Richard asks: When is the best time to look for a new job?
In answer:
It is always a crazy market out there for jobs, but particularly at present. Even if you think your job I secure in your current post, you should always be doing the following.....
Always keep an eye on what is available – spend a few minutes each week surfing your favourite internet site, or reading the local and national newspapers jobs section. You may realise what you are doing is not what you want to be doing
Always keep your CV/Resume up to date – the best time to look for a new job is when you are comfortable in your current one, about 2+ years in to the position
Always increase your skill set – employers will often invest in ambitious employees through college or professional education programs, but make sure they are externally recognised/benchmarked. These make you more valuable to the employer - and even if you are released, it makes you more employable to others in a better position
Be kind to the people you work with – at least pretend to like them! Go to events organised by the company and outside organisations like unions of professional staff groups
Save some cash – have enough for around three months of redeployment, so you are not desperate to take the first job offer
If you are fired – don’t take the first severance offer: NEGOTIATE!
Good Luck!
Friday 15 August 2008
Can you recommend CV/Resume tactics for someone with a varied career background?
Kim asks: Can you recommend CV/Resume tactics for someone with a varied career background? Over the years I've had several positions varying in responsibility and skill levels - I've always been more about finding the right fit for a company than being concerned about the job title. In every position I've held, I've always accepted more responsibility, worked very hard, etc. Over the past year I've discovered (yet another) career path which I'm doing very well in and would like to continue in. I've already achieved a good industry certification in my field (and passed with flying colours, which will be noted on the resume) and am looking to continue in my field. Part of the reason that I've done so well is because of my past experience. My difficulty is in finding someone to help me put together a resume which accents my skills and accomplishments without appearing to be "flighty". Any advice is appreciated - Thanks!
In answer:
In all honesty Kim, I don't see that much "flighty-ness" in your career history....
- June 2007 – Present (1 year 3 months) - Asst. Property Manager, Lutheran Social Ministries
- September 2006 – June 2007 ( 10 months): Best Buy Consumer Assistant, selling computers
- January 2003 – May 2006 (3 years 5 months): Same-Differences (Privately Held) Owner of a scrapbooking product manufacturing company
- 1999 – 2000 (1 year): Chief Operating Officer, Saba Software
- June 1996 – September 1998 (2 years 4 months): COO, Regional Internet Company
So that's - three years of ISP/Software; three years in self employment; one year after that companies (sale or collapse?) back in the IT industry; and now one year in property management. Assuming your next job is in property management, honestly there is no problem! And if the scrapbooking company did fail, don't worry about that either - you now have a new and at least semi-qualified career path
Recruiting and HR managers will look at the gaps between positions as much as the achievements in a position. Its the "why" of drive/goal and change that matters in their view of career management and (hence) why you are applying for their post, as much as the skills that you can apply when in post.
If you are looking for a CV/Resume writer, look for one with a professional qualification such as the Council of Professional Resume Writers or the National Resume Writers Association - and stop worrying about your flighty career, when it honestly is not!
Good Luck!
In answer:
In all honesty Kim, I don't see that much "flighty-ness" in your career history....
- June 2007 – Present (1 year 3 months) - Asst. Property Manager, Lutheran Social Ministries
- September 2006 – June 2007 ( 10 months): Best Buy Consumer Assistant, selling computers
- January 2003 – May 2006 (3 years 5 months): Same-Differences (Privately Held) Owner of a scrapbooking product manufacturing company
- 1999 – 2000 (1 year): Chief Operating Officer, Saba Software
- June 1996 – September 1998 (2 years 4 months): COO, Regional Internet Company
So that's - three years of ISP/Software; three years in self employment; one year after that companies (sale or collapse?) back in the IT industry; and now one year in property management. Assuming your next job is in property management, honestly there is no problem! And if the scrapbooking company did fail, don't worry about that either - you now have a new and at least semi-qualified career path
Recruiting and HR managers will look at the gaps between positions as much as the achievements in a position. Its the "why" of drive/goal and change that matters in their view of career management and (hence) why you are applying for their post, as much as the skills that you can apply when in post.
If you are looking for a CV/Resume writer, look for one with a professional qualification such as the Council of Professional Resume Writers or the National Resume Writers Association - and stop worrying about your flighty career, when it honestly is not!
Good Luck!
Can you provide me with information on Teaching English in a foreign country?
Janice asks: Can you provide me with information on Teaching English in the middle east? I am looking at Dubai and to teach english as a forgien in language schools to adults (TEFL/TESL). I am looking for any information such as qualifications, living conditions, names of schools, what kind of compensation packages to expect etc. Thanks!
In answer:
My sister did this post University - great fun, great travel, but think about it as well paid travel over averagely paid work.
For Brit's - and many non-Brit's - the main provider of recognised qualifications is the British Council. You will need a recognised TESL/TEFL (Teach English as a Secondary/Foreign Language) qualification to become a teacher at a BC or other nationally recognised school, but a combination of both is then a passport to work where ever you want to. Japan should be your ultimate goal, where the rates of pay are very good - you will need a minimum of two years experience
The biggest problem in TESL/TEFL programs is recognition - the qualification is non-regulated, so hence authority of approval is key to employment opportunity. Research schools who provide either a BC and other body recognised certified qualification (normally a Trinity College TESOL Certificate in most of the world); or in North America a program certified under the Cambridge University CELTA Program or the North American University Certificate Programs.
If you don't get a TEFL/TESL, then you are into the private/in-country level of schools, and that's tough work - not well paid, not well supported. Leave well alone.
For approved schools in a particular country, contact either the British Council directly, or the in-country British, Canadian or USA embassies.
Good Luck!
In answer:
My sister did this post University - great fun, great travel, but think about it as well paid travel over averagely paid work.
For Brit's - and many non-Brit's - the main provider of recognised qualifications is the British Council. You will need a recognised TESL/TEFL (Teach English as a Secondary/Foreign Language) qualification to become a teacher at a BC or other nationally recognised school, but a combination of both is then a passport to work where ever you want to. Japan should be your ultimate goal, where the rates of pay are very good - you will need a minimum of two years experience
The biggest problem in TESL/TEFL programs is recognition - the qualification is non-regulated, so hence authority of approval is key to employment opportunity. Research schools who provide either a BC and other body recognised certified qualification (normally a Trinity College TESOL Certificate in most of the world); or in North America a program certified under the Cambridge University CELTA Program or the North American University Certificate Programs.
If you don't get a TEFL/TESL, then you are into the private/in-country level of schools, and that's tough work - not well paid, not well supported. Leave well alone.
For approved schools in a particular country, contact either the British Council directly, or the in-country British, Canadian or USA embassies.
Good Luck!
Thursday 14 August 2008
What are your thoughts on CV/Resume writing services?
Corey asks: What are your thoughts on resume writing services? I was just contacted by a resume service and the cost was over one thousand dollars. How can spending this much on a CV/Resume service be justified?
In answer:
As a CV/Resume writer, recruiter and someone who employs career coaches, my bias is obvious!
It is always a personal decision as to whether to use a professional services firm for a specific project. As a Certified Resume Writer, I have helped literally thousands of candidates to land great new jobs and promotions. In an overwhelming majority of those cases, the hiring manager or interviewer remarked that the resume was outstanding and was the decisive factor in the decision to award an interview in a highly selective process.
For instance: Would you cut your own hair? Would you wire your own home (and live in it) if you aren't an electrician? Fix your own car if you aren't a mechanic? Every day, we pay for services because we seek expertise.
The same holds true with CV/Resume writing. Yes, you can go get a book or find a template for very little money. You can certainly write one yourself. But, are you really willing to take a chance that your CV/Resume isn't the best it can be? Are you interested in investing the time (time is money) in researching all of the ins and outs to ensure that your CV/Resume is positioned to get you an interview?
It is critical to understand that there is a major difference between a CV/Resume typesetting/formatting service and a certified, experienced resume writing/composition firm. Depending on how much you earn (or hope to earn), the fee may seem a lot of money: and if someone simply writes a resume for you, it is likely that it will seem flat and not personalized. But having your CV/Resume professionally prepared can dramatically increase your chances of being invited to interview and shorten the amount of time you are on the market.
CV/Resume and coaching services provide their greatest benefit when you are looking to change industries, upscale roles, or have been through a period of unemployment. For instance:
- If you are looking to cross industries or change your career track (i.e. tech to general business) a good resume service will help you identify skills and accomplishments that would be otherwise neglected
- If you have faced a period of unemployment, you are likely into a circle of continual rejection. A well written CV/Resume can make a dramatic impact. Once provided with a good resume and some coaching on how to market themselves, people quickly find interview
My suggestion is to check out the service you are to be provided with before handing over your money. If the resume writing service you pay for includes helping you through the placement process (e.g., cover letter, interview prep) then spending some money may be worthwhile. Paying for a package of career management services - including assessments, cover letter, resume, interview prep, etc. - normally costs around £75/$150 per hour and may require anywhere from 2-5 one-hour sessions. This may seem steep but getting the "right" job rather than simply getting "a" job is better in the long run and probably worth the expense if you can afford it.
Our mission at CV4.biz, and the reason I started a CV/Resume service was to advise, encourage and enlighten job seekers. Maybe you don't want to spend over one thousand dollars on a CV/Resume service, but I hope you'll keep an open mind about the idea of hiring a resume expert to help you.
In answer:
As a CV/Resume writer, recruiter and someone who employs career coaches, my bias is obvious!
It is always a personal decision as to whether to use a professional services firm for a specific project. As a Certified Resume Writer, I have helped literally thousands of candidates to land great new jobs and promotions. In an overwhelming majority of those cases, the hiring manager or interviewer remarked that the resume was outstanding and was the decisive factor in the decision to award an interview in a highly selective process.
For instance: Would you cut your own hair? Would you wire your own home (and live in it) if you aren't an electrician? Fix your own car if you aren't a mechanic? Every day, we pay for services because we seek expertise.
The same holds true with CV/Resume writing. Yes, you can go get a book or find a template for very little money. You can certainly write one yourself. But, are you really willing to take a chance that your CV/Resume isn't the best it can be? Are you interested in investing the time (time is money) in researching all of the ins and outs to ensure that your CV/Resume is positioned to get you an interview?
It is critical to understand that there is a major difference between a CV/Resume typesetting/formatting service and a certified, experienced resume writing/composition firm. Depending on how much you earn (or hope to earn), the fee may seem a lot of money: and if someone simply writes a resume for you, it is likely that it will seem flat and not personalized. But having your CV/Resume professionally prepared can dramatically increase your chances of being invited to interview and shorten the amount of time you are on the market.
CV/Resume and coaching services provide their greatest benefit when you are looking to change industries, upscale roles, or have been through a period of unemployment. For instance:
- If you are looking to cross industries or change your career track (i.e. tech to general business) a good resume service will help you identify skills and accomplishments that would be otherwise neglected
- If you have faced a period of unemployment, you are likely into a circle of continual rejection. A well written CV/Resume can make a dramatic impact. Once provided with a good resume and some coaching on how to market themselves, people quickly find interview
My suggestion is to check out the service you are to be provided with before handing over your money. If the resume writing service you pay for includes helping you through the placement process (e.g., cover letter, interview prep) then spending some money may be worthwhile. Paying for a package of career management services - including assessments, cover letter, resume, interview prep, etc. - normally costs around £75/$150 per hour and may require anywhere from 2-5 one-hour sessions. This may seem steep but getting the "right" job rather than simply getting "a" job is better in the long run and probably worth the expense if you can afford it.
Our mission at CV4.biz, and the reason I started a CV/Resume service was to advise, encourage and enlighten job seekers. Maybe you don't want to spend over one thousand dollars on a CV/Resume service, but I hope you'll keep an open mind about the idea of hiring a resume expert to help you.
Opening lines for a sales CV/Resume?
Kat asks: there are (apparently) several theories regarding the best way to start out a sales CV/Resume. What do you recommend?
In answer:
The difficulty in writing good and great sales CV/Resumes is the analysis of pitch between "deliverer" and "shiny suit/wide boy" - so that you achieve engagement and realism.
The content of this posting has been moved to the Professional CV website, CV4.biz. Click here to read the full article
In answer:
The difficulty in writing good and great sales CV/Resumes is the analysis of pitch between "deliverer" and "shiny suit/wide boy" - so that you achieve engagement and realism.
The content of this posting has been moved to the Professional CV website, CV4.biz. Click here to read the full article
Citing numbers in CV/Resume
Margaret asks: When citing the revenue of a company that you previously worked for on your CV/Resume, is it best to list current numbers or those relative to your tenure (assuming your role had nothing to do with making that number specifically)?
In answer:
If you had nothing to do with the number, why state it? Its irrelevant to you!
If you were responsible for a numbers delivery, always use those relevant during your tenure, not present or historical just to make you look better. Use words that make it clear it was "then an XMillion TO company in ABC sectors," and by the time the person left a "then YMillion." They are then the relevant numbers in the relevant context, as they relate to you. The relevant "when you were there" status should be applied to all things in a CV/Resume, from finances to staff and sectors, etc - other wise you are over or understating it for gain/impact.
If you still want to include the revenue figure as part of a company description, then use of numbers tends to suggest the company is small and not easily known, and present day data inclusion in the companies description could be argued easier to make it found for reference checking.
In answer:
If you had nothing to do with the number, why state it? Its irrelevant to you!
If you were responsible for a numbers delivery, always use those relevant during your tenure, not present or historical just to make you look better. Use words that make it clear it was "then an XMillion TO company in ABC sectors," and by the time the person left a "then YMillion." They are then the relevant numbers in the relevant context, as they relate to you. The relevant "when you were there" status should be applied to all things in a CV/Resume, from finances to staff and sectors, etc - other wise you are over or understating it for gain/impact.
