Holiday Festivities Are Great Networking Venues

by Debra Feldman www.theladders.com

The approaching holiday season is a networking paradise. The timing is perfect for arranging introductions to those you want to know you. More importantly, it’s a time to be focused on how you can give to others rather than viewing connections as the solution to meeting just your needs. In fact, successful networkers make it a point to seek out ways to help others. Often, they generously suggest assistance and support even before it is requested.

The most reliable networking strategy promotes good relationships by concentrating on giving more and expecting less. First, think about how you can offer help rather than what you stand to gain. Seek out ways to surprise people by offering assistance before they ask. This generosity not only demonstrates good intentions, but is sure to delight the recipient, create good interpersonal chemistry and generate desire to return the favor.

Yes, it is better to give than to receive.

Relationships are cemented and continue to thrive (and keep delivering exponentially increasing referrals) when both sides recognize benefits and value. Productive networking is relationship-driven not transaction-oriented. This time of year offers many occasions to nurture relationships, create lasting positive impressions, get on the radar and be remembered for your remarkable assistance. It’s a wonderland of fresh prospects and a harvest of contact renewals. The many corporate events, social occasions and community celebrations offer myriad giving opportunities to establish connections, strengthen ties, invigorate relationships and share ideas. Don’t be hesitant to extend invitations – whether or not they are accepted, it is a way to connect and let others know that you are thinking of them.

Almost any neighborhood, family or business gathering may produce a conversation with someone who has information you can mine unobtrusively for leads to new career challenges for yourself and those you know. With so many venues to choose from, select ones where you are most likely to reach your networking goals: a high probability for face time with individuals to whom you want to show your potential value proposition, unique talents and interests.

These encounters could be your big break to:

• Chat with current or former employees at your target companies
• Exchange business cards with an industry leader
• Arrange a future meeting with someone difficult to reach.

Brief interactions can be springboards to great relationships if you find ways to provide support and thereby sustain the connection. In the future, you will be one of the lucky few with critical inside information, access and support because you are recognized as a giver, not just a taker.

Want to enhance your networking efficiency to generate even better results? Prepare thoroughly in advance, anticipate questions and have well-thought-out and concise responses prepared. Be ready to make clear, compelling points to attract attention, pique curiosity and put you top of mind. Your delivery has to be attention-grabbing to overcome interruptions and compensate for a lack of privacy. Listen actively so you are apt to pick up on a need you can address and keep up your end of the discussion. Don’t forget to come armed with business cards with your contact information. To stand out, add a few bullet points depicting your interests and areas of expertise or other memorable data on the reverse side of the card. This includes qualities like coining a phrase, penning a jingle, being named to President’s circle X times, saving percentage annually or being known as Mr./Ms. ABC.

To further increase your networking effectiveness, attend gatherings where you will feel comfortable and put your best foot forward. Avoid situations where you might be stressed, rushed or distracted from your networking mission: meaningful conversations that leave a strong, positive impression. Picking up insider-only knowledge, connecting those you know to each other and optimizing purposeful networking contacts all ladder up to your goal. One of the best ways to be a helper is to connect people. It is often more enjoyable as well as more effective if you partner with a buddy. You can introduce each other as an icebreaker to start new relationships and keep a conversation flowing.
In conclusion, remember to stay focused. To reap the full benefits of networking purposefully, you must be alert and stay sharp. Don’t overindulge in food or beverages. Conduct yourself professionally at all times. Dress conservatively. The ROI is simple. Just one meaningful dialogue creates measurable value from every networking event. It’s the quality not the quantity of relationships developed, pursued or renewed. Holiday networking targeted to giving and helping is good career management that produces networking benefits throughout the new year. Remember that it is not just what you know and whom you know, but who knows what you know that produces new opportunities in today’s job market.

Happy holidays, happy giving and happy networking!

6 Must-Haves for Your Next Interview

by Dean Tracy of theladders.com

After many years in the recruiting business, I’ve learned that candidates often lack preparation when facing a career transition or job change.

Here are six simple steps to take before an interview to help you land the job.

1. Prepare Your Story
Throughout your career, you may pursue different directions. Be prepared to discuss the reasons you’re taking your career in a certain direction.

Organize talking points that help you tell your story. It’s important to touch on reasons you may have left a company without bashing your former co–workers or supervisors. Explain with confidence the reason that you are making (or have made) a career change.

Remember that a lack of conversation reflects lack of interest. Be prepared to incorporate the story line of your background into their organizational challenges.

