Dennis asks: I've been posting in a blog about reasons to network. It does not have to be all about getting a new job (although, networking is helpful there). What things have you done to network? What benefits have you gotten from networking?
In answer:
If to you "networking" is only undertaken when you went a job, then clearly - you don't get it (networking) and won't get the best job.
Your network can bring your plans to fruition - finding you experts, learning experiences, people with complimentary skills, ideas, and eventually: realisation. You can apply those to both job hunting and business development, sales or ideas for your existing corporate job - just about anything you want to apply it to.
Networks are also passive - they don't react best immediatly, they react best over a period of time to a constant tune. The key in networking is to have a plan - know what you want and what you can offer, and communicate that: then passive energy works for you.
If all networking is to you is finding a job when you need one then - you just don't get it! Networks can be career builders, but that's like viewing them as Job Centres
Tuesday, 29 July 2008
Monday, 28 July 2008
Second interview with the COO
Troy asks: I'm meeting with COO as part of a hiring process - they are not the final decision maker but provide decision input -- suggestions on approach to the interview?
I'm a candidate for a position in which the hiring manager reports to the Chief Operating Officer (COO). While the hiring manager makes the final decision, the COO provides decision input. To that end, I'll be meeting the COO soon and would like help on a few things:
- What kind of questions should I ask the COO?
- What questions should I avoid?
- What are some business topics that would resonate with the COO specifically?
In Answer:
Don't think for a second this guy cannot squash you being hired. Treat the COO as the decision maker - he is higher on the food chain and his input is really a recommendation to the hiring manager!
If you actually want to get hired, instead of to play interview Q & A games, you only have to remember one thing and remember it throughout your meeting: this meeting is NOT about you. It's about the people who are doing the hiring and their problem. They HAVE a problem they cannot solve with their current staff and are now forced to bring someone in from the outside who they think can solve it for them. And since you've gotten this far, it's obvious they believe that person could easily be you. So now your meeting becomes a blind date where the sole purpose of getting together is to see if the there's enough personal chemistry to start forming some sort of a relationship. Your goal of this meeting, then, is to get the COO ("Mr. Bigg") to like you. The goal, and the way you do that is very simple: you get him talking and keeping him talking about whatever he wants to talk about for as long as long as he wants to talk about it.
The way to begin this (after the niceties) is by asking a question or making a statement based upon your knowledge of the company and its situation (the problem you're being hired to solve), then shutting up. These questions should be based upon your research and knowledge about the company and industry,
Results are the province of the COO - determine what point of pain your employment addresses and be prepared to discuss what you are going to do to deliver results in your new role. The goal? Have him speak more than you!
Study the business (read the annual report, and its website), its market and competitors. Find something in the operations or finances of the company you are interviewing with and ask something "I notice you have 12% lower cost of operations than you next closest competitor and 30% less than the number 3 company. Tell me how you did it..."
When you focus the meeting on Mr. Bigg, you will turn a tense interrogation between a supplicant job seeker and an omnipotent employer into a pleasant conversation between two peers.
I'm a candidate for a position in which the hiring manager reports to the Chief Operating Officer (COO). While the hiring manager makes the final decision, the COO provides decision input. To that end, I'll be meeting the COO soon and would like help on a few things:
- What kind of questions should I ask the COO?
- What questions should I avoid?
- What are some business topics that would resonate with the COO specifically?
In Answer:
Don't think for a second this guy cannot squash you being hired. Treat the COO as the decision maker - he is higher on the food chain and his input is really a recommendation to the hiring manager!
If you actually want to get hired, instead of to play interview Q & A games, you only have to remember one thing and remember it throughout your meeting: this meeting is NOT about you. It's about the people who are doing the hiring and their problem. They HAVE a problem they cannot solve with their current staff and are now forced to bring someone in from the outside who they think can solve it for them. And since you've gotten this far, it's obvious they believe that person could easily be you. So now your meeting becomes a blind date where the sole purpose of getting together is to see if the there's enough personal chemistry to start forming some sort of a relationship. Your goal of this meeting, then, is to get the COO ("Mr. Bigg") to like you. The goal, and the way you do that is very simple: you get him talking and keeping him talking about whatever he wants to talk about for as long as long as he wants to talk about it.