If you still want to include the revenue figure as part of a company description, then use of numbers tends to suggest the company is small and not easily known, and present day data inclusion in the companies description could be argued easier to make it found for reference checking.
I once had my own business, but it was not successful - should I include it on my CV/Resume?
Joe asks: I once had my own business but in the end it was not successful, should I include it on my CV/Resume?
In answer:
Yes, you need to place it at present on your CV/Resume. Most employers now employ checking services, which would find this period and investigate it. Leaving it off will need to be explained more, than putting it on your CV/Resume and explaining it in an interview. Once five years has past, you could leave it out via a summary of career to that point.
But why are you seeing this as a negative issue? Even if the business was not successful, there is both a sign of entrepreneurial spirit and lessons learned/accomplishments that contribute to your employability. Resumes aren't about what's gone wrong in your career, they are about what you have to offer to future employers.
The only issue to tackle - in both your Cover Letter and the interview, from any potential employers view point, is: would you ever want to return to self-employment/being an entrepreneur? Close that one down with something along the lines of: "I enjoyed my period of entrepreneurship, but have recognise from that time that I need more skills/experience to run my own suitably scaled business in this sector, and learnt how much I enjoy working with others in a larger group." ie - answer the questions: what have you learnt; why the positive choice to go back into a corporate?
Good Luck!
In answer:
Yes, you need to place it at present on your CV/Resume. Most employers now employ checking services, which would find this period and investigate it. Leaving it off will need to be explained more, than putting it on your CV/Resume and explaining it in an interview. Once five years has past, you could leave it out via a summary of career to that point.
But why are you seeing this as a negative issue? Even if the business was not successful, there is both a sign of entrepreneurial spirit and lessons learned/accomplishments that contribute to your employability. Resumes aren't about what's gone wrong in your career, they are about what you have to offer to future employers.
The only issue to tackle - in both your Cover Letter and the interview, from any potential employers view point, is: would you ever want to return to self-employment/being an entrepreneur? Close that one down with something along the lines of: "I enjoyed my period of entrepreneurship, but have recognise from that time that I need more skills/experience to run my own suitably scaled business in this sector, and learnt how much I enjoy working with others in a larger group." ie - answer the questions: what have you learnt; why the positive choice to go back into a corporate?
Good Luck!
Wednesday 13 August 2008
HR manager eMails out the payroll
Nageswari asks: what happens if your HR manager is mad with your company and before he quits he eMails the payroll to everybody? Now everyone knows what the other gets. What do you do in this situation?
In answer:
In most countries its against the law to undertake such an action, let alone the companies own policy - it will certainly blow their chances of a later reference, and most likely result in the company suing them.
You can't do much about it once it is done - if you are lower down the scale, use it as a lever to get a better package; if higher up I guess you may have a few bridges to repair through throwing around a few non-monetary favours!
In answer:
In most countries its against the law to undertake such an action, let alone the companies own policy - it will certainly blow their chances of a later reference, and most likely result in the company suing them.
You can't do much about it once it is done - if you are lower down the scale, use it as a lever to get a better package; if higher up I guess you may have a few bridges to repair through throwing around a few non-monetary favours!
Converting a science CV to a resume for non-academic job applications
Kelly asks: I'm having a hard time converting my science CV to a resume for non-academic job applications. Any advice?
In answer:
Kelly - I am guessing that the present version is one of those huge formalized American scientific format Curriculum Vitae’s, and it probably looking at your work history goes to at least 10 pages plus - I have seen some over 30pages......?
A common difficulty technical and academic people have in creating non-academic resumes is expressing the results of what they've done. The only reason hiring managers will get excited about hiring you is because of the results you will be able to produce for them, so that you need to get really clear on that. There is also a tendency to assume that an 'academic' is not going to be results-oriented, that they are going to be always focused on research and learning instead of on getting things done, so that your resume needs to help overcome that bias
Start with the easy bit - what do you want to do? Or even easier, start with a target job that you want to do, and its internet/newspaper advert. Let's assume that you meet all the criteria in Para4 of the typical job advert, which amongst other things lists academic qualifications and that as a result of your study you have the work experience to apply. Note, in your case, even if you don't have the three years they require, apply anyway if its a job you really like - the balance of educational experience in most cases will count for you.
Now, take Para's1 and 3 of the typical job advert which list out the job and – after Para2 where they chat about how wonderful a company/organisation/employer they are – in Para3 the type of person they are looking for. Split these two paragraphs down into singular sentences, which are the polished version of the required competencies. You see the trick of this approach is that an advert is written from a job description - so like a detective, all you are going to do is work out by reversing the process what the JD says and how you can tick all the required boxes.
With each of the competencies written down, look at your existing CV and take the experiences from your CV and copy them into a new document. For instance, it says "experience of food hygiene services and checking compliance with state and national regulations" and you have on your CV "study into botulism in the food counter environment" - put those two together. For each competency you want at the end one or two sentences from your CV at the end of the process. This may take a bit of rewriting and summarizing for the text you take from your CV, but that’s the target.
From any source you prefer, take a standard resume format that you like, and after the opening section of name/address/contact details insert a new section entitled Competencies. On the left list up to five key competencies (yes - taken from the list in the advert. If you are not sure which one’s to highlight, then either merge a few similar ones or take the first five), and your responding skill/s. Now copy the career summary from your LinkedIn profile (which is more than long enough for a commercial resume), and put that below it. Complete the bottom section in your preferred format, add a line that a full Scientific Curriculum Vitae is available on request; think about at least two references (one of which should ideally be from a commercial work colleague/non-friend basis), and - that’s pretty much a basic 101 commercial resume written! You’ll need to add a cover letter – I am guessing that will be the subject of your next question.....
I dare say compared to a piece of work from a professional resume writer: the competencies will be poorly focused; the words and their slickness will be weak; there will be little commercial sector focus; and the layout in MSWord could probably do with some polishing – but for a DIY job, it will hit 6/10 most days. Plus, it will be all you – some resume writers take the “you” out of a Resume, and then the HR/Recruiting people complain about what they see on the paper and what they get in an interview not being the same person.
If this daunts you, then get a professional to do it for you – but know first what job or have an actual job advert for them to prepare against. The biggest problem with academics converting to the commercial world is focus and speed of results – its just different, not wrong, and the advert will answer all the professional resumes writers key questions about the what.
Good Luck!
In answer:
Kelly - I am guessing that the present version is one of those huge formalized American scientific format Curriculum Vitae’s, and it probably looking at your work history goes to at least 10 pages plus - I have seen some over 30pages......?
A common difficulty technical and academic people have in creating non-academic resumes is expressing the results of what they've done. The only reason hiring managers will get excited about hiring you is because of the results you will be able to produce for them, so that you need to get really clear on that. There is also a tendency to assume that an 'academic' is not going to be results-oriented, that they are going to be always focused on research and learning instead of on getting things done, so that your resume needs to help overcome that bias
Start with the easy bit - what do you want to do? Or even easier, start with a target job that you want to do, and its internet/newspaper advert. Let's assume that you meet all the criteria in Para4 of the typical job advert, which amongst other things lists academic qualifications and that as a result of your study you have the work experience to apply. Note, in your case, even if you don't have the three years they require, apply anyway if its a job you really like - the balance of educational experience in most cases will count for you.
Now, take Para's1 and 3 of the typical job advert which list out the job and – after Para2 where they chat about how wonderful a company/organisation/employer they are – in Para3 the type of person they are looking for. Split these two paragraphs down into singular sentences, which are the polished version of the required competencies. You see the trick of this approach is that an advert is written from a job description - so like a detective, all you are going to do is work out by reversing the process what the JD says and how you can tick all the required boxes.
With each of the competencies written down, look at your existing CV and take the experiences from your CV and copy them into a new document. For instance, it says "experience of food hygiene services and checking compliance with state and national regulations" and you have on your CV "study into botulism in the food counter environment" - put those two together. For each competency you want at the end one or two sentences from your CV at the end of the process. This may take a bit of rewriting and summarizing for the text you take from your CV, but that’s the target.
From any source you prefer, take a standard resume format that you like, and after the opening section of name/address/contact details insert a new section entitled Competencies. On the left list up to five key competencies (yes - taken from the list in the advert. If you are not sure which one’s to highlight, then either merge a few similar ones or take the first five), and your responding skill/s. Now copy the career summary from your LinkedIn profile (which is more than long enough for a commercial resume), and put that below it. Complete the bottom section in your preferred format, add a line that a full Scientific Curriculum Vitae is available on request; think about at least two references (one of which should ideally be from a commercial work colleague/non-friend basis), and - that’s pretty much a basic 101 commercial resume written! You’ll need to add a cover letter – I am guessing that will be the subject of your next question.....
I dare say compared to a piece of work from a professional resume writer: the competencies will be poorly focused; the words and their slickness will be weak; there will be little commercial sector focus; and the layout in MSWord could probably do with some polishing – but for a DIY job, it will hit 6/10 most days. Plus, it will be all you – some resume writers take the “you” out of a Resume, and then the HR/Recruiting people complain about what they see on the paper and what they get in an interview not being the same person.
If this daunts you, then get a professional to do it for you – but know first what job or have an actual job advert for them to prepare against. The biggest problem with academics converting to the commercial world is focus and speed of results – its just different, not wrong, and the advert will answer all the professional resumes writers key questions about the what.
Good Luck!
How do you believe a manager should handle rivalries and friction between co-workers?
Alan asks: How do you believe a manager should handle rivalries and friction between co-workers? Just curious in the viewpoint of this vast well of experience and knowledge. In some fields, this may be a very positive thing and in others...it is likely less than productive.
In answer:
In most cases, friction is a bad thing which results from poorly managed rivalry. Friction is also often a one on one personal thing, as opposed to a competitive internal rivalry.
Some functions thrive on rivalry - sales is the most obvious, although it can also spin into customer service: not good in my book, normally on measures of customers handled; where as best practise suggests that should be on customer satisfaction, where the internal goal needs to be totally inline with long term customer loyalty. Some companies even actively structure for rivalry - Seiko in watch design and innovation will have at least two teams on every design brief (to reduce time to market/increase the innovation); while HP never have a facility over 120 people, and hence have rivalry between associated facilities on similar products.
However, in each case where rivalry is built in, there is a great emphasis and specific activity on building overall loyalty to "one team, one brand." This is a bright and constant reminder on the hierarchy of message, in that "OK, there is rivalry - but at the end of the day its us as one team on one brand: screw the competition rather than each other!" Both Seiko and HP have such team building budgets and targets, as do the good sales managers on an at least quarterly basis - time scales beyond that tend to create friction situations.
Friction as a one on one focus is not good - it spreads like a poison across a team and a company, destroying first co-operation, then agenda, and eventually customers which leads to income reduction. I due diligenced a company for potential purchase last year, where the friction had got so bad that I had to meet the two equal co-owning directors on different occasions at different locations! Even the business sales agent couldn't cope with it or them.
Friction needs to be addressed quite simply like a boil - quickly, immediately, and wholly resolved at the end of it. A manager can spot the situation and find common agenda - if its done early enough, that agenda and loyalty to the company is large enough lever to act as the resolve - and create common agenda on which two people can then agree between themselves to accept difference but work harmoniously for their own and the common good. Where I have had conflict situations in teams, I ask the two protagonists to come back with an agreed written understanding - and suggestions on developmental learning: often friction is created but not understanding and lack of communication, rather than pure hate.
In summary, rivalry is not bad as long as the common agenda is big enough and supported by management - but friction needs quick and immediate cure before it destroys a lot more than a singular relationship.
In answer:
In most cases, friction is a bad thing which results from poorly managed rivalry. Friction is also often a one on one personal thing, as opposed to a competitive internal rivalry.
Some functions thrive on rivalry - sales is the most obvious, although it can also spin into customer service: not good in my book, normally on measures of customers handled; where as best practise suggests that should be on customer satisfaction, where the internal goal needs to be totally inline with long term customer loyalty. Some companies even actively structure for rivalry - Seiko in watch design and innovation will have at least two teams on every design brief (to reduce time to market/increase the innovation); while HP never have a facility over 120 people, and hence have rivalry between associated facilities on similar products.
However, in each case where rivalry is built in, there is a great emphasis and specific activity on building overall loyalty to "one team, one brand." This is a bright and constant reminder on the hierarchy of message, in that "OK, there is rivalry - but at the end of the day its us as one team on one brand: screw the competition rather than each other!" Both Seiko and HP have such team building budgets and targets, as do the good sales managers on an at least quarterly basis - time scales beyond that tend to create friction situations.
Friction as a one on one focus is not good - it spreads like a poison across a team and a company, destroying first co-operation, then agenda, and eventually customers which leads to income reduction. I due diligenced a company for potential purchase last year, where the friction had got so bad that I had to meet the two equal co-owning directors on different occasions at different locations! Even the business sales agent couldn't cope with it or them.
Friction needs to be addressed quite simply like a boil - quickly, immediately, and wholly resolved at the end of it. A manager can spot the situation and find common agenda - if its done early enough, that agenda and loyalty to the company is large enough lever to act as the resolve - and create common agenda on which two people can then agree between themselves to accept difference but work harmoniously for their own and the common good. Where I have had conflict situations in teams, I ask the two protagonists to come back with an agreed written understanding - and suggestions on developmental learning: often friction is created but not understanding and lack of communication, rather than pure hate.