2. Calculate Your Compensation
Know the difference between your needs, your value to the company and market trends. Your financial needs are of no importance to the hiring manager or the hiring company. They care about your success, but they are not accountable for your financial responsibilities.

Investigate the market trends for the position for which you’re interviewing. The dollar amount is usually defined by what the market will bear for your position. This information can be collected from a variety of Web sites and market research. Keep in mind that this will also depend on the company’s size, revenues, head count, geographic location, etc.

The value that you bring to the company is one that only you can define and present to your prospective employer. This will be based upon your demonstrated experience as determined by contributions you’ve made in previous roles. Capture and reflect on revenues that you generated, incorporate costs and expenses that you managed and/or numbers of people or clients that you have supported.

Understand initialisms such as OTE and MBO.

• OTE = On Target Earnings. This is what your total compensation package is, including annual base salary, bonuses, etc.
• MBO = Management by Objective. This is typically used to identify a percentage of your annual base and may be paid quarterly or once a year.

3. Articulate Your Value
You need to be able to address the value that you bring to the company. Be prepared to share your skills and accomplishments and discuss how they benefit the company. Articulate these accomplishments in a problem–action–results sequence.

• Problem – This will reflect the specific problem, challenge or situation that you are faced with. The way you would describe this is in the form of an overview or summary.
• Action – This represents the steps that you took to address the problem, challenge or situation. Describe the methodology that you followed to drive results and deliverables.
• Results – This is where you define the success or accomplishment of your actions. Use this as an opportunity to share how you evaluate the end result. 

4. Determine Your Commuting Threshold

Estimate how far are you willing to commute to get to work every day. Some candidates will use this threshold to represent miles and some will use it to measure total road time.

5. Determine Your Willingness to Travel
This will usually depend on the position for which you’re applying. Your previous experiences with work travel will be a true indicator to consider. You should also carefully consider the impact that this will have on your family and personal lifestyle.

6. Articulate Your Management Style
Be prepared to share and discuss the environment or culture where you can be the most productive. Are you most effective in a chaotic, fast-paced, high-stress environment? Do you bring a calming influence in a chaotic setting? Are you detail-oriented, driven by reports in a micromanaged structure? Be prepared to describe your typical activity in a normal workday.

If you do your homework well, you will be extraordinarily successful in your interview. It will become easy for you to open new doors of opportunity toward landing the job of your dreams! Go get ‘em!

Weekly Wisdom-A Reminder from Marc Cenedella

www.theladders.com

Yeah, I know what you're thinking.

That job you applied for in September... there's no chance anything's going to happen there. When you talked to the nice woman in Human Resources a couple months ago, it seemed like the SVP wasn't sure whether she wanted somebody with more experience or not. It's probably not the most likely gig for you.

So even though it's still on your Excel spreadsheet of opportunities that you're reviewing, you're feeling pretty "iffy" as to whether there's a real chance at that firm. So perhaps you won't call today, you know? Maybe just wait and see what happens?

Now, look, this is a pretty common way of thinking... and it's dead wrong.

Of course you're going to come up with all sorts of excuses to justify why you're not going to pick up the phone and reach out to her.

That's the natural state of the job-seeker, the professional, the average human being... you.

Really, who wants to put themselves out there and risk rejection? It's unpleasant. It's unnatural. It's unenjoyable.

But, like it or not, when you're in a job search for your next $100K+ gig, you've got to do it. You've got to pick up the phone and reach out to all your contacts and job opportunities.

Because even if she doesn't have something for you right now, perhaps her old friend at another firm was asking her just last night if she knew of anybody like you. Or maybe a recruiter she was speaking with last week was asking for referrals for another job. Or perhaps somebody just left to take a job somewhere else and she is, in fact, desperately in need of somebody like you. Right now.

While the likelihood of any of these circumstances is small, you have to take a lot of small chances to get one big job.

You have to play the ricochet, work the rebound, pounce on the bounce. You need to create your own luck, and the easiest way to do it is to keep following up, urgently, relentlessly, religiously, with the recruiters and HR departments who have, or have had, opportunities that are right for you.

Because you never know where your resume might end up after those calls, those networking lunches, those follow up meetings.

Keep things moving this cold December morning, Readers!