The way to begin this (after the niceties) is by asking a question or making a statement based upon your knowledge of the company and its situation (the problem you're being hired to solve), then shutting up. These questions should be based upon your research and knowledge about the company and industry,
Results are the province of the COO - determine what point of pain your employment addresses and be prepared to discuss what you are going to do to deliver results in your new role. The goal? Have him speak more than you!
Study the business (read the annual report, and its website), its market and competitors. Find something in the operations or finances of the company you are interviewing with and ask something "I notice you have 12% lower cost of operations than you next closest competitor and 30% less than the number 3 company. Tell me how you did it..."
When you focus the meeting on Mr. Bigg, you will turn a tense interrogation between a supplicant job seeker and an omnipotent employer into a pleasant conversation between two peers.
How can I create my own career path within my company?
Curtis asks: My entire career so far has been in the same industry. I chose a particular discipline to focus on, but I am discovering that my company has a limited career path for me to follow. My skills go beyond my focus discipline, but even those areas limited. I really enjoy what I do but would like to know what my future could be and to know I have options. Any suggestions on how to create my own path would be greatly appreciated!
In answer:
Everyone - particularly those in corporate employment - need a career plan: so well done for spotting the need Curtis.
I don't think the "inside one corporate" career path is that different to the self-managed career path, and it offers more opportunities - your soft side skills enable you to be liked and offered opportunity in wider markets that a self-managed career path would not. However, the downside is is that if you don't get on with someone, or the markets change and they sell/close your division, then your career path opportunities become narrow.
As with all career path management, I suggest you set a goal - and that's easiest in corporates by saying "I want so and so's job:" yes, pick an individual. Then, read about them - how did they get where they got, and why: training, experience, focus. Once you know that, approach them (Mega Corp via your boss or HR department; smaller size by approaching their assistant), and asking for a 30min meeting to discuss them and career opportunities within the organisation. Most good corporates will do that easily, its just the courage of asking. From that you may well get yourself a mentor, which is what you are really looking for.
After that, network, communicate and volunteer - you still get paid, so what's the problem; and the more you do, the more you will be asked to do and trusted.
1. Network yourself and raise your visibility: target specific people in the company who would be great to interact with and who can help you learn about the options that are there.
2. Communicate your intentions to people who can assist in your goals: I'd enlist my HR business partner (if they have them) and let them know that you are committed to the company but want to expand your knowledge beyond what you are doing now. Also -feel out your manager to see how open s/he would be in assisting you development -but keep in mind that you hold the sole responsibility for that. If you find that there are no resources in your company - perhaps you should start looking.
3. Volunteer to assist on projects outside your immediate responsibility: in today's world, all departments are short handed - so people are open for an extra set of hand. Don't let it interfere with your primary job but be flexible.
From a combination of mentor and approach, you should find a path which suits you - from that draw up an initial plan. In review of your second or third draft (with your mentor, with your HR partner), add in a few "transportable skills" should the division in which you work be sold or you meet with that career blocker - at least then your choices are widened over narrowed. This widening is often best achieved through academic qualifications - the MBA, certificates, the Harvard Exec program etc, which are all tax-deductible costs for the corporation.
Finally - I want to tell you that you are half way there just for asking the question. The thing that most corporate career people seem to say is the lack of opportunity, where as most corporate HR people would complain about the lack of ambition in most of their employees. If you are willing to create an opportunity and career with your existing employer, I think you will be amazed by the reaction. But key to all this is finding a mentor.
Good Luck - and if I can help further, please: just ask!
In answer:
Everyone - particularly those in corporate employment - need a career plan: so well done for spotting the need Curtis.
I don't think the "inside one corporate" career path is that different to the self-managed career path, and it offers more opportunities - your soft side skills enable you to be liked and offered opportunity in wider markets that a self-managed career path would not. However, the downside is is that if you don't get on with someone, or the markets change and they sell/close your division, then your career path opportunities become narrow.
As with all career path management, I suggest you set a goal - and that's easiest in corporates by saying "I want so and so's job:" yes, pick an individual. Then, read about them - how did they get where they got, and why: training, experience, focus. Once you know that, approach them (Mega Corp via your boss or HR department; smaller size by approaching their assistant), and asking for a 30min meeting to discuss them and career opportunities within the organisation. Most good corporates will do that easily, its just the courage of asking. From that you may well get yourself a mentor, which is what you are really looking for.