In summary, rivalry is not bad as long as the common agenda is big enough and supported by management - but friction needs quick and immediate cure before it destroys a lot more than a singular relationship.
How does an editor present a portfolio?
Lisa asks: As I am looking at changing jobs, I need to understand how to create a portfolio to show my editing work. I thought this would have been easier to figure out, but I'm not so sure anymore. Gathering my writing samples has been fairly easy - there aren't that many (I mainly edit). It's simple to say, "Yes, I wrote this," though. How do you really say, "I *edited* this?" I've included a before, revised, and final version of a document as an attempt at an editing sample, but is there a more elegant way I'm missing?
In answer:
In job applications and interviews, publishers will often require copy editors to pass a test prior to an engagement: such a test could involve the edit of a short sample of text to demonstrate editing style. Unless other wise given an in-house style guide, use the Chicago Manual of Style.
For your printed portfolio, show a before and after pages (one page ideally per example) with comments - here is why I changed this, here is why I changed that. You can use the track changes function in MSWord to show this. For online examples - every creative person needs an online portfolio - again post excerpts of edited products online, and create links for them. In all cases you will need the original writers permission and to cmply with their copyright.
In future, as you edit a project, look for pages that would be good "snapshots" and ask permission from the original writer when the final version is agreed.
In answer:
In job applications and interviews, publishers will often require copy editors to pass a test prior to an engagement: such a test could involve the edit of a short sample of text to demonstrate editing style. Unless other wise given an in-house style guide, use the Chicago Manual of Style.
For your printed portfolio, show a before and after pages (one page ideally per example) with comments - here is why I changed this, here is why I changed that. You can use the track changes function in MSWord to show this. For online examples - every creative person needs an online portfolio - again post excerpts of edited products online, and create links for them. In all cases you will need the original writers permission and to cmply with their copyright.
In future, as you edit a project, look for pages that would be good "snapshots" and ask permission from the original writer when the final version is agreed.
Tuesday 12 August 2008
Can you get a second chance to make the first impression?
Ramiz asks: Can you get a second chance to make the first impression?
In answer:
In a job application - lower down the ladder yes, higher up: NEVER! Generally you might be able to get a second chance to make AN impression, or improve on the one you made the first time, but by definition, you absolutely cannot ever make that first impression more than one time...maybe a better 'second' impression, but you had your chance the first time.
In answer:
In a job application - lower down the ladder yes, higher up: NEVER! Generally you might be able to get a second chance to make AN impression, or improve on the one you made the first time, but by definition, you absolutely cannot ever make that first impression more than one time...maybe a better 'second' impression, but you had your chance the first time.
I've been fired - how do I put this on my CV/Resume?
Joe asks: I was fired from my last job after 3 months (not my fault and I found out the company fired 6 employees before me in 1 year). I am presently seeking legal advise from a good employment law attorney that can give guidance on resolution. However, I did learn a lot - is there anyway I can put the experience on my CV/Resume?
In answer:
Yes, you need to place it at present on your CV/Resume. Most employers now employ checking services, which would find this period and investigate it. Leaving it off will need to be explained more/cause more damage than putting it on your CV/Resume and explaining it in an interview. Once five years has past, you could leave it out via a summary of career to that point.
Secondly, until it is resolved - and your current need for employment lawyers in NY suggests it is not - that it will highly limit your immediate employment opportunities. Few employers would employ some who is presently in an unresolved conflict with a previous employer.
Once the conflict is resolved, the way to tackle it in your interview is whether you were head hunted, approached by a recruiter or applied to an open advert? In the first two cases, it would tend to suggest a bigger mistake on the part of the employer than you; the later is more difficult to handle and would result in heavy probing of your ambitions, career path and motivation. What and which ever the answer, thinking through the answers to each scenario will enable a better chance of future employment.
In answer:
Yes, you need to place it at present on your CV/Resume. Most employers now employ checking services, which would find this period and investigate it. Leaving it off will need to be explained more/cause more damage than putting it on your CV/Resume and explaining it in an interview. Once five years has past, you could leave it out via a summary of career to that point.
Secondly, until it is resolved - and your current need for employment lawyers in NY suggests it is not - that it will highly limit your immediate employment opportunities. Few employers would employ some who is presently in an unresolved conflict with a previous employer.
Once the conflict is resolved, the way to tackle it in your interview is whether you were head hunted, approached by a recruiter or applied to an open advert? In the first two cases, it would tend to suggest a bigger mistake on the part of the employer than you; the later is more difficult to handle and would result in heavy probing of your ambitions, career path and motivation. What and which ever the answer, thinking through the answers to each scenario will enable a better chance of future employment.
Monday 11 August 2008
Administrator career change - how?
Cindi asks: I've always been geared toward Administrative Positions. How can I market myself to take that next step forward?
In answer:
The best question to ask yourself is - where do you want to be in (say) five years: if you are brave, push that out to 10 years! Draw a little mental picture and then write it down or even sketch it as to what your life looks like in all aspects - relationships, home life and work life.
Around the work life picture, find someone who is doing that job right now - find out how they got there, what qualifications and experience mix they have, and the job path they took to get to that position. Use their path as the basis for planning out your own path. Then having written it down, chat it through with a few close friends - not work colleagues - and let them test and critic it for you. Modify as necessary.
The answer out of this exercise is that you now have a goal and a path - so now you just need to take it in to action. The easiest way to do that is now take the "where" to your boss, and chat through the opportunities of the "how" with him. If you don't get a positive answer, you know you have to move - go to HR for an internal opportunity and have the same conversation with them, and if that's negative go to a good recruitment agent recommended by a friend who has recently taken an job move.
If you stay where you are, part of your path will be volunteering for projects to undertake tasks or co-ordination - admin people are always good basic project managers; and hence opportunities should abound.
Good luck Cindi, but the answer is - when you know where you want to go, then the path becomes much, much clearer!
In answer:
The best question to ask yourself is - where do you want to be in (say) five years: if you are brave, push that out to 10 years! Draw a little mental picture and then write it down or even sketch it as to what your life looks like in all aspects - relationships, home life and work life.
Around the work life picture, find someone who is doing that job right now - find out how they got there, what qualifications and experience mix they have, and the job path they took to get to that position. Use their path as the basis for planning out your own path. Then having written it down, chat it through with a few close friends - not work colleagues - and let them test and critic it for you. Modify as necessary.
The answer out of this exercise is that you now have a goal and a path - so now you just need to take it in to action. The easiest way to do that is now take the "where" to your boss, and chat through the opportunities of the "how" with him. If you don't get a positive answer, you know you have to move - go to HR for an internal opportunity and have the same conversation with them, and if that's negative go to a good recruitment agent recommended by a friend who has recently taken an job move.
If you stay where you are, part of your path will be volunteering for projects to undertake tasks or co-ordination - admin people are always good basic project managers; and hence opportunities should abound.
Good luck Cindi, but the answer is - when you know where you want to go, then the path becomes much, much clearer!
Mending fences with a personnel agent
Francois asks: What is the best way to mend fences with a personnel agent once a job has gone wrong? I was off ill and had to quit an important assignment - she's still mad at me!
In answer:
It sounds like ..... not only did you go ill, but failed to communicate that with either the client or the personnel agent. That's a cardinal sin in the contracting world, and means you are highly unlikely to work for that agency ever again.
You could try apologising - that takes a lot of courage, and gains admiration as it is done so irregularly these days; as well as promising to have learnt your lesson and would fully communicate in the future should such a situation occur again. You have nothing to lose, so why not try it?
In answer:
It sounds like ..... not only did you go ill, but failed to communicate that with either the client or the personnel agent. That's a cardinal sin in the contracting world, and means you are highly unlikely to work for that agency ever again.
You could try apologising - that takes a lot of courage, and gains admiration as it is done so irregularly these days; as well as promising to have learnt your lesson and would fully communicate in the future should such a situation occur again. You have nothing to lose, so why not try it?
Drugs - part of society, but not part of employment?
I read this story this morning with some horror. Not only does it show how the financial barriers to access drugs are becoming lower - 20p a hit is around the same price as a cigarette; plus the tragic loss of life. It also shows how "accepted and normal" the whole drug taking culture has become amongst the young: this woman had taken it as far as a mail-order business.
When I worked with Dow Chemicals in the 1990's, the worlds second largest chemical company, there was a standard form you had to sign even as a contractor when visiting any of their sites, be they production locations or offices. Effectively it said in the interests of Health and Safety, you could as a visitor be taken aside at any point and tested for drugs, or be ejected from site for no apparent reason at any point, and may be banned for life. Having agreed to always be accompanied by a safety trained Dow employee, it also said that if the site blew up, you accepted it wasn't necessarily their fault, but you could elect to leave an address where your remains when they became accessible could be sent. I didn't have a problem signing the form, as I was clean of drugs, never drank before going onsite, and had signed similar but less dramatic forms when entering sites for both BP, Shell and Unilever. The form came in a five page copy pack, and you got one of the copies as a co-signatory, and on one occasion my father - who was the addressed person my remains were to be sent to - happened to see his name on the copy and read it. After gulping a bit at legalise, he asked "is this legal, and necessary?"
As a contractor/visitor, it was freely your choice to enter these sites, and if you disagreed with these rules you were free to say no - and subsequently not do business with them. However, as an employee, do you have to abide by the same rules; and as an employer, when is it reasonable to ask employees to accept testing for drugs?
Lets take the employer first. The biggest leverage for drug testing is pre-employment - its one of the reasons that pre-employment medical screening is increasing. However, should a trace test prove positive for something, where does it become reasonable to refuse employment? This is not a legal commentary, and as legislation and case law changes continually, it is always recommended that you take advice on such matters from a suitably qualified HR lawyer. But, in summary, in the case of the young lady above, GBL is a legal drug - and hence it would seem over zealous to stop employment in such cases; however, if large traces of alchol were found, and the job required skilled machine operation or driving, a reasonable no employment case could be constructed. Illegal drugs are a different case, and even if your normal work doesn't involve chemical handling, a heavy cocaine user would seem a brave choice. However, in all positive cases whether the element found be legal or illegal, my personal feeling is to offer the candidate a second chance - that way, if they know they are a regular user, most likely they will withdraw their application over forcing you as the employer to send them a legal "no thanks because" letter.
What about employees in employment? Once past the trial period, then the case has to be handled via the disciplinary procedure. Whatever the outcome, it should be pointed out that most charities which support the rehabilitation and recovery of both drug takers and alcohol abusers, supported by many employers groups, can show that in the cases where employers provide support systems to aid employee recovery that previously good employees after recovery return to be great employee's. So, its not always a case of sack them being the best or most economic answer.
In the case of the employee or candidate applicant, be aware that many more employers are applying compulsory pre-employment medical screening. If you take drugs or like to party on alcohol - lets be honest, when you are young who doesn't drink excessively at times; then I suggest that if you are planning a period of job seeking that you lay totally off the drugs and keep the alcohol consumption down for at least a month before your first interview. If you want a mental check level, then ask yourself could you legally drive a car at this moment - that's the level a modern trace element tester can test for, over a six month history period. The potential employer should make you aware of their application and employment process, and every modern application process will have either a compulsory or optional "at our discretion, we may ask for your medical records or for you to attend a medical check" clause in the application document. If you have existing medical conditions, then do yourself a favour and state them - once you have put them on the application form, you can't be excluded from the applications process under the Disability Discrimination laws
Now, lets say like 99% of people, you pass the employment process and are employed. But, like most you suffer some form of incident, and happen to start over em-biding on drugs or alcohol. Unfortunately, this de-gradates your performance, and your boss notices, and asks for a meeting where he suggests you take a company sponsored drugs test - what can you do? Firstly, unless its a Health and Safety matter in the care and undertaking of your job - in which case, often medical checks are a regular and routine/periodic matter - ask them to put the request in writing. Take that letter to an employment solicitor, and ask for advice - please, be totally honest with your legal representative, they can help you. Normally you will be asked subsequently by the HR Department to a formal interview, where legally you can ask a friend to attend with you - make that your legal representative. You may not be able to keep your job, but you may be able to exit with a relatively clean reference on your performance up to the incident; or may be able to negotiate a period of suspension where by your problem can be address through an agreed and employer monitored program.
Drugs are personally not my thing, but when employers are faced with a shortage or skilled talent and more competition for good people, an acceptance of modern drug culture and an adult address of usage in both applicants and employee's can bring about a more enthused and encompassing group culture if problems are tackled sympathetically. Employees but particularly applicants should be aware of modern processes and procedures with regards employment, ceasing their drug taking and monitoring their alcohol intake during the employment process - its your life, your career and hence your choice: but if you really want that job, you now know the price.
When I worked with Dow Chemicals in the 1990's, the worlds second largest chemical company, there was a standard form you had to sign even as a contractor when visiting any of their sites, be they production locations or offices. Effectively it said in the interests of Health and Safety, you could as a visitor be taken aside at any point and tested for drugs, or be ejected from site for no apparent reason at any point, and may be banned for life. Having agreed to always be accompanied by a safety trained Dow employee, it also said that if the site blew up, you accepted it wasn't necessarily their fault, but you could elect to leave an address where your remains when they became accessible could be sent. I didn't have a problem signing the form, as I was clean of drugs, never drank before going onsite, and had signed similar but less dramatic forms when entering sites for both BP, Shell and Unilever. The form came in a five page copy pack, and you got one of the copies as a co-signatory, and on one occasion my father - who was the addressed person my remains were to be sent to - happened to see his name on the copy and read it. After gulping a bit at legalise, he asked "is this legal, and necessary?"