Weekly Wisdom: November 29, 2010

7 Steps to Sustain Energy and Enthusiasm During Your Job Search

Selena Dehne, JIST Publishing

Ideally, everyone would view the job search as an exciting and invigorating opportunity. In reality, the process can be stressful, exhausting and emotionally draining, particularly when coping with rejection, financial hardships or uncertainty about the future.

It's important to realize that job searching doesn't have to be a negative experience. Richard Deems and Terri Deems, co-authors of "Make Job Loss Work for You," say people can take several small steps toward a faster, more rewarding job search.   

"Candidates who are out on the streets talking and meeting with people are those who maintain their energy and confidence," they explain. "On the other hand, those who sit back at home and merely mail out their résumés are often those who get discouraged. The feedback they get during the job search comes from receiving either no response or some form of a rejection letter. With each rejection letter, the body cringes and shrivels a little bit more."

In their book, the Deems father-and-daughter duo offers some additional tips to help job seekers boost their drive during the job search:*

Set up some kind of "office" where you can direct your job search

Make this a place where you can take calls, handle correspondence and keep track of your research and other information. A separate room (such as a spare bedroom) works best, but even a corner in the basement can help.

You will need a desk, chair, phone, computer, Internet access, space to file materials and information, and space to work. It doesn't have to be fancy, but it does need to be comfortable and provide you with the privacy needed to direct your plan for action. When you are in this space, you are "at work."

• Maintain your normal schedule. Don't sleep late. Get dressed each morning just as if you were going to be out talking to people -- because you probably will. One successful person with whom we worked sat down at his "office" every morning at 7:30, coffee in hand, and read the local and national newspapers, just as he had for 10 years prior. His reaction: "It really helped!" 
• Participate in some kind of physical fitness program. Some people jog, walk, play golf, lift weights, dance or do other forms of exercise. The important thing is that you're doing something. Remember, exercise helps relieve stress and anxiety and enables you to think more clearly. Exercise also releases body chemicals that help keep depression away. If you're a bit overweight, the extra exercise can help reduce the pounds and simply help you feel better about yourself. 
• Watch your diet and eat right. Eat balanced, reasonably sized meals. Excessive coffee can increase tension and appetite. Excessive alcohol can dull your thinking ability (plus add weight). Excessive sweets and sugars can increase tension and irritability. 
• View your activity as fulfilling your "job requirements." Except now your job is to find a new position in another company as quickly as possible. 
• Set weekly and daily goals in terms of contacts to make and research to conduct. Keep a record of your activity. People who devote four to eight hours to their job search per day get new jobs faster than those who devote only a few hours each week. Take time on Mondays to set up these goals, and time on Friday to review your progress.
• Maintain your physical appearance. First impressions are important, and you will want to look good. For some, this may mean buying a new interviewing wardrobe. An investment in an interviewing wardrobe can often have a tremendous payback in terms of higher salary in the next position. If finances are a major concern, look for the recycled-clothing shops or job search "closets" that exist in many cities.

TMG HOT JOB ALERTS!

Linkedin Optimization, Part 1

This is the first in a series of six videos put together by the folks at Boolean Black Belt--enjoy and share with your friends and fellow job seekers!

Weekly Wisdom: November 1, 2010

Marc Cenedella on "the elevator pitch"

As I travel around the country speaking with job-seekers like you, I'll ask:

"So what are you looking for?"

And all too often I'll hear back:

"Oh, I'm looking for anything."

Which is a problem.

Because in today's economy, no employer is looking for a "VP, Anything." They're looking for an experienced professional who can solve specific problems.

Whether you're speaking with me, a former colleague, or a new connection, you need to have a brief, pithy assertion of who you are and what you're qualified to do. As a matter of fact, you need to be able to describe what you're looking to do in 30 seconds or less.

That's what's called an "elevator pitch" — a concise statement of your background and abilities and what you're looking for that can be shared in the time it takes an elevator to go to the top floor.

So it's not "I'm a saleswoman" and it's not "I'm in logistics" and it's not "I'm a finance guy".

No, in the 21st century you need to be more precise and more concrete. You need to describe what you've done and what you're looking to do... specifically.

So you'll need to share your ambitions more directly. It's not "I'm a saleswoman" but rather "I'm a sales management professional looking to lead a 100+ person sales organization, and am particularly interested in opportunities leading sales teams going through the transactional-to-relationship-selling transition."

It's not "I'm in logistics" but rather "I'm a logistics team leader who specializes in driving efficiency improvements in established groups, bringing down the cost of production year after year."

