that status, before you commit to something new that you cannot focus on 100%. Auto and home repairs need to be attended to before you go to work. If they are currently interrupting time needed to invest in your search, then how in the world will you deal with them during a normal work day?
Is your family in order? Before you can return to work it is important to ensure that childcare for young children is arranged, transportation for older children to go to school or other activities is arranged, and that medical appointments have been set at times that fit with the your work schedule if you are required to accompany them.
Are your sleep habits conducive to the hours you will be required to spend at work? One of the biggest impacts on people returning to work and a regular business schedule, is their ability to go to bed at a reasonable hour and get up in the morning. If you are currently staying up until 2:00 or 3:00 A.M. and sleeping to 11:00, then expect it to take weeks to change your internal clock to function with a normal work schedule if the expected hours are 9:00 – 5:00.
Are you refreshed and ready to go? Keep in mind, the new kid on the block is typically going to be at the bottom of the totem pole when it comes to choosing vacation days or actually earning them any time soon. If you simply need a break before you begin, then factor that in when negotiating a start date. No need to tell them what you are doing, simply set a date that allows you to do what you need to get back in the game at 100%.
If this has given you a wake up call, or there are any other areas you can think of that could impact someone’s ability to return to work, please share!
Stop Posturing and Go to Work!
This entry may be more of a rant than anything educational, so I’ll keep it brief.
One of the elements I see repeated most frequently in a down economy is the propensity for people to over state what they do, what they know, and who they are connected with. All that kind of posturing does is make it virtually impossible for anyone to realistically help the person. There can be no mindful way of connecting the person to an opportunity that fits, or is likely to pan out, because any leads are likely to be for positions that are over their head, unrelated to their true skills, or something they are not competitive for from the decision maker’s point of view.
For that reason, I am going to say it as plainly as possible: Stop talking smack and tell people where your value truly is. If you don’t really know, then stop posturing and go find out. Do your research and ask people who will give you the straight scoop. Hanging out with people that continue to feed your ego, without helping you see what you really could be doing, or shouldn’t be doing to find work, is not going to help you.
There is no telling how much devastation you might cause to your home, family and life if you continue to pretend. Your bruised ego will heal. The sooner you get real with yourself and others, the sooner you will go to work.
We’d like to hear from you. If you have bitten the bullet and really taken a hard look at your marketability and competitive stand, please share your results with other readers.
Social Media: Tools or Life Style?
Randy Woods at NWjobs.com recently interviewed me on this subject. Read the article.
What to Do During a Recession
For many, a recession is a new experience. Others may simply have weathered past storms by remaining employed with the same company during times when the rest of the market was in turmoil. This year may be different for everyone. If you haven’t had a strategy for getting work in the past, it is probably high time to develop one. If you have previously relied on a strategy that is no longer working, then it is time to look more closely at your relationship with work and how you are going to get it. Here are some ideas for changing gears:
Modify your strategies. If it isn’t working, then it is time to change. Stop using cliche resumes and chasing want ads. Dig deeper to find companies’ needs and present solutions that fit. Listen more, whine less.
Understand probabilities. If you are using online job boards you are one of possibly 1,000 candidates applying for any given posting. How competitive are you really likely to be? The likelihood of being seen by way of an introduction to a company is greater than fighting the competition in an online database.
Increase your exposure. Talk to people who are working. Volunteer. Teach. Find an audience that values what you have to offer.
Diversify. Explore how your skills can transfer to other roles than what you are currently pursuing. Stop chasing titles. Look for the elements of jobs that you are able to do, and explore options you hadn’t previously considered.
Keep your job. Have a plan before you leap into this market without a net. Re-evaluate how you can leverage your position to learn more, or produce more visible results in order to build your value as you look beyond the present.
Take a job! Now, I am not suggesting you take any job. Don’t go crazy. I simply mean you might do well taking a lesser job to stay in your field, but it must include a strategy of how to gain ground while the market improves. Position yourself now so you will be in line for better roles later.
Know it is a temporary condition! The economy will improve, but waiting to act until that time comes could prove to be detrimental to your family. Do something. This too shall pass.
If you are a survivor of times like these, please share examples of how a “Plan C” job has fit into your longer term goals. Or, if you are currently exploring options, share how you are viewing alternative or ancillary roles.