After that, network, communicate and volunteer - you still get paid, so what's the problem; and the more you do, the more you will be asked to do and trusted.
1. Network yourself and raise your visibility: target specific people in the company who would be great to interact with and who can help you learn about the options that are there.
2. Communicate your intentions to people who can assist in your goals: I'd enlist my HR business partner (if they have them) and let them know that you are committed to the company but want to expand your knowledge beyond what you are doing now. Also -feel out your manager to see how open s/he would be in assisting you development -but keep in mind that you hold the sole responsibility for that. If you find that there are no resources in your company - perhaps you should start looking.
3. Volunteer to assist on projects outside your immediate responsibility: in today's world, all departments are short handed - so people are open for an extra set of hand. Don't let it interfere with your primary job but be flexible.
From a combination of mentor and approach, you should find a path which suits you - from that draw up an initial plan. In review of your second or third draft (with your mentor, with your HR partner), add in a few "transportable skills" should the division in which you work be sold or you meet with that career blocker - at least then your choices are widened over narrowed. This widening is often best achieved through academic qualifications - the MBA, certificates, the Harvard Exec program etc, which are all tax-deductible costs for the corporation.
Finally - I want to tell you that you are half way there just for asking the question. The thing that most corporate career people seem to say is the lack of opportunity, where as most corporate HR people would complain about the lack of ambition in most of their employees. If you are willing to create an opportunity and career with your existing employer, I think you will be amazed by the reaction. But key to all this is finding a mentor.
Good Luck - and if I can help further, please: just ask!
CV/Resumes - new technology v old tricks
If you read the latest marketing stuff on CV's and Resumes, particularly from those selling VideoCV's or standard eFormat Resumes, then you have to have one of these new formats as opposed to an old piece of paper.
The think goes that.....
A - you stand out from the crowd
B - Your skills can be presented in a way which makes you stand out OR that means all your skills are fairly assessed
C - That Recruiters and HR people get board looking at piles of CV's and Resumes, so could miss your skills
So, these new formats solve all of your problems in one foul swoop - hey hey, job success.
Well, here's a thought......
A - not every one is great at video, and most have never had a presenting lesson on their life
B - most of the formats offered require that you and the Recruiter/HR team have an account on that platform. Your's as a candidate is often free, while ours is often paid before viewing. So, how am I going to see your wondrous CV/Resume UNLESS I am registered? And with so many competing platforms, how am I going to pay all those registration fee's?
C - Every recruiter I know has a CRM system. This catalogues you, and has a facility to scan in your CV/Resume. This CRM system then, when I type in the core skills of a new job I am placing, scans all the people in our dBase - yes, even the scanned CV/Resume - and pulls up those that meet the basic criteria. My large pile of applicants is hence down to a reasonable munchable pile - a bit of scanning and I am down to say 10 great candidates in less than an hour.
Unless you are aiming for a position in the arts, or TV News, or something similar - then Video CV's/Resumes don't make sence - why is the obvious question.
Secondly, the standard formats sell something that my technology over comes - honest, none of ups could cope with even the paperwork for 1000 candiadtes in out offices.
And thirdly - its still the words and your skills which will get you past the initial paper sift: nothing more, nothing less. If you don't have the basic skills, then you won't get the job. Read the advert or the companies annual report to know what those are.
Good luck - and don't fall for those new formats, without going back to the basics
The think goes that.....
A - you stand out from the crowd
B - Your skills can be presented in a way which makes you stand out OR that means all your skills are fairly assessed
C - That Recruiters and HR people get board looking at piles of CV's and Resumes, so could miss your skills
So, these new formats solve all of your problems in one foul swoop - hey hey, job success.
Well, here's a thought......
A - not every one is great at video, and most have never had a presenting lesson on their life
B - most of the formats offered require that you and the Recruiter/HR team have an account on that platform. Your's as a candidate is often free, while ours is often paid before viewing. So, how am I going to see your wondrous CV/Resume UNLESS I am registered? And with so many competing platforms, how am I going to pay all those registration fee's?