As a contractor/visitor, it was freely your choice to enter these sites, and if you disagreed with these rules you were free to say no - and subsequently not do business with them. However, as an employee, do you have to abide by the same rules; and as an employer, when is it reasonable to ask employees to accept testing for drugs?
Lets take the employer first. The biggest leverage for drug testing is pre-employment - its one of the reasons that pre-employment medical screening is increasing. However, should a trace test prove positive for something, where does it become reasonable to refuse employment? This is not a legal commentary, and as legislation and case law changes continually, it is always recommended that you take advice on such matters from a suitably qualified HR lawyer. But, in summary, in the case of the young lady above, GBL is a legal drug - and hence it would seem over zealous to stop employment in such cases; however, if large traces of alchol were found, and the job required skilled machine operation or driving, a reasonable no employment case could be constructed. Illegal drugs are a different case, and even if your normal work doesn't involve chemical handling, a heavy cocaine user would seem a brave choice. However, in all positive cases whether the element found be legal or illegal, my personal feeling is to offer the candidate a second chance - that way, if they know they are a regular user, most likely they will withdraw their application over forcing you as the employer to send them a legal "no thanks because" letter.
What about employees in employment? Once past the trial period, then the case has to be handled via the disciplinary procedure. Whatever the outcome, it should be pointed out that most charities which support the rehabilitation and recovery of both drug takers and alcohol abusers, supported by many employers groups, can show that in the cases where employers provide support systems to aid employee recovery that previously good employees after recovery return to be great employee's. So, its not always a case of sack them being the best or most economic answer.
In the case of the employee or candidate applicant, be aware that many more employers are applying compulsory pre-employment medical screening. If you take drugs or like to party on alcohol - lets be honest, when you are young who doesn't drink excessively at times; then I suggest that if you are planning a period of job seeking that you lay totally off the drugs and keep the alcohol consumption down for at least a month before your first interview. If you want a mental check level, then ask yourself could you legally drive a car at this moment - that's the level a modern trace element tester can test for, over a six month history period. The potential employer should make you aware of their application and employment process, and every modern application process will have either a compulsory or optional "at our discretion, we may ask for your medical records or for you to attend a medical check" clause in the application document. If you have existing medical conditions, then do yourself a favour and state them - once you have put them on the application form, you can't be excluded from the applications process under the Disability Discrimination laws
Now, lets say like 99% of people, you pass the employment process and are employed. But, like most you suffer some form of incident, and happen to start over em-biding on drugs or alcohol. Unfortunately, this de-gradates your performance, and your boss notices, and asks for a meeting where he suggests you take a company sponsored drugs test - what can you do? Firstly, unless its a Health and Safety matter in the care and undertaking of your job - in which case, often medical checks are a regular and routine/periodic matter - ask them to put the request in writing. Take that letter to an employment solicitor, and ask for advice - please, be totally honest with your legal representative, they can help you. Normally you will be asked subsequently by the HR Department to a formal interview, where legally you can ask a friend to attend with you - make that your legal representative. You may not be able to keep your job, but you may be able to exit with a relatively clean reference on your performance up to the incident; or may be able to negotiate a period of suspension where by your problem can be address through an agreed and employer monitored program.
Drugs are personally not my thing, but when employers are faced with a shortage or skilled talent and more competition for good people, an acceptance of modern drug culture and an adult address of usage in both applicants and employee's can bring about a more enthused and encompassing group culture if problems are tackled sympathetically. Employees but particularly applicants should be aware of modern processes and procedures with regards employment, ceasing their drug taking and monitoring their alcohol intake during the employment process - its your life, your career and hence your choice: but if you really want that job, you now know the price.
Sunday 10 August 2008
Would you interview for a job if you were on crutches?
Patty, a job seeker, asks: I am not quite sure how to approach this situation. I broke my foot and will be having surgery this week. I will be on crutches for 6 weeks Should I suspend my job search, until I am on solid ground? Or try and push any interviews back? How will a company view my candidacy if I arrive for the interview on crutches?
In answer:
If it won't have a negative impact on your long term health, absolutely 100% YES!
A second invitation to interview may not happen. Secondly, a candidate that does not allow a broken foot to be an obstacle shows an employer that you are indeed a serious professional who will persevere in the face of challenge. Breaking your foot may have a silver lining for you.
Although your mobility is negatively affected, your intelligence, skills, unique competences and ability to communicate effectively remain intact and so should be your willingness of looking for a new job. Plus it shows the potential employer your determination and ability to handle diverse and challenging situations - employers love people who can do that!
Assuming that you will have an interview during your time of convalescence, make sure you explain the situation before hand and check that the interview is held in an easily accessible location. I am sure that the interviewer who could be your next employer, will understand that you have suffered from an accident where you have broken your foot, and will be comprehensive enough to recognize positively the courage that you have had and the effort that you have done in attending a scheduled interview.
Its the "how its handled" gain which is your silver lining here. Of course, this advice is not comprehensive to all such ailments or situations - appearing with a cold let alone thinking of doing so with flu would have a wholly negative effect; and appearing on a stretcher would be considered over zealous. Arriving late is not recommended, but pre-communication of that and management of the situation in extenuating circumstances - like during power cuts or in case of accidents - is acceptable.
Good Luck!
In answer:
If it won't have a negative impact on your long term health, absolutely 100% YES!
A second invitation to interview may not happen. Secondly, a candidate that does not allow a broken foot to be an obstacle shows an employer that you are indeed a serious professional who will persevere in the face of challenge. Breaking your foot may have a silver lining for you.
Although your mobility is negatively affected, your intelligence, skills, unique competences and ability to communicate effectively remain intact and so should be your willingness of looking for a new job. Plus it shows the potential employer your determination and ability to handle diverse and challenging situations - employers love people who can do that!
Assuming that you will have an interview during your time of convalescence, make sure you explain the situation before hand and check that the interview is held in an easily accessible location. I am sure that the interviewer who could be your next employer, will understand that you have suffered from an accident where you have broken your foot, and will be comprehensive enough to recognize positively the courage that you have had and the effort that you have done in attending a scheduled interview.
Its the "how its handled" gain which is your silver lining here. Of course, this advice is not comprehensive to all such ailments or situations - appearing with a cold let alone thinking of doing so with flu would have a wholly negative effect; and appearing on a stretcher would be considered over zealous. Arriving late is not recommended, but pre-communication of that and management of the situation in extenuating circumstances - like during power cuts or in case of accidents - is acceptable.
Good Luck!
Do you think I should take the term "drama queen" off my CV/Resume?
Ritzya, a drama coach and public speaker trainier, asks: Do you think the term "drama queen" has a negative connotation? In some worlds it does... the definition: someone that turns everything into drama. However, In the world of stage it is wonderful - in every day life it can be a challenge. Based on your answer, and keeping in mind that I am a professional public speaking/drama coach, do you think I should take "the drama queen" off of my CV/Resume?
In answer:
In 999 out of 1000 cases, I would say YES, remove it - as I think most would, because of those negative connotations. In your singular case, I have thought about this, and I know that YES you should remove it!
It doesn't say "professional" in a personal profile or CV/Resume - it says NIGHTMARE in big, bold, black script with large polished trombones!
Its great as a piece of marketing, and possibly as a marketing choice in a section of a CV/Resume. But as a piece of personal branding as opposed to marketing - disastrous!
In answer:
In 999 out of 1000 cases, I would say YES, remove it - as I think most would, because of those negative connotations. In your singular case, I have thought about this, and I know that YES you should remove it!
It doesn't say "professional" in a personal profile or CV/Resume - it says NIGHTMARE in big, bold, black script with large polished trombones!
Its great as a piece of marketing, and possibly as a marketing choice in a section of a CV/Resume. But as a piece of personal branding as opposed to marketing - disastrous!
Have you ever lived for a day at the office of a potential employer?
Beth asks: I've been reading The Simplicity Survival Handbook by Bill Jensen for his tips on how to do less and achieve more. One unexpected suggestion was that when looking for a new job, if the potential employer is still interested after the first or second interview, ask to spend a day at the office and attend specific types of meetings that are real exhibits of how they make decisions, assign work, problem solve, etc. Then you can judge how your style and theirs will fit. Basically you're giving your potential employer a situational interview.
Have you ever tried living a day at the office of a potential employer? Did you ever ask and get turned down? Were you ever invited to do so, even just to sit in on a meeting the day of your interview or set free to wander the office area for an afternoon? How did it go?
In answer:
Its something we always do for both new employee's we take on, as well as when either new candidates ask or we feel that there is some doubt or concern on either the candidates or the employers behalf.
From the perspective of a prospective job candidate, the experience of living a day at the office proves helpful in minimizing the fears, doubts and uncertainty that the candidate could feel when he/she would is assuming for the first time the responsibilities inherent to a new job role, where his/her co-workers, manager, corporate climate and culture remain as a pervasive enigma that should be solved in a carefully planned, although sometimes painful process of employee´s induction.
As we offer a 100%/90day refund in cases of candidate leaving employment, from our perspective this exposure in advance of a candidate to the process of a typical day in the environment are instrumental in providing the feedback that is required to provide the best professional available to fill a job position, in function of his/her soft-skills, positive customer-oriented attitude and proper fit with the system of values, beliefs, procedures and policies that are inherent to that employers corporate culture.
We give each of the top candidates for any internal position an opportunity to spend up to a day observing the people they would be working with, asking questions, etc. I think it helps us make better hiring decisions, and gives candidates an opportunity to decline if they feel they are not a good fit, before having spent a lot of time, energy, and other resources in hiring and training them. We find out a lot earlier if someone is not going to make it in a position.
If the industry and position allows the freedom, I highly recommend both asking to observe if you are the candidate, and giving candidates the opportunity to observe if you are the employer. Of course, expect to sign a confidentiality agreement before you are permitted to do such a thing. But I know you will find the opportunity valuable.
Have you ever tried living a day at the office of a potential employer? Did you ever ask and get turned down? Were you ever invited to do so, even just to sit in on a meeting the day of your interview or set free to wander the office area for an afternoon? How did it go?
In answer:
Its something we always do for both new employee's we take on, as well as when either new candidates ask or we feel that there is some doubt or concern on either the candidates or the employers behalf.
From the perspective of a prospective job candidate, the experience of living a day at the office proves helpful in minimizing the fears, doubts and uncertainty that the candidate could feel when he/she would is assuming for the first time the responsibilities inherent to a new job role, where his/her co-workers, manager, corporate climate and culture remain as a pervasive enigma that should be solved in a carefully planned, although sometimes painful process of employee´s induction.
As we offer a 100%/90day refund in cases of candidate leaving employment, from our perspective this exposure in advance of a candidate to the process of a typical day in the environment are instrumental in providing the feedback that is required to provide the best professional available to fill a job position, in function of his/her soft-skills, positive customer-oriented attitude and proper fit with the system of values, beliefs, procedures and policies that are inherent to that employers corporate culture.
We give each of the top candidates for any internal position an opportunity to spend up to a day observing the people they would be working with, asking questions, etc. I think it helps us make better hiring decisions, and gives candidates an opportunity to decline if they feel they are not a good fit, before having spent a lot of time, energy, and other resources in hiring and training them. We find out a lot earlier if someone is not going to make it in a position.
If the industry and position allows the freedom, I highly recommend both asking to observe if you are the candidate, and giving candidates the opportunity to observe if you are the employer. Of course, expect to sign a confidentiality agreement before you are permitted to do such a thing. But I know you will find the opportunity valuable.
Donna asks: A candidate client suspects that the former employer may be blackballing, is wondering how to determine whether this is true, and what he/she might be advised to do about it. The client worked for the former employer for a significant number of years and handled major accounts. Suggestions and insights appreciated. Thank you.
In answer:
Lets be honest, its not uncommon - plus on certain occasions, if a candidate provides three references, and the first one highlights a certain issue, its not difficult for the reference taker to verge towards that negativity.
The first thing to check, is that the candidate client is being wholly honest with you about their reasons for leaving past employers? When I first meet new candidates, I always ask on those I choose to put forward or place on the dBase, to think about where and who they will reference to - even dumb candidates know to avoid the boss who hated them, only desperate one's are likely to knowingly make that mistake
If you are convinced about the candidates clarity and honesty, then I think approaching each of the references they have given (they may think its X, where as it could be Z being very horrible for reasons unknown to the candidate), and advise them you are the recruitment agent/career advisor, and as they had been provided as a reference to the candidate, was wondering if they could provide a written summary of their reference to you for your files. Then, if they don't or if they provide a statement that says one thing and yet say another on the telephone - which the future employer will always comment on - then its isolates the reference who provides the problem, and makes them looks like an idiot, not the candidate unemployable.
If you do find such a situation, and that employer and the experience gained is key to the candidates being employed in the new post, then - if they are a reasonable person - there is always someone else who can be suitably referenced to, either upwards or sideways. If they weren't dismissed, but don't have any other contacts, there is always the HR department which is a highly suitable "last resort" reference
References are a good thing, but some times reveal a situation in a one-time telephone conversation which can destroy a good career opportunity. I hence think referencing needs careful management from the point of initial contact with the candidate, to successful new employment.
In answer:
Lets be honest, its not uncommon - plus on certain occasions, if a candidate provides three references, and the first one highlights a certain issue, its not difficult for the reference taker to verge towards that negativity.
