If you are new to LinkedIn, and you know that you should use this tool to search for a job, but you don’t know where to start, take advantage of these tips to make the most of this online professional networking site.
Fill out your profile completely and view it as your online resume. Recruiters will be searching for keywords to identify top candidates, so make sure that your profile, just like your resume, has keywords specific to your field on it. If you don’t use keywords, your profile may not show up when a recruiter does a search.
Get recommendations from bosses and colleagues. The fact that people are willing to publicly endorse you carries weight. Make sure that you have strong recommendations on your profile. One way to get recommendations is to give them. Offer to write recommendations for colleagues; they are likely to reciprocate.
Raise your profile on LinkedIn by asking and answering questions in your field of expertise on the Answers section of the website. Good, thoughtful questions as well as answers will get you noticed. You can also earn expertise on Answers by having your answer rated as the best answer out of everyone who responded to a question. When you earn expertise, that shows up on your profile and makes a good impression on a recruiter.
Join groups on LinkedIn and make sure that you participate. Again, this raises your profile.
Use LinkedIn to expand your network. You can search for alumni of the college or university you attended and send these people invitations to connect with you. Also, you can invite people to connect with you that you have met on LinkedIn through Answers or through a profession-specific group.
The people you know are connected to people that you don't know. Continue to build your network online beyond your immediate circle. You can connect to people who are second and third level contacts through introductions on LinkedIn, and you can join groups that are related to your area of expertise.
Ask for introductions to people who are in companies that you are targeting. You can easily do a search to find out who works at the companies you are interested in who might be a second or third level contact. Ask your first level contacts for introductions to others who can help you with your job search.
Search for jobs on LinkedIn's site. You will get job listings that are not only posted on LinkedIn, but also on simplyhired.com. This feature allows you to see who in your network works for that particular company. This is a really useful tool to network your way into a company that has an opening in your field.
Avoid misspellings on your profile and any answers/questions that you post. Misspellings make you look unprofessional.
Don't use a picture on your profile that sends an unflattering message. Your picture does not necessarily have to be a studio portrait, but it does need to portray you in a professional light since this is a professional social networking site.
Sunday, March 29, 2009
Sunday, March 22, 2009
EXECUTIVE INTERVIEWING
What do candidates really need to know about interviewing for positions at the executive level? What are some tips that executives should keep in mind as far as the interview process is concerned? In today’s tight job market, how should an executive prepare for an interview given the fact that there is so much competition?
Here is professional advice for the executive candidate:
How executive interviews differ from those for lower-level candidates
Executive interviews are more intense because there is more at stake. It costs more money to replace an executive, so the stakes are higher. Hiring managers are very cautious when it comes to making a decision to hire an executive. Consequently, there are typically more interviews for an executive than for a lower level candidate. It is common for executive candidates to have a full day of interviewing where they meet with various interviewers, and the day-long process includes lunch (during which time the interviewee is still being interviewed).
Depending on the position, executive candidates may be expected to articulate their vision for the department where they will be working. And it almost goes without saying that executive candidates are expected to be able to demonstrate tangible results for their efforts in different positions.
How to prepare for executive interviews in the face of the current economic crisis
Candidates have to go the extra mile in terms of their due diligence. With a glut of candidates in many fields, executives have to go above and beyond to distinguish themselves from the competition. That means researching the company thoroughly and finding out what their pain points are and then coming up with solutions to meet their needs. Since companies hire people to solve problems, executives need to demonstrate that they are the solution to the companies’ problems.
Start with the employer’s website. I suggest that you pay attention to the vision statement of the organization so that you can be prepared to talk about how your personal values coincide with the vision statement. Also, look for press releases that might describe new initiatives that the company is working on. This type of information can help you come across as a truly motivated candidate as you integrate this information into your questions that you ask of the interviewer at the end of the interview.
Executives also need to perform due diligence with respect to the interviewers. Use Standard & Poors, Dun & Bradstreet, and Hoovers to find out more about the company’s financial health and then use Zoominfo.com and LinkedIn to find the principals of the company. LinkedIn can be particularly helpful in finding profiles of the people that you will be interviewing with as well as some personal information about them (i.e., schools they attended, other places where they worked).