C - Every recruiter I know has a CRM system. This catalogues you, and has a facility to scan in your CV/Resume. This CRM system then, when I type in the core skills of a new job I am placing, scans all the people in our dBase - yes, even the scanned CV/Resume - and pulls up those that meet the basic criteria. My large pile of applicants is hence down to a reasonable munchable pile - a bit of scanning and I am down to say 10 great candidates in less than an hour.
Unless you are aiming for a position in the arts, or TV News, or something similar - then Video CV's/Resumes don't make sence - why is the obvious question.
Secondly, the standard formats sell something that my technology over comes - honest, none of ups could cope with even the paperwork for 1000 candiadtes in out offices.
And thirdly - its still the words and your skills which will get you past the initial paper sift: nothing more, nothing less. If you don't have the basic skills, then you won't get the job. Read the advert or the companies annual report to know what those are.
Good luck - and don't fall for those new formats, without going back to the basics
Thursday, 24 July 2008
Is it advisable to write your own resume?
Joe asks: I'm a marketing professional and a competent and creative writer, yet every attempt I have ever made at writing my own resume has fallen flat. (The resumes I have written for clients seem to have resulted in some pretty decent job offers...)
Is it possible to be so close to your own experience, and so lacking in knowledge of what others might consider important that you may not be competent to write your own resume? A few points of clarification in terms of what really motivated me to ask the question in the first place:
1. I have been out of the job market for about 12 years during which time I have been running a full service marketing/PR/advertising consultancy. I've gained tons of experience and kept very current, but I am a bit baffled about how to position myself.
2. Maybe it's because I'm a Gemini, or perhaps it was just to stay sane but I've always tried to be competent in a lot of different areas; a generalist more than a specialist. Others could either view that as an advantage or a lack of focus.
3. I consider myself a competent and seasoned professional but I am getting a little long in the tooth. Is age bias something I will have to contend with or will most companies appreciate maturity and experience?
4. I haven't really needed a resume for a long time, but I do have one and have attempted to keep it updated. The thing is, my LinkedIn profile really does a much better job of communicating who I am and what I am all about.
In answer:
Should you write your own CV./Resume - depends! The only true answer is that everyone owns their own CV/Resume.
The question is answered in combination by - can you write; can you market (its a bit more about structure choice and emphasis in the case of CV/Resume writing); do you know what skills you have/don't have/are required in the market which you don't recognise you have; and can you objectively put that all together in a document?
In a quick audit, you clearly have skills 1 and 2, but I suspect you are too close to you to accomplish 3 which is highly detrimental in achieving the final winning result.
Before suggesting you might like to think later about starting a part-time job as a CV/Resume writer (you have the right skills base), you need a bit of external help in the form of a career coach over a CV/Resume writer. I'd say one hour of a chat with a professional over a phone would help you to resolve the skills and projection question for you to highly competently write your own CV/Resume.
You have been quite open in your question and clarification points Joe, and placing you will be fairly easy - that's a great set of skills you have, that are highly desired in the market place. You just need someone at present to act as an objective and clarifying wall in that middle stage to help you achieve employment.
If I can help you any further, please just ask - and Good Luck!
Is it possible to be so close to your own experience, and so lacking in knowledge of what others might consider important that you may not be competent to write your own resume? A few points of clarification in terms of what really motivated me to ask the question in the first place:
1. I have been out of the job market for about 12 years during which time I have been running a full service marketing/PR/advertising consultancy. I've gained tons of experience and kept very current, but I am a bit baffled about how to position myself.
2. Maybe it's because I'm a Gemini, or perhaps it was just to stay sane but I've always tried to be competent in a lot of different areas; a generalist more than a specialist. Others could either view that as an advantage or a lack of focus.
3. I consider myself a competent and seasoned professional but I am getting a little long in the tooth. Is age bias something I will have to contend with or will most companies appreciate maturity and experience?
4. I haven't really needed a resume for a long time, but I do have one and have attempted to keep it updated. The thing is, my LinkedIn profile really does a much better job of communicating who I am and what I am all about.
In answer:
Should you write your own CV./Resume - depends! The only true answer is that everyone owns their own CV/Resume.
The question is answered in combination by - can you write; can you market (its a bit more about structure choice and emphasis in the case of CV/Resume writing); do you know what skills you have/don't have/are required in the market which you don't recognise you have; and can you objectively put that all together in a document?