The first thing to check, is that the candidate client is being wholly honest with you about their reasons for leaving past employers? When I first meet new candidates, I always ask on those I choose to put forward or place on the dBase, to think about where and who they will reference to - even dumb candidates know to avoid the boss who hated them, only desperate one's are likely to knowingly make that mistake
If you are convinced about the candidates clarity and honesty, then I think approaching each of the references they have given (they may think its X, where as it could be Z being very horrible for reasons unknown to the candidate), and advise them you are the recruitment agent/career advisor, and as they had been provided as a reference to the candidate, was wondering if they could provide a written summary of their reference to you for your files. Then, if they don't or if they provide a statement that says one thing and yet say another on the telephone - which the future employer will always comment on - then its isolates the reference who provides the problem, and makes them looks like an idiot, not the candidate unemployable.
If you do find such a situation, and that employer and the experience gained is key to the candidates being employed in the new post, then - if they are a reasonable person - there is always someone else who can be suitably referenced to, either upwards or sideways. If they weren't dismissed, but don't have any other contacts, there is always the HR department which is a highly suitable "last resort" reference
References are a good thing, but some times reveal a situation in a one-time telephone conversation which can destroy a good career opportunity. I hence think referencing needs careful management from the point of initial contact with the candidate, to successful new employment.
When is the best time to seek a new opportunity?
Richard asks: Does one wait until you're unemployed? Should you leave at the first sign of turmoil? Should you weather the storm, gain experience and then vacate?
In answer:
Career management is not something which you just wake up to - and so hence leads to knowing which opportunities you should seek to attain that goal you have defined - which leads to knowing why you took that particularly job, and why you have been there for X period of time - which leads to knowing how much longer you have there, and which opportunities you seek next to write on your CV/Resume - which results in happy and fulfilled employment, and a better life!
You will always know when you are being interviewed by an HR professional, as they will ask you about the points of change in your career: "You went from position A with employer B, to position X with employer Z: why?" They look for both fulfilment in career and application to a particular path, and checked whether that is inline with the position being interviewed for and its skills requirements.
If you apply the question of "where do I want to be that will make me happy" then you will know why you are where you are at present. These people are normally fun to be around, and - like an old mentor of mine - have smiles on their faces at least 3 days out of every 5 work days: unfortunately, the smelly stuff happens to everyone!
If like the majority of people - I'd say 7 out of 10 from those I interview, and you don't manage your career and wake up one day unhappy; or if the job you are working doesn't put a smile on your face 3 days out of 5: then NOW is the time to start changing. What ever you do don't reach for the word processor and start writing a new CV/Resume because you heard of a better job at a particular company - write down why you are happy in your present job, why you are unhappy, and where you want to be in 5 and 10 years time. If you are feeling really brave, write your own obituary - its a tough psychological challenge, and most don't complete it - but its what it reveals about where you want to be and how quickly that change needs to be made which is the actual required and revealing result.
Most people don't know what makes them happy, so recognising that you may want to make a change Richard is 7/10ths of the battle won. Now its just a question of finding what and where, and those are relativity easy in comparison. The outcome will be a clear goal, a better plan with more networking to find that better opportunity - and a happier work life.
Good Luck!
----------------------------------------------------------------------
Thank you for taking the time to answer my question.
RB
................................................................
Dear Richard,
Thank you!
If I can help you at any time, please just ask, and in the mean time - Good Luck!
Best Regards,
Ian McA
In answer:
Career management is not something which you just wake up to - and so hence leads to knowing which opportunities you should seek to attain that goal you have defined - which leads to knowing why you took that particularly job, and why you have been there for X period of time - which leads to knowing how much longer you have there, and which opportunities you seek next to write on your CV/Resume - which results in happy and fulfilled employment, and a better life!
You will always know when you are being interviewed by an HR professional, as they will ask you about the points of change in your career: "You went from position A with employer B, to position X with employer Z: why?" They look for both fulfilment in career and application to a particular path, and checked whether that is inline with the position being interviewed for and its skills requirements.
If you apply the question of "where do I want to be that will make me happy" then you will know why you are where you are at present. These people are normally fun to be around, and - like an old mentor of mine - have smiles on their faces at least 3 days out of every 5 work days: unfortunately, the smelly stuff happens to everyone!
If like the majority of people - I'd say 7 out of 10 from those I interview, and you don't manage your career and wake up one day unhappy; or if the job you are working doesn't put a smile on your face 3 days out of 5: then NOW is the time to start changing. What ever you do don't reach for the word processor and start writing a new CV/Resume because you heard of a better job at a particular company - write down why you are happy in your present job, why you are unhappy, and where you want to be in 5 and 10 years time. If you are feeling really brave, write your own obituary - its a tough psychological challenge, and most don't complete it - but its what it reveals about where you want to be and how quickly that change needs to be made which is the actual required and revealing result.
Most people don't know what makes them happy, so recognising that you may want to make a change Richard is 7/10ths of the battle won. Now its just a question of finding what and where, and those are relativity easy in comparison. The outcome will be a clear goal, a better plan with more networking to find that better opportunity - and a happier work life.
Good Luck!
----------------------------------------------------------------------
Thank you for taking the time to answer my question.
RB
................................................................
Dear Richard,
Thank you!
If I can help you at any time, please just ask, and in the mean time - Good Luck!
Best Regards,
Ian McA
Advice on entering field of Program Management?
Daffyd asks: I currently run a Project Management Office and everntually would like to move into full-scale Program Management or into a Senior Project Officer role. Can anyone, particularly recruiters who recruit for these types of positions, give me any advice on
1) the best way to leverage my skills and talents, and
2) training, courses, certifications to take or get
to improve my chances of landing such a position?
In answer:
Modern careers are based on a balance of....
- Certified skills
- Relevant experience
There is also a lot of evidence that modern employers are basing their recruiting choices on niching and pinnacling. As pressures mount on modern industry, they want the right skills/experience and the top person to minimise commercial risk.
Project or Program management is now a classical "err towards the certificates" career, and is often derived from another career choice before hand - ie: telcoms engineers becoming telco PM's, construction engineers becoming construction PM's, etc. There are also sub-niches to those main markets, and its resultantly an easy career to get "niched" into both employment - and unemployment!
I would hence choose to first certify as a PM with one of the main bodies, and also gain a Prince2 qualification - the basics in the PM world. After a few years (by say mid-30's, or latest mid 40's) I would then consider undertaking an MBA and/or a finance certificate qualification. As you get older, if you choose a technology based market or sub-niche, the technology you know will get replaced and you stand a greater chance of unemployment: the MBA and finance qualifications recognise your wider skills.
Good luck - PM is a great career choice, and is one of the still developing professional career choices which you can't see going out of fashion in one or two generations.
1) the best way to leverage my skills and talents, and
2) training, courses, certifications to take or get
to improve my chances of landing such a position?
In answer:
Modern careers are based on a balance of....
- Certified skills
- Relevant experience
There is also a lot of evidence that modern employers are basing their recruiting choices on niching and pinnacling. As pressures mount on modern industry, they want the right skills/experience and the top person to minimise commercial risk.
Project or Program management is now a classical "err towards the certificates" career, and is often derived from another career choice before hand - ie: telcoms engineers becoming telco PM's, construction engineers becoming construction PM's, etc. There are also sub-niches to those main markets, and its resultantly an easy career to get "niched" into both employment - and unemployment!
I would hence choose to first certify as a PM with one of the main bodies, and also gain a Prince2 qualification - the basics in the PM world. After a few years (by say mid-30's, or latest mid 40's) I would then consider undertaking an MBA and/or a finance certificate qualification. As you get older, if you choose a technology based market or sub-niche, the technology you know will get replaced and you stand a greater chance of unemployment: the MBA and finance qualifications recognise your wider skills.
Good luck - PM is a great career choice, and is one of the still developing professional career choices which you can't see going out of fashion in one or two generations.
Friday 8 August 2008
How do you combat work experience vs. certifications when clients are needing the most up to date skills?
Thomas asks: How do you combat work experience vs. certifications when clients are needing the most up to date skills? As a consultant, training and certifications are not something that is offered, vs a full time employee who is permitted training on "the company dollar". How would you combat less experienced professionals with up to date certifications against your own work experience, when new employment opportunities arise?
In answer:
For an operational manager, then experience counts more than certificates. For an HR manager, often experience needs to be balanced with adequate proven certification - they like to see ownership of personal development, through both career path as well as education. It is the HR manager who signs off the final job description, as they are legally responsible for employing suitably qualified employees - and its that later agenda item which plays to the risk/safety manager or finance director who is in charge of procuring and sourcing the companies insurance.
For the contractor, its is most often true that they have more experience than certificates - its a common problem. However, in the modern era, particularly as formalised training is a good way for the HR department of getting the best and weeding out the worst, the traditional contractor career needs to be balanced with adequate certified verification of gained experience. There is also the issue of bleeding edge technology - if you have been involved in such leading edge projects, then often the companies will certify via a letter over formal qualification.
I would suggest that your first action Thomas is to note down your work and project experiences, in some form of a work diary or portfolio - what the project brief was, how long it took, skills you deployed, team in which you worked, and the outcome from both a delivery and times scale/financial view point. You may find from that that if you have worked with certified workers of a particular technology, that if they or the person you worked for verify your work experience, the technology company will issue you with a certificate of qualification or experience.
Secondly, when compiling your CV/Resume, focus on delivered projects briefs for named companies and associated systems integration, over the formalised skills required. Focus on delivery and the skills you were required in the successful completion - that way, you have both the skills implied and shown in delivery, as well as the program management skills of career development.
Thirdly, when you apply for jobs and are refused, then ask for feedback and react in your CV/Resume to it. A rejection is a "not now" learning experience, not a total rejection - recruiters and HR managers will react to engaging candidates, and if you are not right for one job you will be in their mind for another soon.
Finally, when you do get an interview, take along your portfolio - "OK, I haven't got XYZ qualification, but I have a got a letter of recommendation from XYZ company where I deployed that technology into their system!" This will stop the HR managers mind of erring towards caution or the need to undertake lots of work verifying your skills, and means you are more likely to get the job.
Skills are what count commercially, particularly when you can show Thomas successful commercial delivery. In the long term, look to formalise your experience in the form of certificates and formalisation, but if you can get independent verification then there should not be any problems in successfully gaining employment. If you have the bona-fide experience and aren't getting the interviews or offers, then have someone review your CV/Resume to see if you are getting the right information across. Do a "role play" interview with someone else to see if you need to fine tune your presentation.
Good Luck, and if I can help further, please - just ask!
In answer:
For an operational manager, then experience counts more than certificates. For an HR manager, often experience needs to be balanced with adequate proven certification - they like to see ownership of personal development, through both career path as well as education. It is the HR manager who signs off the final job description, as they are legally responsible for employing suitably qualified employees - and its that later agenda item which plays to the risk/safety manager or finance director who is in charge of procuring and sourcing the companies insurance.
For the contractor, its is most often true that they have more experience than certificates - its a common problem. However, in the modern era, particularly as formalised training is a good way for the HR department of getting the best and weeding out the worst, the traditional contractor career needs to be balanced with adequate certified verification of gained experience. There is also the issue of bleeding edge technology - if you have been involved in such leading edge projects, then often the companies will certify via a letter over formal qualification.
I would suggest that your first action Thomas is to note down your work and project experiences, in some form of a work diary or portfolio - what the project brief was, how long it took, skills you deployed, team in which you worked, and the outcome from both a delivery and times scale/financial view point. You may find from that that if you have worked with certified workers of a particular technology, that if they or the person you worked for verify your work experience, the technology company will issue you with a certificate of qualification or experience.
Secondly, when compiling your CV/Resume, focus on delivered projects briefs for named companies and associated systems integration, over the formalised skills required. Focus on delivery and the skills you were required in the successful completion - that way, you have both the skills implied and shown in delivery, as well as the program management skills of career development.
Thirdly, when you apply for jobs and are refused, then ask for feedback and react in your CV/Resume to it. A rejection is a "not now" learning experience, not a total rejection - recruiters and HR managers will react to engaging candidates, and if you are not right for one job you will be in their mind for another soon.
Finally, when you do get an interview, take along your portfolio - "OK, I haven't got XYZ qualification, but I have a got a letter of recommendation from XYZ company where I deployed that technology into their system!" This will stop the HR managers mind of erring towards caution or the need to undertake lots of work verifying your skills, and means you are more likely to get the job.
Skills are what count commercially, particularly when you can show Thomas successful commercial delivery. In the long term, look to formalise your experience in the form of certificates and formalisation, but if you can get independent verification then there should not be any problems in successfully gaining employment. If you have the bona-fide experience and aren't getting the interviews or offers, then have someone review your CV/Resume to see if you are getting the right information across. Do a "role play" interview with someone else to see if you need to fine tune your presentation.
Good Luck, and if I can help further, please - just ask!
Experience with recruiter interview preparation
Eric asks: Having worked with a recruiter, what was your experience with interview preparation? Interview preparation is part of the recruiting process. I am interested to hear your experience about the type and amount of interview preparation you received from recruiters you have worked with.
Specifically:
How much time did the recruiter spend in preparation?
What did the recruiter do to prepare you?
What was the content of the preparation?
How well prepared did you feel going into the interview?
Is this different between a Retained Recruiter (receives a fixed fee up front to fill the position) or a Contingency Recruiter (receives a fee only if his/her candidate is hired).
In answer:
I think 95 candidates out of any 100 asked the same question would say "what preparation?"
In background, most recruiters start as fixed fee trainee's with most of their fee paid up front by the employer, and its a volume approach to processes and complete as many filled jobs as possible in the shortest possible time scale. These jobs are mainly skills dependent - ie, you have the skills, qualifications or experience or not - and hence not a lot of interview preparation is required.
Hence, when these recruiters move on to contingency fee placements they often employ the same fixed fee learnt procedures - as many placements as possible in the shortest possible time scale. This creates problems for both the candidate, as well as the employer - often both complain about a mutual lack of briefing, and hence unsuitability.