Best advice for building rapport in the interview.
Find out who you will be interviewing with and research that person’s background on Zoominfo.com and LinkedIn.com. Identify points of interest that you have in common with the interviewer(s). Make sure that you weave in the information that you researched early in the interview to build rapport with the interviewer.
For example, if the interviewer says to you, “Tell me about yourself,” you could respond by saying, “Well, I have an MBA from Stanford, and I was interested to see that you graduated from Stanford also.” By showing that you have done your homework on the interviewer, you can establish that point of connection because the two of you have something in common.
Also, be attentive to what is in the interviewer’s office. There may be other points of interest that you can bring up (i.e., sports awards, fraternal organizations).
Advice for handling a poor interviewer.
Come prepared with your talking points, and make sure that you get those talking points in regardless of the skill of the interviewer. If you know what you want to say before you get to the interview, you can guide the discussion to the points that you want to make.
You should have already reviewed the vacancy announcement for the job and made a match in your own mind between the job’s requirements and your qualifications. Make sure that you make that connection for the interviewer to show that you are well qualified for the position.
Tips for explaining employment gaps.
Always fill in the gaps. Don’t leave any gaps between employment unexplained. That is a major red flag for employers. If you weren’t working for pay during a certain period of time, talk about what you did during that time frame. You may have been a member of a board for a corporation or you may have volunteered in your community. Whatever the case, make sure that employers know that you were doing something productive during the period of unemployment.
How to elaborate in the face of probing questions (Tell me more)
Always be prepared to give examples to back up your claim. For example, an interviewer may say, “What strengths do you bring to this position?” In response, you might say, “I’m results driven, highly organized, and efficient.” If the interviewer says, “Tell me more,” you need to be ready to give examples that demonstrate effectively that you have the strengths that you claim to have. In other words, your example needs to show clearly how you utilized the strengths of being results-driven, highly organized, and efficient on the job.
Making the case for an industry transition
The key to making the move successfully is to not only inventory your own skills, but to package them so they’re appropriate for the industry you’re targeting. Understanding an industry isn’t difficult but does require research, whether that means reading reports on the industry from the Bureau of Labor Statistics or taking a contact from that industry out to lunch to pick his or her brain about the job market.
Employers don’t want a long learning curve. They want someone who can speak the lingo and hit the ground running. The trick is to convince them that you can contribute right away. So read trade journals, talk to insiders, and get a really good handle on what’s going on in that industry and in that company in particular.
How to distinguish yourself from other candidates
Demonstrate your value throughout the whole process. If you do this, the salary negotiation process will be easier because you have been making your case all along.
Be sure to address the employer's needs consistently throughout the interview. Research the company and the position thoroughly so that you can show how well-suited you are for this company and this job.
Here is professional advice for the executive candidate:
How executive interviews differ from those for lower-level candidates
Executive interviews are more intense because there is more at stake. It costs more money to replace an executive, so the stakes are higher. Hiring managers are very cautious when it comes to making a decision to hire an executive. Consequently, there are typically more interviews for an executive than for a lower level candidate. It is common for executive candidates to have a full day of interviewing where they meet with various interviewers, and the day-long process includes lunch (during which time the interviewee is still being interviewed).
Depending on the position, executive candidates may be expected to articulate their vision for the department where they will be working. And it almost goes without saying that executive candidates are expected to be able to demonstrate tangible results for their efforts in different positions.
How to prepare for executive interviews in the face of the current economic crisis
Candidates have to go the extra mile in terms of their due diligence. With a glut of candidates in many fields, executives have to go above and beyond to distinguish themselves from the competition. That means researching the company thoroughly and finding out what their pain points are and then coming up with solutions to meet their needs. Since companies hire people to solve problems, executives need to demonstrate that they are the solution to the companies’ problems.
Start with the employer’s website. I suggest that you pay attention to the vision statement of the organization so that you can be prepared to talk about how your personal values coincide with the vision statement. Also, look for press releases that might describe new initiatives that the company is working on. This type of information can help you come across as a truly motivated candidate as you integrate this information into your questions that you ask of the interviewer at the end of the interview.