In a quick audit, you clearly have skills 1 and 2, but I suspect you are too close to you to accomplish 3 which is highly detrimental in achieving the final winning result.
Before suggesting you might like to think later about starting a part-time job as a CV/Resume writer (you have the right skills base), you need a bit of external help in the form of a career coach over a CV/Resume writer. I'd say one hour of a chat with a professional over a phone would help you to resolve the skills and projection question for you to highly competently write your own CV/Resume.
You have been quite open in your question and clarification points Joe, and placing you will be fairly easy - that's a great set of skills you have, that are highly desired in the market place. You just need someone at present to act as an objective and clarifying wall in that middle stage to help you achieve employment.
If I can help you any further, please just ask - and Good Luck!
The career development to management
This is a common situation these days, and one which is ages old - the career development to management. In present career paths, the average person will change careers four times - but this career development has been happening from the beginning of time. So, here's a typical question on career development into management....
Mike asks: How can I format my resume to emphasize several leadership roles I've taken on in my past positions, even if my official title is one of an individual contributor? I've worked as an engineer in the information technology function for over fifteen years and I'm interested in making the change to a management role. My past position titles all are some version of software engineer or applications developer. So, many recruiters send me jobs that are of the same individual contributor type, even though I've recently completed an MBA degree and am looking for management positions. I have much experience leading teams and projects, but this wouldn't be evident by just looking at my past titles. How can I emphasize this experience so the recruiters will send the types of jobs I am really interested in?
In answer:
Easy one to answer - I did the same thing myself, although I can give you a bit more insight these days.
You are a software engineer, and as you would expect, we in the recruitment industry use software to manage our dBases of candidates. So, I have a client who needs core skills A, B and C, so after skimming my head for the current candidates/those who are looking for a career change, I search my dBase for those skills and up pop the basic search candidates. I am in recruitment to make money, so if those skills are in your CV/Resume, you'll pop up in my search of the dBase.
Now, here's the problem for career changers. If you are in the mind and dBase of a recuiter as an X, then you are unlikely to jump to becoming a Z if in both their heads and their CV dBase you are filed as an X. Hence why they keep sending you the wrong job.
So, here's what to do. Get a friend - women are better at this than men - and get them to read the first page of your CV/Resume. Ask them to decide whether you are a manager or a software writer - because its that first page which dictates where afterwards the average reader will file you, and the average software system also.
I'd suggest from that exercise (get at least three people to do the same thing), you need to do two things. Firstly, rewrite your resume emphasising your managerial skills over your software skills - that will be tough for you to do, so in such cases it is often worth employing a CV/Resume writing professional. Secondly, register with a select few new recruitment and head hunting companies, emphasising your outright managerial aspirations. The moment they or any of your existing recruiter contacts send you a software job, kindly point out your new desires - if they do it a second time, ask to be removed completely from their dBase system, and explain your reasons. They may ask for a third chance, but I bet if they contact you it will be about a software job!
This is something I address regularly, and what the candidate needs to do is recognise why they keep getting sent particular opportunities, and work with professionals (and dBases) which recognise their new aspirations.
If I can help further, please just ask - and Good Luck!
Mike asks: How can I format my resume to emphasize several leadership roles I've taken on in my past positions, even if my official title is one of an individual contributor? I've worked as an engineer in the information technology function for over fifteen years and I'm interested in making the change to a management role. My past position titles all are some version of software engineer or applications developer. So, many recruiters send me jobs that are of the same individual contributor type, even though I've recently completed an MBA degree and am looking for management positions. I have much experience leading teams and projects, but this wouldn't be evident by just looking at my past titles. How can I emphasize this experience so the recruiters will send the types of jobs I am really interested in?
In answer:
Easy one to answer - I did the same thing myself, although I can give you a bit more insight these days.
You are a software engineer, and as you would expect, we in the recruitment industry use software to manage our dBases of candidates. So, I have a client who needs core skills A, B and C, so after skimming my head for the current candidates/those who are looking for a career change, I search my dBase for those skills and up pop the basic search candidates. I am in recruitment to make money, so if those skills are in your CV/Resume, you'll pop up in my search of the dBase.