A good recruiter should give a candidate adequate pre-vetting, briefing and preparation before they meet the potential employer. It is in their interest, both in terms of fee note billings and reputation with the employer/customer. How much time is that - I would question the recruiters selection criteria and the candidates suitability if that was more than one/two telephone interviews of about one hour in total, and one/two physical meetings again of around one hour each before the candidate meets the potential employer: either the capability and fit is there or not, but most candidates need some briefing and preparation
If a recruiter approaches you about a position, then I always suggest to candidates that their first question should be "where did you get my details from," and another should be "and how do you/your company get paid?" A more motivated and focused recruiter - normally on a contingency fee - will be paid more after the chosen candidate is in place, rather than before. If its a fixed fee recruitment process with most monies paid before placement, then expect to be treated like a piece of meat going through a grinder - my sincere apologies on behalf of my chosen profession.
Good Luck!
Specifically:
How much time did the recruiter spend in preparation?
What did the recruiter do to prepare you?
What was the content of the preparation?
How well prepared did you feel going into the interview?
Is this different between a Retained Recruiter (receives a fixed fee up front to fill the position) or a Contingency Recruiter (receives a fee only if his/her candidate is hired).
In answer:
I think 95 candidates out of any 100 asked the same question would say "what preparation?"
In background, most recruiters start as fixed fee trainee's with most of their fee paid up front by the employer, and its a volume approach to processes and complete as many filled jobs as possible in the shortest possible time scale. These jobs are mainly skills dependent - ie, you have the skills, qualifications or experience or not - and hence not a lot of interview preparation is required.
Hence, when these recruiters move on to contingency fee placements they often employ the same fixed fee learnt procedures - as many placements as possible in the shortest possible time scale. This creates problems for both the candidate, as well as the employer - often both complain about a mutual lack of briefing, and hence unsuitability.
A good recruiter should give a candidate adequate pre-vetting, briefing and preparation before they meet the potential employer. It is in their interest, both in terms of fee note billings and reputation with the employer/customer. How much time is that - I would question the recruiters selection criteria and the candidates suitability if that was more than one/two telephone interviews of about one hour in total, and one/two physical meetings again of around one hour each before the candidate meets the potential employer: either the capability and fit is there or not, but most candidates need some briefing and preparation
If a recruiter approaches you about a position, then I always suggest to candidates that their first question should be "where did you get my details from," and another should be "and how do you/your company get paid?" A more motivated and focused recruiter - normally on a contingency fee - will be paid more after the chosen candidate is in place, rather than before. If its a fixed fee recruitment process with most monies paid before placement, then expect to be treated like a piece of meat going through a grinder - my sincere apologies on behalf of my chosen profession.
Good Luck!
Graduate school recruiting
Andre asks: I sit on a Advisory Board for a upcoming school of business in the south. (School already has a top 25 medical program & and strong local business recruiting effort) I wanted to see how I could get other top firms around the country to consider recruiting at the School (It has a top accounting program and an Up and coming Finance Program - it is also known for attracting top minority talent)
In answer:
An excellent technique I've used is to identify alumni at different companies who can serve as advocates for your program. An internal champion can go a long way towards creating visibility for a school, much less providing internship and job opportunities to current students.
Good Luck!
In answer:
An excellent technique I've used is to identify alumni at different companies who can serve as advocates for your program. An internal champion can go a long way towards creating visibility for a school, much less providing internship and job opportunities to current students.
Good Luck!
Career change and time to look for a new job while working
Catarina asks: I work in the financial field for 7 years now and I never really liked it, I felt in it by chance. I feel so burned out and depressed and I need a career change. I had some holidays abroad and spoke with a career counsellor that advised me to change into direct marketing, I´ve been working as a volunteer for charities in direct marketing and I love it, I really feel I´m using all my right skills. She helped write a functional C.V. for me to look for a new job. I already have a post-graduate degree in Marketing.
My problem is, due to my full-time job (I work from 9-6) I don´t have time to concentrate in looking for job ads and do the career change properly. Also my company is not very flexible with working hours. I feel really depressed about having to concentrate in something I´m so burned out and not be able to have free time to concentrate instead on my career change. What do you advice me to do? Should I take the risk and just quit? I don´t know how long will it be till I find a new job in this new field, although I have a recruiter friend that´s helping me with the job search part. Please advice!
In answer:
Hmmm - the modern internet powered world was meant for you!
First, congratulations on accepting your unhappiness, and doing something about solving it. Honestly, having found what you now want to do, you are 7/10ths of the way there mentally, and 5/10ths of the way there in the timeline. And secondly, don't yet leave your existing job - being employed gives you leverage when negotiating for salary, benefits, etc.
In the old pre-internet world, you had to leave your job to find a new job - not now in the internet world! Tap into Google "Direct marketing jobs X" where X is the state or city in which you wish to work - I suggest you don't go down to town or county level, unless you live in a big city county. From that, you should find a series of jobs board with such jobs listed on them - choose the board where the most jobs you like are listed, and register as a candidate.
Modern recruiters and employers accept that candidates are busy, and that 9-5 interviews are often a thing of the past. As you register two things happen - now you can apply for those listed jobs, and recruiters looking for people with your skills can approach you. When you come home at night, simply check your eMail, and respond to the jobs/recruiters you think will fulfill your needs. When you are approached by recruiters or employers, explain that you will find it difficult to attend an interview during work hours, so would an initial telephone interview suffice with follow-up either at lunchtime or another time when you are free.
If you want something slightly more advanced, do the Google search again. Now comes the nifty modern bit - Google provides you with an RSS feed, effectively a whole stream of information which matches your search criteria. There will be an orange-coloured symbol to the left of the URL return, that looks like a square with a series of ripples coming out of it - press that and a piece of text will appear. Click on the text, and on the next window select Google Reader (if you don't have a Google Reader account, simply register for one). This feed will now keep you informed on a daily basis of all the new things Google finds which match your search criteria - in other words, Direct marketing jobs in X!
You have made great progress so far, but the dilema of "stay unhappy or leave to find happy employment" doesn't really happen in the modern world - it works for you to find a better position!
Good luck, and if I can help further, please - just ask!
My problem is, due to my full-time job (I work from 9-6) I don´t have time to concentrate in looking for job ads and do the career change properly. Also my company is not very flexible with working hours. I feel really depressed about having to concentrate in something I´m so burned out and not be able to have free time to concentrate instead on my career change. What do you advice me to do? Should I take the risk and just quit? I don´t know how long will it be till I find a new job in this new field, although I have a recruiter friend that´s helping me with the job search part. Please advice!
In answer:
Hmmm - the modern internet powered world was meant for you!
First, congratulations on accepting your unhappiness, and doing something about solving it. Honestly, having found what you now want to do, you are 7/10ths of the way there mentally, and 5/10ths of the way there in the timeline. And secondly, don't yet leave your existing job - being employed gives you leverage when negotiating for salary, benefits, etc.
In the old pre-internet world, you had to leave your job to find a new job - not now in the internet world! Tap into Google "Direct marketing jobs X" where X is the state or city in which you wish to work - I suggest you don't go down to town or county level, unless you live in a big city county. From that, you should find a series of jobs board with such jobs listed on them - choose the board where the most jobs you like are listed, and register as a candidate.
Modern recruiters and employers accept that candidates are busy, and that 9-5 interviews are often a thing of the past. As you register two things happen - now you can apply for those listed jobs, and recruiters looking for people with your skills can approach you. When you come home at night, simply check your eMail, and respond to the jobs/recruiters you think will fulfill your needs. When you are approached by recruiters or employers, explain that you will find it difficult to attend an interview during work hours, so would an initial telephone interview suffice with follow-up either at lunchtime or another time when you are free.
If you want something slightly more advanced, do the Google search again. Now comes the nifty modern bit - Google provides you with an RSS feed, effectively a whole stream of information which matches your search criteria. There will be an orange-coloured symbol to the left of the URL return, that looks like a square with a series of ripples coming out of it - press that and a piece of text will appear. Click on the text, and on the next window select Google Reader (if you don't have a Google Reader account, simply register for one). This feed will now keep you informed on a daily basis of all the new things Google finds which match your search criteria - in other words, Direct marketing jobs in X!
You have made great progress so far, but the dilema of "stay unhappy or leave to find happy employment" doesn't really happen in the modern world - it works for you to find a better position!
Good luck, and if I can help further, please - just ask!
Measuring the desirability of a job applicant by salary history
Ron, an educator, asks: I would like to know why it's done.
I can think of several very good reasons for salary history to be among the most unreliable measures of employee desirability. Here are a few:
- I worked for a start-up and sacrificed salary for a piece of the action. The company went belly up.
- Some people take time off to raise a family.
- Some people take time off to join the Peace Corps, or work on the mission field.
- Some people try a different career, perhaps a lower-paying one, just to see how it is, or to learn something different.
All that tells me that to use salary history as a measurement of increasing employee responsibility, or competence, or whatever, is bordering on the absurd. I liken it to deciding whether someone is ready for college on the basis of SAT scores alone. I can only see salary history working when taken holistically, and I have never before met anyone who reviews potential employees holistically. LOL
So tell me: why is it done? What is to be gained from it?
In answer:
Salary is one item by which employers reward employees for giving them their time and effort. And much present research shows that employee's consider it less of a reason to stay than other more human reward factors - recognition and development, for instance.
Reward and particularly salary hence in its present research view is more inline with Hertzberg's theory, in that its level indicates an "acceptable" level on behalf of the individual, for undertaking a particular job or piece of work. Hence, the examples you give - start-ups, peace corp's, raising a family, etc - can be seen in concept of a whole rewards system to the individual, over a pure salary reward focus.
With regards to a more standard work progression - from one similar job to another, possibly higher or related - then understanding the reasons for a candidates application/moving are important factors in assessing fit. Package reward is one of those factors - that's in both base salary, as well as benefits. For instance, older applicants are often more focused on the pension system and contributions; some applicants having had recent family or close to them health scares are more focused on healthcare.
However, as every Recruiter and HR professional will tell you - often its the base salary which creates the greatest problems in candidate contract signature, and most likely in sales recruits. Those who see themselves as "progressing" will initially look at OTE, but when it comes down to signing the contract most focus and question base salary. Often, the most motivated candidates are those have left their employers within the first three months of employment, having not assessed their own needs. Recruitment is an expensive process, so hence why recruiters and HR professionals will ask and ascertain salary levels before making an offer - plus, why not try and get best value for your company?
Salary is not and should not be seen as a whole solution/test of progression - its better positioned as part of a whole reward and recognition system. Good recruiters and HR professionals will always ask that question, and good candidates will be clear throughout the recruitment process why they are moving, what they seek and what that whole rewards package looks like.
I can think of several very good reasons for salary history to be among the most unreliable measures of employee desirability. Here are a few:
- I worked for a start-up and sacrificed salary for a piece of the action. The company went belly up.
- Some people take time off to raise a family.
- Some people take time off to join the Peace Corps, or work on the mission field.
- Some people try a different career, perhaps a lower-paying one, just to see how it is, or to learn something different.
All that tells me that to use salary history as a measurement of increasing employee responsibility, or competence, or whatever, is bordering on the absurd. I liken it to deciding whether someone is ready for college on the basis of SAT scores alone. I can only see salary history working when taken holistically, and I have never before met anyone who reviews potential employees holistically. LOL
So tell me: why is it done? What is to be gained from it?
In answer:
Salary is one item by which employers reward employees for giving them their time and effort. And much present research shows that employee's consider it less of a reason to stay than other more human reward factors - recognition and development, for instance.
Reward and particularly salary hence in its present research view is more inline with Hertzberg's theory, in that its level indicates an "acceptable" level on behalf of the individual, for undertaking a particular job or piece of work. Hence, the examples you give - start-ups, peace corp's, raising a family, etc - can be seen in concept of a whole rewards system to the individual, over a pure salary reward focus.
With regards to a more standard work progression - from one similar job to another, possibly higher or related - then understanding the reasons for a candidates application/moving are important factors in assessing fit. Package reward is one of those factors - that's in both base salary, as well as benefits. For instance, older applicants are often more focused on the pension system and contributions; some applicants having had recent family or close to them health scares are more focused on healthcare.
However, as every Recruiter and HR professional will tell you - often its the base salary which creates the greatest problems in candidate contract signature, and most likely in sales recruits. Those who see themselves as "progressing" will initially look at OTE, but when it comes down to signing the contract most focus and question base salary. Often, the most motivated candidates are those have left their employers within the first three months of employment, having not assessed their own needs. Recruitment is an expensive process, so hence why recruiters and HR professionals will ask and ascertain salary levels before making an offer - plus, why not try and get best value for your company?
Salary is not and should not be seen as a whole solution/test of progression - its better positioned as part of a whole reward and recognition system. Good recruiters and HR professionals will always ask that question, and good candidates will be clear throughout the recruitment process why they are moving, what they seek and what that whole rewards package looks like.
How To Follow Up With Employers?
Samson asks: I have been working on this issue with at least a few of the employers that I have applied to in the last two months, but it has not been too successful. Need suggestions on how to handle with an employer particularly when they state "Please, no phone calls about the job" as it is usually seen with almost all job leads from Craigslist. Of the few times that I have called to ask for a certain person or to speak to the hiring manager, they ask why are you calling about the job and/or they answer with that no phone calls are supposed to made to inquire about the job.
In answer:
Here's the problem form the advertisers perspective:
1. the main reason not to accept calls is the sheer number of CV/Resumes received, with literally 100's of CV's and Resumes to review. Positions need to be filled under time limitations, so Recruiters/HR professionals must be as efficient as possible.