Executives also need to perform due diligence with respect to the interviewers. Use Standard & Poors, Dun & Bradstreet, and Hoovers to find out more about the company’s financial health and then use Zoominfo.com and LinkedIn to find the principals of the company. LinkedIn can be particularly helpful in finding profiles of the people that you will be interviewing with as well as some personal information about them (i.e., schools they attended, other places where they worked).
Best advice for building rapport in the interview.
Find out who you will be interviewing with and research that person’s background on Zoominfo.com and LinkedIn.com. Identify points of interest that you have in common with the interviewer(s). Make sure that you weave in the information that you researched early in the interview to build rapport with the interviewer.
For example, if the interviewer says to you, “Tell me about yourself,” you could respond by saying, “Well, I have an MBA from Stanford, and I was interested to see that you graduated from Stanford also.” By showing that you have done your homework on the interviewer, you can establish that point of connection because the two of you have something in common.
Also, be attentive to what is in the interviewer’s office. There may be other points of interest that you can bring up (i.e., sports awards, fraternal organizations).
Advice for handling a poor interviewer.
Come prepared with your talking points, and make sure that you get those talking points in regardless of the skill of the interviewer. If you know what you want to say before you get to the interview, you can guide the discussion to the points that you want to make.
You should have already reviewed the vacancy announcement for the job and made a match in your own mind between the job’s requirements and your qualifications. Make sure that you make that connection for the interviewer to show that you are well qualified for the position.
Tips for explaining employment gaps.
Always fill in the gaps. Don’t leave any gaps between employment unexplained. That is a major red flag for employers. If you weren’t working for pay during a certain period of time, talk about what you did during that time frame. You may have been a member of a board for a corporation or you may have volunteered in your community. Whatever the case, make sure that employers know that you were doing something productive during the period of unemployment.
How to elaborate in the face of probing questions (Tell me more)
Always be prepared to give examples to back up your claim. For example, an interviewer may say, “What strengths do you bring to this position?” In response, you might say, “I’m results driven, highly organized, and efficient.” If the interviewer says, “Tell me more,” you need to be ready to give examples that demonstrate effectively that you have the strengths that you claim to have. In other words, your example needs to show clearly how you utilized the strengths of being results-driven, highly organized, and efficient on the job.
Making the case for an industry transition
The key to making the move successfully is to not only inventory your own skills, but to package them so they’re appropriate for the industry you’re targeting. Understanding an industry isn’t difficult but does require research, whether that means reading reports on the industry from the Bureau of Labor Statistics or taking a contact from that industry out to lunch to pick his or her brain about the job market.
Employers don’t want a long learning curve. They want someone who can speak the lingo and hit the ground running. The trick is to convince them that you can contribute right away. So read trade journals, talk to insiders, and get a really good handle on what’s going on in that industry and in that company in particular.
How to distinguish yourself from other candidates
Demonstrate your value throughout the whole process. If you do this, the salary negotiation process will be easier because you have been making your case all along.
Be sure to address the employer's needs consistently throughout the interview. Research the company and the position thoroughly so that you can show how well-suited you are for this company and this job.
Wednesday, March 18, 2009
RESUME WRITING—WHAT’S IN AND WHAT’S OUT
RESUME WRITING—WHAT’S IN AND WHAT’S OUT
What’s in
Professional summaries are in and have been for several years now. A professional summary highlights a job seeker's best assets and positions that person for the type of job that he or she is seeking. It has also become common to list core competencies (or keywords) underneath the summary so that the resume is more likely to be found by a recruiter or hiring manager after it has been scanned into a database.
Accomplishments are definitely in. A resume without crisply worded, powerful accomplishment statements is not likely to be noticed. Many job seekers make the mistake of simply listing their duties. But a laundry list of duties makes a job seeker sound like everyone else who has done similar work. Accomplishments distinguish you from your competition. And they show that you have actually made a contribution to the organization’s bottom line.
ASCII versions of your resume are in. Since job seekers often have to submit their information through an online form, it is best to have an ASCII version of your resume in addition to a Word version. The formatting in a Word document gets distorted when copied and pasted onto an online form, which is why the ASCII version is useful. The ASCII version is just plain text without the formatting. With ASCII you don’t have to worry about a bullet showing up on the other end as some other type of symbol.