Now, here's the problem for career changers. If you are in the mind and dBase of a recuiter as an X, then you are unlikely to jump to becoming a Z if in both their heads and their CV dBase you are filed as an X. Hence why they keep sending you the wrong job.
So, here's what to do. Get a friend - women are better at this than men - and get them to read the first page of your CV/Resume. Ask them to decide whether you are a manager or a software writer - because its that first page which dictates where afterwards the average reader will file you, and the average software system also.
I'd suggest from that exercise (get at least three people to do the same thing), you need to do two things. Firstly, rewrite your resume emphasising your managerial skills over your software skills - that will be tough for you to do, so in such cases it is often worth employing a CV/Resume writing professional. Secondly, register with a select few new recruitment and head hunting companies, emphasising your outright managerial aspirations. The moment they or any of your existing recruiter contacts send you a software job, kindly point out your new desires - if they do it a second time, ask to be removed completely from their dBase system, and explain your reasons. They may ask for a third chance, but I bet if they contact you it will be about a software job!
This is something I address regularly, and what the candidate needs to do is recognise why they keep getting sent particular opportunities, and work with professionals (and dBases) which recognise their new aspirations.
If I can help further, please just ask - and Good Luck!
Wednesday, 23 July 2008
When you don't have the qualifications
Candace says: I am looking to break into the pharmaceutical sales industry, but have had much trouble in getting a direct phone number to contact or a face-to-face interview in my area. Any suggestions? Companies in my area include: GSK; Astra Zeneca; Bohinger Ingelheim. Location specific: Myrtle Beach, South Carolina Area
In Answer:
I will start by saying - your skills at present seem not to match what most of these companies would be seeking as minimums for the position you seek (each on their websites define their skills requirements). Your sales skills seem low level but with well developed market analysis, marketing - while modern pharmachem sales are based on complex systems and business benefit analysis.
However, there is hope - if that's REALLY what you want to do? If it is, then.... assuming your details are already registered on each of these companies job application sections of their websites (if not - do that now and wait about 3days for the phone call...), and you have not made traction yet in your desired goal, then I suggest (in order of action/preference):
1. Preceptorship - If you know any pharmacutical sales reps, see if you can get one of them to take you into the field with them for a day. It is called a preceptorship and Pharma companies love to see it on your CV/Resume.
2. The graduate - all the companies you mention all have graduate programs. You might be a bit old (three years out of college), and it seems you have a two year degree over a four year degree. You would have to take a pay cut, but it would get you in
3. Sideways - take a job post in another area where your existing skills in marketing analysis and deployment would better presently suit, then move sideways once in
4. Contract - take a position with a contract sales firm or medical supply company and use that to build your credibility. While working at one of these companies continue your education and get a four year degree while simultaneously establishing strong med/pharm sales qualifications.
There is another option, better deployed if you have the right qualifications for a targeted employer, but just can't seem to get through the HR door - but we will save that tip for another day.
Good Luck!
In Answer:
I will start by saying - your skills at present seem not to match what most of these companies would be seeking as minimums for the position you seek (each on their websites define their skills requirements). Your sales skills seem low level but with well developed market analysis, marketing - while modern pharmachem sales are based on complex systems and business benefit analysis.
However, there is hope - if that's REALLY what you want to do? If it is, then.... assuming your details are already registered on each of these companies job application sections of their websites (if not - do that now and wait about 3days for the phone call...), and you have not made traction yet in your desired goal, then I suggest (in order of action/preference):
1. Preceptorship - If you know any pharmacutical sales reps, see if you can get one of them to take you into the field with them for a day. It is called a preceptorship and Pharma companies love to see it on your CV/Resume.
2. The graduate - all the companies you mention all have graduate programs. You might be a bit old (three years out of college), and it seems you have a two year degree over a four year degree. You would have to take a pay cut, but it would get you in
3. Sideways - take a job post in another area where your existing skills in marketing analysis and deployment would better presently suit, then move sideways once in
4. Contract - take a position with a contract sales firm or medical supply company and use that to build your credibility. While working at one of these companies continue your education and get a four year degree while simultaneously establishing strong med/pharm sales qualifications.
There is another option, better deployed if you have the right qualifications for a targeted employer, but just can't seem to get through the HR door - but we will save that tip for another day.
Good Luck!
Subscribe to:
Posts (Atom)
Posts