2. With efficency in mind, employers will include all the basic information a candidate should need, eliminating the need to call
3. Most good employers have a great website. This gives active and bright candidates - ie, the people they want to employ - a wealth of information available to them about the company and what it does do. This means that employers are already pre-qualifying candidates in the application process. They want to know that you can do research online, that you can understand their business model, and that you can ask good questions when they do call you. Employers don't want to hire someone who does not take the initiative to learn about them before they apply for a job.
Your resume should speak for you. If an employer calls you for an interview, then expect them to answer all your questions then. Following up an application before they call you with a phone call when the instruction is "not to call" can signal the employer that either you're too desperate, or you don't follow instructions - or both: but you are certainly not for them. And not one single employer I know wants to hire those kind of employees.
Yes, sometimes you have to make a leap of faith, and good practice should mean you get a "thanks but no thanks" letter - but with all of the information available on the web, it should not be a leap made in ignorance.
Good Luck!
In answer:
Here's the problem form the advertisers perspective:
1. the main reason not to accept calls is the sheer number of CV/Resumes received, with literally 100's of CV's and Resumes to review. Positions need to be filled under time limitations, so Recruiters/HR professionals must be as efficient as possible.
2. With efficency in mind, employers will include all the basic information a candidate should need, eliminating the need to call
3. Most good employers have a great website. This gives active and bright candidates - ie, the people they want to employ - a wealth of information available to them about the company and what it does do. This means that employers are already pre-qualifying candidates in the application process. They want to know that you can do research online, that you can understand their business model, and that you can ask good questions when they do call you. Employers don't want to hire someone who does not take the initiative to learn about them before they apply for a job.
Your resume should speak for you. If an employer calls you for an interview, then expect them to answer all your questions then. Following up an application before they call you with a phone call when the instruction is "not to call" can signal the employer that either you're too desperate, or you don't follow instructions - or both: but you are certainly not for them. And not one single employer I know wants to hire those kind of employees.
Yes, sometimes you have to make a leap of faith, and good practice should mean you get a "thanks but no thanks" letter - but with all of the information available on the web, it should not be a leap made in ignorance.
Good Luck!
Which are the main competencies to assess an executive search consultant?
Adina asks: Which are the main competencies to assess an executive search consultant?
In answer:
There are certain key skills that they must have, without which they can not perform and hence deliver.
The most important skill is communication, that's in both engaging with the client (and questioning their requirements - executive search consultants/head hunters don't just take briefs!), as well as their personal and professional networks to most likely deliver the right candidate in a reasonable time scale.
Secondly, there are professional skills. A track record of closure, and a personal ownership over a "taking the brief and staffing it out" corporate process - the fee's are high for a reason of time purchase/delivery on strategy, not a brand. By essence, this means you are buying a sophisticated "sales" person, but the signs of that are seen by a strong love of networking delivered through a disciplined and detailed approach.
In answer:
There are certain key skills that they must have, without which they can not perform and hence deliver.
The most important skill is communication, that's in both engaging with the client (and questioning their requirements - executive search consultants/head hunters don't just take briefs!), as well as their personal and professional networks to most likely deliver the right candidate in a reasonable time scale.
Secondly, there are professional skills. A track record of closure, and a personal ownership over a "taking the brief and staffing it out" corporate process - the fee's are high for a reason of time purchase/delivery on strategy, not a brand. By essence, this means you are buying a sophisticated "sales" person, but the signs of that are seen by a strong love of networking delivered through a disciplined and detailed approach.
Coach potato to job applicant! The skills based format choice
Jacob asks: How to write my resume? I've tried to sound as "unimpressive" as possible, so I can assess the worst situation. Am currently 20 years old if that matter]
-First year of college, spent it running a business.....typical first real business, invested a little money, grew a bit, then died away. Did not attend many classes so failed out...[ I have started money making ventures in high school, but I won't call them real businesses]
-I then completed an online degree....in less than half the supposed time frame. [unproductively used time]
-Instead of return to college, decided to start another company*. Yet, I'd like a job to cover my living expenses at first (eh...might as well work on someone else's dollar, sorry).
I've made a few career mistakes and am aware of them, namely:
-Buying an online degree was a waste of a good year. Now it looks like I spent a year doing absolutely nothing. How can I make it so that it doesn't look (as much) like I spent the last year doing absolutely nothing? I was taking like 14 courses a term...so didn't have much spare time. I really regret it...but oh well, might as well figure out how to solve the problem instead of lamenting the past,
Please feel free to request more information and I'll answer in real time either publicly or privately.
*Please spare trying to persuade me to return to college, I'd rather not waste your breath.
Many thanks!
In answer:
Don't use a chronological format - as you can see, it doesn't suit you or portray you as much more in the past year than a couch potato!
Use a skills based format, which lists your education and then in another section your skills/experience on a skill by skill format, as opposed to a date from/to format of the chronological type
You will also need one great cover letter. Focus that on what you want to do now to advance your career and why that company/job does it for you, over anything else.
Good Luck!
-First year of college, spent it running a business.....typical first real business, invested a little money, grew a bit, then died away. Did not attend many classes so failed out...[ I have started money making ventures in high school, but I won't call them real businesses]
-I then completed an online degree....in less than half the supposed time frame. [unproductively used time]
-Instead of return to college, decided to start another company*. Yet, I'd like a job to cover my living expenses at first (eh...might as well work on someone else's dollar, sorry).
I've made a few career mistakes and am aware of them, namely:
-Buying an online degree was a waste of a good year. Now it looks like I spent a year doing absolutely nothing. How can I make it so that it doesn't look (as much) like I spent the last year doing absolutely nothing? I was taking like 14 courses a term...so didn't have much spare time. I really regret it...but oh well, might as well figure out how to solve the problem instead of lamenting the past,
Please feel free to request more information and I'll answer in real time either publicly or privately.
*Please spare trying to persuade me to return to college, I'd rather not waste your breath.
Many thanks!
In answer:
Don't use a chronological format - as you can see, it doesn't suit you or portray you as much more in the past year than a couch potato!
Use a skills based format, which lists your education and then in another section your skills/experience on a skill by skill format, as opposed to a date from/to format of the chronological type
You will also need one great cover letter. Focus that on what you want to do now to advance your career and why that company/job does it for you, over anything else.
Good Luck!
What is the best way to describe periods of independent consulting/contracting?
Tom asks: What is the best way to describe periods of independent consulting/contracting on a resume? I'm looking for advice on any best practices in terms of representing independent contracting relationships on a resume where other periods of time are with full-time employment situations. How would you go about enhancing the perceived legitimacy/value of this experience while balancing the need for brevity in terms of clients served, diversity of work, etc...? For recruiters and other hiring professionals: Do you get a certain feeling in your gut when you get a resume that has a mix of independent work alongside other full-time gigs?
In answer:
The positioning of any period of employment in a CV/Resume wholly depends on the durations of time in each post - be those permanent employment or temporary contract.
I'll answer your second question first. Recruiters and HR people pay most attention to your last two/five years of employment record - its the track record there that show's what you are most capable of with least risk to them. Hence if that period is unmanaged and with high turnover - be it permanent or contract - then yes, many will get a bad gut feel.
However, there are ways of smoothing out those changes - but as a base rule, always tell the truth: it will always out in interview, and leaves you under far less stress. Hence there is no need to lie to "enhance the perceived legitimacy/value of this experience" - its just presentation
As a general rule, if you spent less than six months in post, then describe the project you were engaged on to deliver; if you spent more than six months doing multiple contracts with multiple employers all on contract, then define it as one solid period of contracting work, with a brief summary and associated list of project achievements. In the later case, this would mean that six pieces of project work each last six/eight weeks would end up as one six/eight month period of employment. In example:
Virtual Assistant, 2/2005 to Present <---- (the entire time you have been doing contract work instead of listing each project by date)
Independent contractor for several, long-term clients including Fortune 500 companies such as ABC Company Name and XYZ Corp. Additionally serviced small business owners with occasional, seasonal, and one-time projects. Expertise in human resources and recruitment as well as general, remote office management.
Selected projects:
* Sourced and screened job candidates at all levels for a major corporation that grosses more than $39B annually.
* Conducted 1,000+ pre-employment and tenant background screenings for Company Name.
* Provided remote customer service for Company Name, an international restaurant chain operating as a subsidiary of XYZ Corp. with over 30,000 locations worldwide.
* Transcribed, edited, and proofread 200+ medical, general, and legal audio files for a local attorney engaged in workers' compensation court actions.
I have clients who have spent two years in a permanent position, and then two or three years contracting in multiple positions, and then back to permanent - these are simply summarised as three periods of work.
Never lie on your CV/Resume, and particularly not on the companies application form - this is a legally binding document, and lying on that form is a sackable offence. But presentation of experience in a managed career - be that permanent or contract - is always possible to enable you to get that job interview.
Good Luck, and if I can help further, please - just ask!
In answer:
The positioning of any period of employment in a CV/Resume wholly depends on the durations of time in each post - be those permanent employment or temporary contract.
I'll answer your second question first. Recruiters and HR people pay most attention to your last two/five years of employment record - its the track record there that show's what you are most capable of with least risk to them. Hence if that period is unmanaged and with high turnover - be it permanent or contract - then yes, many will get a bad gut feel.
However, there are ways of smoothing out those changes - but as a base rule, always tell the truth: it will always out in interview, and leaves you under far less stress. Hence there is no need to lie to "enhance the perceived legitimacy/value of this experience" - its just presentation
As a general rule, if you spent less than six months in post, then describe the project you were engaged on to deliver; if you spent more than six months doing multiple contracts with multiple employers all on contract, then define it as one solid period of contracting work, with a brief summary and associated list of project achievements. In the later case, this would mean that six pieces of project work each last six/eight weeks would end up as one six/eight month period of employment. In example:
Virtual Assistant, 2/2005 to Present <---- (the entire time you have been doing contract work instead of listing each project by date)
Independent contractor for several, long-term clients including Fortune 500 companies such as ABC Company Name and XYZ Corp. Additionally serviced small business owners with occasional, seasonal, and one-time projects. Expertise in human resources and recruitment as well as general, remote office management.
Selected projects:
* Sourced and screened job candidates at all levels for a major corporation that grosses more than $39B annually.
* Conducted 1,000+ pre-employment and tenant background screenings for Company Name.
* Provided remote customer service for Company Name, an international restaurant chain operating as a subsidiary of XYZ Corp. with over 30,000 locations worldwide.
* Transcribed, edited, and proofread 200+ medical, general, and legal audio files for a local attorney engaged in workers' compensation court actions.
I have clients who have spent two years in a permanent position, and then two or three years contracting in multiple positions, and then back to permanent - these are simply summarised as three periods of work.
Never lie on your CV/Resume, and particularly not on the companies application form - this is a legally binding document, and lying on that form is a sackable offence. But presentation of experience in a managed career - be that permanent or contract - is always possible to enable you to get that job interview.
Good Luck, and if I can help further, please - just ask!
Why are so many people so sloppy in writing their CVs and Resumes?
Dominic, a fellow head hunter asks: As a headhunter I read a lot of CVs. Too many are very badly written, with poor grammar, really appalling use of multiple fonts, bad formatting, and occasionally we get blue CVs. Some CVs talk more of hobbies and interests, sport is particularly bad here, with some people giving the impression that they are sportsmen who occasionally take a break from running, skiing or hitting a ball to drop in to the office. CVs are important, yet many people do not put the effort into preparing a CV that they would to filling in a minor form.
In answer:
It is a reflection of the modern through away society which has little memory - except, this time its their career they are playing with.
People don't realise they need to change their attitude when they become a job seeker or applicant - they think we know how wonderful, great, superb, etc they are. The answer is - we would if you could portray yourself correctly, through the communications we review of you: your CV/Resume, your telephone manner, your letter writing and how often/when you interact with us.
Hence, all we see as Recruiters and HR people is the result of that unchanged attitude - poor presentation at multiple levels, and cliched phrases cut and pasted from some online freebie web guidance site, or hastily copied from their best friend. Yes, I have had an applicant who claimed to be both an expert diver in the resume, and yet in interview admitted their greatest fear was swimming - they had simply taken the soft copy of their best friends resume, and just inserted their name and high school!
When even the world's worst speller can learn in 30 seconds how turn on spell check - is it any wonder that your application is turned down when you can't? It just reads to us on the reviewing side not as a spelling mistake, but as "I don't care about me or my career!"
In answer:
It is a reflection of the modern through away society which has little memory - except, this time its their career they are playing with.
People don't realise they need to change their attitude when they become a job seeker or applicant - they think we know how wonderful, great, superb, etc they are. The answer is - we would if you could portray yourself correctly, through the communications we review of you: your CV/Resume, your telephone manner, your letter writing and how often/when you interact with us.
Hence, all we see as Recruiters and HR people is the result of that unchanged attitude - poor presentation at multiple levels, and cliched phrases cut and pasted from some online freebie web guidance site, or hastily copied from their best friend. Yes, I have had an applicant who claimed to be both an expert diver in the resume, and yet in interview admitted their greatest fear was swimming - they had simply taken the soft copy of their best friends resume, and just inserted their name and high school!
When even the world's worst speller can learn in 30 seconds how turn on spell check - is it any wonder that your application is turned down when you can't? It just reads to us on the reviewing side not as a spelling mistake, but as "I don't care about me or my career!"
Would you mention your online profile on your CV/Resume?
Jermina asks: Would you mention your linkedin profile url on your resume?