What’s out
A job objective is out for people who have experience in the field that they are applying for jobs in. If your work history supports your job objective, it’s not necessary to state that job objective explicitly on the resume.
References available upon request is out. It used to be standard as the last line on the resume, but now it is obsolete. It is simply expected that you will supply your references at the time of the interview.
Hobbies are out if they are unrelated to your job objective. You may really be a skydiving enthusiast, but if you are applying for a job as an accountant, it’s probably not worth mentioning in this setting.
Personal information is out. I still see resumes where people put their marital status and number of children. This is information that employers cannot ask about, and it is not information that should be included in a resume.
Leaving large gaps of time unexplained on the resume is unacceptable. If the gap is longer than three months, you need to account for the time somehow. If you did volunteer work during this time or stayed home with children, you can write this up so that you show job related skills.
Monday, January 5, 2009
ARE THESE JOB SEARCH BLUNDERS KEEPING YOU FROM YOUR NEXT JOB?
Many job seekers unwittingly commit fatal errors when undertaking a job search, and because they don’t know what they are doing wrong, they keep making the same mistakes.
Here are some of the most common ones:
Mistake #1. Spending all of your time searching major job boards. What is the mistake here? After all, this is the age of the Internet. Isn’t searching online the best way to find a job? As it turns out, most jobs are not actually filled through job boards. It still comes down to who you know. According to the U.S. Department of Labor, approximately 80% of all jobs are filled through networking. And an article in the Monterey Herald estimates that only 5% of jobs are advertised online and in print. The Bureau of Labor Statistics advises job seekers to use many different job search methods because job hunters find jobs faster using several job search methods as opposed to just one or two.
Mistake #2. Writing an ineffective resume that only lists duties. Many job seekers use position descriptions from their current and previous jobs as the basis for their resumes. The result is a very flat and unimpressive resume that sounds exactly like a position description from HR. In order to make your resume compelling, you as the job seeker need to highlight accomplishments that show the contributions you made to the organizations that you worked for. That is one effective way of distinguishing yourself from the competition.
Mistake #3. Remaining anonymous. As a job seeker you not only need to actively seek new employment, but you also need to position yourself to potentially be found by recruiters who are looking for your skill set. Make sure to put a well-written profile on social networking sites like LinkedIn. According to About.com, approximately 130,000 recruiters are on LinkedIn. If recruiters are on LinkedIn looking for candidates, shouldn’t you be on LinkedIn as a potential candidate?
Mistake #4. Not googling yourself to determine if there is anything on the web that could be damaging to your job search. Many employers now routinely search the Internet to find negative information about job candidates. You need to know what they will see when search for your name. Make sure to remove any potentially embarrassing photos. Also, check www.zoominfo.com ensure that whatever information is there about you is accurate.
Mistake #5. Not preparing appropriately for the interview. Have you practiced your answers to difficult questions? Do you know what employers are looking for in potential candidates? Do you have questions ready to ask the interviewer? If your answer to these questions is no, then you are not prepared for your next interview.
Avoid these mistakes and start your job search in the new year on the right note.
Many job seekers unwittingly commit fatal errors when undertaking a job search, and because they don’t know what they are doing wrong, they keep making the same mistakes.
Here are some of the most common ones:
Mistake #1. Spending all of your time searching major job boards. What is the mistake here? After all, this is the age of the Internet. Isn’t searching online the best way to find a job? As it turns out, most jobs are not actually filled through job boards. It still comes down to who you know. According to the U.S. Department of Labor, approximately 80% of all jobs are filled through networking. And an article in the Monterey Herald estimates that only 5% of jobs are advertised online and in print. The Bureau of Labor Statistics advises job seekers to use many different job search methods because job hunters find jobs faster using several job search methods as opposed to just one or two.
Mistake #2. Writing an ineffective resume that only lists duties. Many job seekers use position descriptions from their current and previous jobs as the basis for their resumes. The result is a very flat and unimpressive resume that sounds exactly like a position description from HR. In order to make your resume compelling, you as the job seeker need to highlight accomplishments that show the contributions you made to the organizations that you worked for. That is one effective way of distinguishing yourself from the competition.
Mistake #3. Remaining anonymous. As a job seeker you not only need to actively seek new employment, but you also need to position yourself to potentially be found by recruiters who are looking for your skill set. Make sure to put a well-written profile on social networking sites like LinkedIn. According to About.com, approximately 130,000 recruiters are on LinkedIn. If recruiters are on LinkedIn looking for candidates, shouldn’t you be on LinkedIn as a potential candidate?
Mistake #4. Not googling yourself to determine if there is anything on the web that could be damaging to your job search. Many employers now routinely search the Internet to find negative information about job candidates. You need to know what they will see when search for your name. Make sure to remove any potentially embarrassing photos. Also, check www.zoominfo.com ensure that whatever information is there about you is accurate.
Mistake #5. Not preparing appropriately for the interview. Have you practiced your answers to difficult questions? Do you know what employers are looking for in potential candidates? Do you have questions ready to ask the interviewer? If your answer to these questions is no, then you are not prepared for your next interview.
Avoid these mistakes and start your job search in the new year on the right note.
Monday, December 15, 2008
Overcoming Potential Obstacles in the Interview
OVERCOMING POTENTIAL OBSTACLES IN THE INTERVIEW
Do you think there are any potential obstacles that could stand between you and your next position? Here are some suggestions for handling some common obstacles:
Age
Obviously you can’t change your age, but you can overcome a perception that you may not be up to the job. You can project yourself as energetic with a lot to give. I suggest that job candidates give some thought ahead of time to stories that illustrate that they are able to handle the stresses and strains of the job. They should also convey subtly in the interview that they plan to be in the workforce for a while.
For example, an interviewee can mention in the beginning of the interview what type of physical activity he or she did over the weekend. The interviewee can work this in during the ice breaking period which comes before the interviewer gets into the tough questions.
Salary
Job candidates need to determine beforehand what their bottom line is in terms of the compensation package. This should of course factor in current economic conditions. They should be armed with information about what they are worth and negotiate accordingly. But they should also show the interviewer that they are worth more than their salaries. In other words, they should demonstrate to the potential employer that the employer will get a return on investment that more than compensates for what they will be paying out in salary and benefits. Stories about past accomplishments can make the business case for appropriate salaries.
Health
If you look fit, that will go a long way towards dispelling any thoughts that the interviewer may have that you will be costly (in terms of health benefits) to the company if you are hired. If you’re not fit, it’s something you should start working on since this is a part of that first good impression that you want to make.
Personality Mismatches
You should do your due diligence prior to the interview to find out what the company’s mission/values statement is and what the culture of the company is to determine if this is a good match for both parties. If it is, you need to allay any fears that the interviewer may have that you might not be a good fit by connecting the dots for the employer. Speak convincingly about the alignment you see between your values and the company’s. Talk about what you know about the company’s culture and how you see yourself fitting in.
Do you think there are any potential obstacles that could stand between you and your next position? Here are some suggestions for handling some common obstacles:
Age
Obviously you can’t change your age, but you can overcome a perception that you may not be up to the job. You can project yourself as energetic with a lot to give. I suggest that job candidates give some thought ahead of time to stories that illustrate that they are able to handle the stresses and strains of the job. They should also convey subtly in the interview that they plan to be in the workforce for a while.
For example, an interviewee can mention in the beginning of the interview what type of physical activity he or she did over the weekend. The interviewee can work this in during the ice breaking period which comes before the interviewer gets into the tough questions.
Salary
Job candidates need to determine beforehand what their bottom line is in terms of the compensation package. This should of course factor in current economic conditions. They should be armed with information about what they are worth and negotiate accordingly. But they should also show the interviewer that they are worth more than their salaries. In other words, they should demonstrate to the potential employer that the employer will get a return on investment that more than compensates for what they will be paying out in salary and benefits. Stories about past accomplishments can make the business case for appropriate salaries.
Health
If you look fit, that will go a long way towards dispelling any thoughts that the interviewer may have that you will be costly (in terms of health benefits) to the company if you are hired. If you’re not fit, it’s something you should start working on since this is a part of that first good impression that you want to make.