In answer:
Simply - what additional value does it add? If the recruiter or HR person is engaged by your skills and experience actually written on your CV/Resume, then you have made it to interview stage. If not - then it just gets filled in the "thanks but no thanks" pile. During the initial sift process, most HR/Recruiters don't have time to do much more than read the first half page of your application - if you have made no impact in that piece of paper, then your out.
Hence from experience, it makes no sense in adding it. There are many things you should mention on your CV/Resume before your LI profile to get you to interview stage. Once you are at the interview, or ideally on the initial telephone engagement, then it can be used to add value and show your experience and abilities, particularly in developing new business and personal career management.
Good Luck, and if I can help further please - just ask!
In answer:
Simply - what additional value does it add? If the recruiter or HR person is engaged by your skills and experience actually written on your CV/Resume, then you have made it to interview stage. If not - then it just gets filled in the "thanks but no thanks" pile. During the initial sift process, most HR/Recruiters don't have time to do much more than read the first half page of your application - if you have made no impact in that piece of paper, then your out.
Hence from experience, it makes no sense in adding it. There are many things you should mention on your CV/Resume before your LI profile to get you to interview stage. Once you are at the interview, or ideally on the initial telephone engagement, then it can be used to add value and show your experience and abilities, particularly in developing new business and personal career management.
Good Luck, and if I can help further please - just ask!
Sunday 3 August 2008
Business owner needs to make a CV/Resume
Sarah asks: I am a photographer who needs a resume. I have worked for myself for 20 years, but I am now a personal chef as well making healthy meals. I need to make a resume by Monday. I don't know how to since I have worked for my self for 20 years - any suggestions?
In answer:
The answer to question has been moved to the Professional CV website, CV4.biz. Go here to read Business Owner CV
In answer:
The answer to question has been moved to the Professional CV website, CV4.biz. Go here to read Business Owner CV
What happens when you wake up one day and realize your career is in shambles?
Todd asks: What happens when you wake up one day and realize your career is in shambles, your nearly 40 with a wife, kids, a mortgage and a boat load of credit card debt?
Two years ago I moved to a new city to take a new job with a home builder. Three months later the industry collapsed and so did that job (just before the holidays).
Next I took a job with a start-up company which lasted a year before serious cash flow problems resulted in another layoff.
A few weeks later I accepted another position with a financial institution only to find out that my boss was a complete and total nightmare. She terrorized the department with her hostile and unprofessional behavior. I tried unsuccessfully to resolve the issue. First directly with her, then with our department head and then eventually HR. Our entire department was so focused on dealing with her hostility that we spent large chunks of time talking about it, coping with it and trying to find ways to support each other. It dominated our time, our thoughts and our performance. Eventually it started to affect me emotionally and physically. After only 4 months on the job I resigned my position.
The next job I took was working for a company in California as a telecommuter. During the job interview the CTO and VP of Sales specifically told me the owner of the company was impossible to work and that they were looking for new jobs. I figured after my last boss there was no way I couldn’t handle this guy, besides I would be working from home most of the time and it was making substantially more than I had ever made. Three weeks later the CTO resigned and the VP of Sales was so consumed with his hate for the boss that he couldn’t think or talk of anything else. At the five week mark my boss told me he needed this position to be full-time at his location. When I refused to move, he fired me.
Now it’s been just shy of two years, I’ve had four jobs, three in the last six months, and after a month of looking I’m taking a contract to hire position because it’s the best I can do with that many jobs on my resume.
In answer:
This is very common career path Todd - even in good economic times.
People make good choices, but things just don't work out - often because a successful business also depends on a business plan being both realistic and executed: so what did the first two have to do with you? I am a bit surprised by the last job choice - they actually warn you how bad the boss is, and you still took the job: and yet I am not because people after two/three short term job moves that don't work out do make rather short term "get a job" choices over better career management options.
So, here's the good points - you are asking questions, and seem to be staying positive: you are hence very employable. The bad points are - even in a down turn, there are still opportunities. Its just that you have to fight your way through the crowd that is now around, and having made a few moves you'll know how the market works so that gives you an advantage.
You need to sit down with a blank piece of paper, and ask yourself what you want to REALLY be doing in ten years time. Figure out how it rewards you emotionally, physically, and financially. Then, pick someone who's doing that job, and find out how they got there - experience, qualifications, or most likely a mix of both and a few job advancements. Now, write yourself a new career plan based on what you want to do using how they did it as a reference- sure, a few things may have changed, but that can be built in. Then ask three great friends - including at least own woman - to review and critic your plan. Sure, at this point you could go an get a career coach, and the best place to start for one is with your old colleges or if you have military experience your Forces Liaison point - but friends can be as good before those steps.
Now you have a plan, which you can turn into a job search, and write the right resume for - you will need some help there, its a presentational issue you'll have which is easy to overcome. The trick is employers like people who know what they want and what excites them - it doesn't matter what the economy looks like, someone will always give a focused employee a job!
Good Luck - you are asking the right questions, stay positive, and if I can help further: please just ask!
Two years ago I moved to a new city to take a new job with a home builder. Three months later the industry collapsed and so did that job (just before the holidays).
Next I took a job with a start-up company which lasted a year before serious cash flow problems resulted in another layoff.
A few weeks later I accepted another position with a financial institution only to find out that my boss was a complete and total nightmare. She terrorized the department with her hostile and unprofessional behavior. I tried unsuccessfully to resolve the issue. First directly with her, then with our department head and then eventually HR. Our entire department was so focused on dealing with her hostility that we spent large chunks of time talking about it, coping with it and trying to find ways to support each other. It dominated our time, our thoughts and our performance. Eventually it started to affect me emotionally and physically. After only 4 months on the job I resigned my position.
The next job I took was working for a company in California as a telecommuter. During the job interview the CTO and VP of Sales specifically told me the owner of the company was impossible to work and that they were looking for new jobs. I figured after my last boss there was no way I couldn’t handle this guy, besides I would be working from home most of the time and it was making substantially more than I had ever made. Three weeks later the CTO resigned and the VP of Sales was so consumed with his hate for the boss that he couldn’t think or talk of anything else. At the five week mark my boss told me he needed this position to be full-time at his location. When I refused to move, he fired me.
Now it’s been just shy of two years, I’ve had four jobs, three in the last six months, and after a month of looking I’m taking a contract to hire position because it’s the best I can do with that many jobs on my resume.
In answer:
This is very common career path Todd - even in good economic times.
People make good choices, but things just don't work out - often because a successful business also depends on a business plan being both realistic and executed: so what did the first two have to do with you? I am a bit surprised by the last job choice - they actually warn you how bad the boss is, and you still took the job: and yet I am not because people after two/three short term job moves that don't work out do make rather short term "get a job" choices over better career management options.
So, here's the good points - you are asking questions, and seem to be staying positive: you are hence very employable. The bad points are - even in a down turn, there are still opportunities. Its just that you have to fight your way through the crowd that is now around, and having made a few moves you'll know how the market works so that gives you an advantage.
You need to sit down with a blank piece of paper, and ask yourself what you want to REALLY be doing in ten years time. Figure out how it rewards you emotionally, physically, and financially. Then, pick someone who's doing that job, and find out how they got there - experience, qualifications, or most likely a mix of both and a few job advancements. Now, write yourself a new career plan based on what you want to do using how they did it as a reference- sure, a few things may have changed, but that can be built in. Then ask three great friends - including at least own woman - to review and critic your plan. Sure, at this point you could go an get a career coach, and the best place to start for one is with your old colleges or if you have military experience your Forces Liaison point - but friends can be as good before those steps.
Now you have a plan, which you can turn into a job search, and write the right resume for - you will need some help there, its a presentational issue you'll have which is easy to overcome. The trick is employers like people who know what they want and what excites them - it doesn't matter what the economy looks like, someone will always give a focused employee a job!
Good Luck - you are asking the right questions, stay positive, and if I can help further: please just ask!
Saturday 2 August 2008
Commenting on your boss in an interview
Priya asks: When you are interviewing for a position and when asked about your previous manager why do you think the answer should always be a positive one?
In answer:
Simply - people like to hire people that are always a part of the solution, not a part of the problem. How this particular question is answered gives insight into how you perceive the world around you as an individual.
HP people and recruiters wants to know who you are, how do you behave and how do you react. It has to be with you and your mechanism for dealing with handling different stuff. Regarding to your previous former boss, you should have learnt how to deal with this person´s leadership. Bad mouthing your previous manager or even company does not put yourself in a good light - all you are doing is showing your immaturity.
A positive answer would be the one which involves great attitude towards people and work. Even if work environment or your former boss were nightmares. What did you do to fit in? How did you feel about it? Did your emotions interfere? Where was your focus? Bad mouthing your previous manager or even company does not put yourself in a good light.
A strong job candidate is resilient and grows from feedback. While interviewing, I seek answers that demonstrate a candidate's attitude toward past work experiences, how and what he/she learned from such experiences, and how he/she applies those lessons in later examples. Despite clueless, cranky, or even distant bosses, focusing on your individual development gained from these experiences is always positive! It's like that saying about making lemonade with the lemons life handed you... Most of us work with a variety of personalities and it's best to learn from them all.
In answer:
Simply - people like to hire people that are always a part of the solution, not a part of the problem. How this particular question is answered gives insight into how you perceive the world around you as an individual.
HP people and recruiters wants to know who you are, how do you behave and how do you react. It has to be with you and your mechanism for dealing with handling different stuff. Regarding to your previous former boss, you should have learnt how to deal with this person´s leadership. Bad mouthing your previous manager or even company does not put yourself in a good light - all you are doing is showing your immaturity.
A positive answer would be the one which involves great attitude towards people and work. Even if work environment or your former boss were nightmares. What did you do to fit in? How did you feel about it? Did your emotions interfere? Where was your focus? Bad mouthing your previous manager or even company does not put yourself in a good light.
A strong job candidate is resilient and grows from feedback. While interviewing, I seek answers that demonstrate a candidate's attitude toward past work experiences, how and what he/she learned from such experiences, and how he/she applies those lessons in later examples. Despite clueless, cranky, or even distant bosses, focusing on your individual development gained from these experiences is always positive! It's like that saying about making lemonade with the lemons life handed you... Most of us work with a variety of personalities and it's best to learn from them all.
Friday 1 August 2008
Should I speak to the recruiter who called me?
Margie asks: A recruiter contacted me by phone, and I figured, why not have a phone interview even though I'm not actively looking. It's been over a decade since I've been in this position. Does anyone have any advice for when you meet with a recruiter? Do they charge you if they find a job and you're interested (or actually change jobs due to their contacting you)? What kind of questions are they likely to ask? Thanks for your advice.
In answer:
Yes, why not - plus you could get a free career review and an view on what's out there/how much you could be paid.
The format's pretty standard (you, your skills, your ambitions):
1. A review of your employment history.
2. A review of non-work related (volunteer, etc) history that is applicable.
3. A review of the geographic area you want to look in.
4. A review of the industry you're interested in.
5. A review of the role you are looking for (which does not necessarily have to be associated to your past experience, though your skill-base needs to transfer easily).
6. A review of your salary expectations, and other 'perk' expectations.
From the above, a lot of dynamic questions can arise, but this is usually the starting point for any discussions with a recruiter.
The cost to you in a western environment should be free - it usually is the hiring company that pays; while engagement fee's payable by candidate are quite common in Eastern cultures. The payment plan can differ in several ways, but the majority of recruiters work on behalf of the hiring company to hire talent, and is thus why they compensate a recruiter for hired individuals.
However, one caution - once you are one their dBase, its hard to get removed. And often, some new recruitment agents are paid to collect CV/Resume's to build the companies portfolio of candidates. The key engagement questions for you are:
(A) how did you get my details (get as specific and hard nosed on this as you want - legally you can in Europe about any cold call)
(B) is there any cost to me for this service; if not, how do you get renumerated?
(C) is there a specific post you are seeking to fulfill; if not, why approach me?
(D) can you confirm that if I wish my details to be removed from your dBase and systems at any point, I can do so and that you will fully comply?
(E) please confirm the above in writing on your companies letterhead, with a list of suggested meeting dates
Good Luck!
In answer:
Yes, why not - plus you could get a free career review and an view on what's out there/how much you could be paid.
The format's pretty standard (you, your skills, your ambitions):
1. A review of your employment history.
2. A review of non-work related (volunteer, etc) history that is applicable.
3. A review of the geographic area you want to look in.
4. A review of the industry you're interested in.
5. A review of the role you are looking for (which does not necessarily have to be associated to your past experience, though your skill-base needs to transfer easily).
6. A review of your salary expectations, and other 'perk' expectations.
From the above, a lot of dynamic questions can arise, but this is usually the starting point for any discussions with a recruiter.
The cost to you in a western environment should be free - it usually is the hiring company that pays; while engagement fee's payable by candidate are quite common in Eastern cultures. The payment plan can differ in several ways, but the majority of recruiters work on behalf of the hiring company to hire talent, and is thus why they compensate a recruiter for hired individuals.
However, one caution - once you are one their dBase, its hard to get removed. And often, some new recruitment agents are paid to collect CV/Resume's to build the companies portfolio of candidates. The key engagement questions for you are:
(A) how did you get my details (get as specific and hard nosed on this as you want - legally you can in Europe about any cold call)
(B) is there any cost to me for this service; if not, how do you get renumerated?
(C) is there a specific post you are seeking to fulfill; if not, why approach me?
(D) can you confirm that if I wish my details to be removed from your dBase and systems at any point, I can do so and that you will fully comply?
(E) please confirm the above in writing on your companies letterhead, with a list of suggested meeting dates
Good Luck!
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