Personality Mismatches
You should do your due diligence prior to the interview to find out what the company’s mission/values statement is and what the culture of the company is to determine if this is a good match for both parties. If it is, you need to allay any fears that the interviewer may have that you might not be a good fit by connecting the dots for the employer. Speak convincingly about the alignment you see between your values and the company’s. Talk about what you know about the company’s culture and how you see yourself fitting in.
Sunday, December 7, 2008
WHAT TO DO ABOUT A BAD REVIEW
What should you do if you receive a less than favorable performance review? What is the best way to bounce back? Here are some tips for dealing with what could potentially be a career derailment.
Deal with your feelings about the situation. No one enjoys receiving negative feedback. It is human to feel angry and sad when something like this happens, but it is critical not to get stuck in unproductive emotions. Vent to someone who you can trust, but don't keep rehashing what happened endlessly.
Objectively assess each item on which you were rated poorly to see if there is truth in any of the statements. You may also want to independently and privately get feedback from colleagues who are trustworthy about the veracity of the issues mentioned in the appraisal.
Divide the list of issues into hard skills and soft skills. If you have any real performance issues with hard skills, you need to think about why this is so. Hard skills are the core essence of the job. If, for example, you are an auditor and you receive feedback that you are not performing up to standard with audits, that is a very serious issue because auditors are supposed to master that skill in order to be competent.
It's possible that your performance has slipped because of personal issues that are interfering with your ability to focus on the job. If that is the case, then you need to get professional help to aid you in getting back to normal so that you can do your job.
More people tend to run into problems with soft skills that have to do with interpersonal relations. If you receive feedback that you are performing poorly with respect to time management, teamwork, or decision making, then you should seek assistance from a coach who can help you improve in these areas.
Rebuild credibility with your boss and co-workers by showing that you are willing to take feedback. It will take some real effort on your part to win the confidence of the people you work with, but if they see that you are really trying, and if you are consistent with your improved performance, they will start to see you in a different light.
If there is information in your performance review that you have determined is not true but is rather political in nature, decide what your response should be. Basically you have two choices: either choose to play the political game and make friends with those who have power over your career or start looking elsewhere for a company that is better aligned with your values.
What should you do if you receive a less than favorable performance review? What is the best way to bounce back? Here are some tips for dealing with what could potentially be a career derailment.
Deal with your feelings about the situation. No one enjoys receiving negative feedback. It is human to feel angry and sad when something like this happens, but it is critical not to get stuck in unproductive emotions. Vent to someone who you can trust, but don't keep rehashing what happened endlessly.
Objectively assess each item on which you were rated poorly to see if there is truth in any of the statements. You may also want to independently and privately get feedback from colleagues who are trustworthy about the veracity of the issues mentioned in the appraisal.
Divide the list of issues into hard skills and soft skills. If you have any real performance issues with hard skills, you need to think about why this is so. Hard skills are the core essence of the job. If, for example, you are an auditor and you receive feedback that you are not performing up to standard with audits, that is a very serious issue because auditors are supposed to master that skill in order to be competent.
It's possible that your performance has slipped because of personal issues that are interfering with your ability to focus on the job. If that is the case, then you need to get professional help to aid you in getting back to normal so that you can do your job.
More people tend to run into problems with soft skills that have to do with interpersonal relations. If you receive feedback that you are performing poorly with respect to time management, teamwork, or decision making, then you should seek assistance from a coach who can help you improve in these areas.
Rebuild credibility with your boss and co-workers by showing that you are willing to take feedback. It will take some real effort on your part to win the confidence of the people you work with, but if they see that you are really trying, and if you are consistent with your improved performance, they will start to see you in a different light.
If there is information in your performance review that you have determined is not true but is rather political in nature, decide what your response should be. Basically you have two choices: either choose to play the political game and make friends with those who have power over your career or start looking elsewhere for a company that is better aligned with your values.
Sunday, September 28, 2008
STRATEGY FOR UNCERTAIN TIMES—STAY PREPARED
STRATEGY FOR UNCERTAIN TIMES—STAY PREPARED
Financial giants have fallen. A $700 billion bailout plan. Unemployment rate rises. How do you cope with this economic uncertainty? Suppose your job is at risk. What to do? Stay prepared.
As a career coach with significant experience in outplacement, I know that job loss can come unexpectedly. I regularly advise clients to stay prepared. As we have seen, even companies that have heretofore stood the test of time can collapse and send their workers scrambling for new positions in a very competitive job market.
Here are some tips to prepare you for the possibility o job loss.
Have your resume professionally written so that you can be as competitive as possible in a tight job market. A professional resume writer can present you in the best possible light and highlight your unique strengths. Some job seekers make the mistake of thinking that they can simply do well at the interview, but it’s pretty hard to get the interview without a good resume.
Brush up on your interviewing skills. A great resume is designed to get you an interview, but you still have to convince the interviewer that you are the right person for the job. A competent career coach can help you prepare for the interview. A career coach can help you distill your answers to commonly asked interview questions to concise statements that demonstrate your strengths to the hiring manager. In addition, a career coach can help you address any potential weak areas that might be used against you in the interview (i.e., gaps in your work history, short tenure at jobs, etc.).
Know what you are worth in the marketplace. You can easily obtain salary information on the Internet through sites like salary.com and payscale.com. You should also check salary surveys done by professional associations. Armed with this information you will know what to expect and ask for when looking for a new position.
Maintain and continue to grow your network. By joining professional associations and increasing your connections on social networking sites like LinkedIn, you give yourself access to an ever-growing group of people with whom you can have a mutually beneficial relationship. By getting to know other professionals outside of your current company, you potentially have a network of people who can give you leads about openings.
Generally speaking, many people only know professionally the people that they work with. So when a downsizing happens, such people have to start building a professional network from scratch because the people in their company typically are not in a position to help them. After all, in a downsizing you are either the one directly affected or you are one of the ones trying to do the work left behind from the ones who were downsized. It is critical to get to know professionals outside of your organization before a downsizing, merger, or company closing happens so that you can quickly get job information from your network when you need it.
Financial giants have fallen. A $700 billion bailout plan. Unemployment rate rises. How do you cope with this economic uncertainty? Suppose your job is at risk. What to do? Stay prepared.
As a career coach with significant experience in outplacement, I know that job loss can come unexpectedly. I regularly advise clients to stay prepared. As we have seen, even companies that have heretofore stood the test of time can collapse and send their workers scrambling for new positions in a very competitive job market.
Here are some tips to prepare you for the possibility o job loss.
Have your resume professionally written so that you can be as competitive as possible in a tight job market. A professional resume writer can present you in the best possible light and highlight your unique strengths. Some job seekers make the mistake of thinking that they can simply do well at the interview, but it’s pretty hard to get the interview without a good resume.
Brush up on your interviewing skills. A great resume is designed to get you an interview, but you still have to convince the interviewer that you are the right person for the job. A competent career coach can help you prepare for the interview. A career coach can help you distill your answers to commonly asked interview questions to concise statements that demonstrate your strengths to the hiring manager. In addition, a career coach can help you address any potential weak areas that might be used against you in the interview (i.e., gaps in your work history, short tenure at jobs, etc.).
Know what you are worth in the marketplace. You can easily obtain salary information on the Internet through sites like salary.com and payscale.com. You should also check salary surveys done by professional associations. Armed with this information you will know what to expect and ask for when looking for a new position.
Maintain and continue to grow your network. By joining professional associations and increasing your connections on social networking sites like LinkedIn, you give yourself access to an ever-growing group of people with whom you can have a mutually beneficial relationship. By getting to know other professionals outside of your current company, you potentially have a network of people who can give you leads about openings.
Generally speaking, many people only know professionally the people that they work with. So when a downsizing happens, such people have to start building a professional network from scratch because the people in their company typically are not in a position to help them. After all, in a downsizing you are either the one directly affected or you are one of the ones trying to do the work left behind from the ones who were downsized. It is critical to get to know professionals outside of your organization before a downsizing, merger, or company closing happens so that you can quickly get job information from your network when you need it.
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