And it's not "I'm a finance guy" but rather "I'm a finance guy who enjoys rationalizing finance teams in multi-unit businesses and creating metrics and operating procedures that partner with the business to drive understanding of the underlying levers of growth."

You need to be specific and concise in your description of your ambitions, so that your network contacts, your future boss, or I can understand how and where you'll add value and improve the business.

So please, avoid the easy temptation to say that you're looking for anything, and be specific in your job search.

It's the best way to let people know how to help you, and to let companies know how you'll help them. (For more advice on creating your elevator pitch, see my newsletter from August on the topic.)

We've got six weeks left in job-hunting season before the year-end holidays, Readers. Let's make the most of it!

Weekly Wisdom: September 27, 2010

by Marc Cenedella and Matthew Rothenberg of TheLadders.com

In a Google World, Prepare to Be Investigated
Excerpted from "You're Better Than Your Job Search"

How likely is it that your resume, job application and credentials will be reviewed for inaccuracies? Nearly 100 percent, according to the Society for Human Resource Management. Almost all human resources professionals reported to SHRM that their organizations conduct some form of background check on every employee. For some candidates, it doesn't take much more than a Google search to pull up information, both good and bad.Besides seeing things like what you have published, an online search can also reveal unflattering or downright negative things someone may have said about you. Beyond that, most recruiters check references at every company you list to verify your duties, tenure, salary, and in some cases even your W2. Their findings include the most damning documentation, including police reports, articles about misconduct and more. All that information is shared with the recruiters' client: the hiring manager.If you have been interviewed and a falsification is uncovered, chances are that's the end of the road for that job and possibly future opportunities as well. It will be disheartening to you in your job search and cost you potentially useful contacts, so think long and hard if you feel tempted to lie.

Ask a Recruiter: Of Kicking and Tires

I’m thinking about making a change, but I’m not sure if I’m ready. Should I work with a recruiter?

That depends. Working with a recruiter is the obvious choice if you require the utmost discretion, but there are other factors to take into account.

My first piece of advice is to make this very clear to any recruiter you may work with. If you reveal yourself as a possible tire kicker once you are already entrenched in an interview process, after the recruiter has invested time and effort, not to mention staked his/her reputation on you, a sudden sign of wavering commitment is a HUGE red flag that may damage that professional relationship.

Something brought you to the conclusion that it might be time to make a change—what was it? Are you dissatisfied with some element of your current position or your overall career trajectory? Are you afraid your company won’t be around in 24 months? If your biggest concerns are about your company, itself, those feelings are unlikely to dissipate with time; those situations are rarely resolved. If your biggest concerns center on your career, advocate for the change you want to see. Instead of launching a job search and involving third parties, ask for that raise or promotion you feel you deserve. Remind your organization (and yourself) of the value you bring to the table, the contributions you have made and your commitment to the success of the company and the team.

Are you unsure about making a change or are you unsure about making a change for this opportunity? There’s a big difference between not knowing what you want and resolving not to settle for anything less. Think about what really matters to you, what you really want to see in your next company and position—what type of boss, team, title, compensation, level of responsibility… If you can outline these details for a recruiter, s/he will have a much clearer idea of what to call you about and what would be a waste of everyone’s time.

Weekly Wisdom: 9/13/2010

What's in a name?

When it comes to resumes, resist the urge to use overly inflated or ambiguous job titles.  Clarity is the one characteristic shared by all great resumes; it doesn't matter that you're good at something if I have to spend five minutes figuring out what that something is and why it's important to me!  Was your title "account manager" but you were doing outside sales, generating 100% new business?  Do they call you a "sales manager" even though all your work is over the phone and you've never left the office or brought on an existing account?

The most effective way to get recognized in a saturated candidate pool is to be clear about who you are and what you've done and what you have to offer a potential employer.

Weekly Wisdom-August, 30, 2010

from theladders.com

Don't Overlook Human Resources
The hiring manager will never know that you exist if you can't get past the recruiter or human resources representative. By Tanjia M. Coleman

Has this ever happened to you?

More often than not, the first contact a job seeker will have with a hiring company is a member of the human resources department. And far too often job seekers disregard this stage of the interview process as perfunctory and an obstacle between them and the hiring manager who will ultimately make the choice about whether or not to hire them. Many approach the meeting or phone interview with an HR representative lackadaisically or disrespectfully.

As the HR representative on the other side of the table, I’ve encountered individuals who were rude or despondent towards me because they thought that it was a waste of time to explain themselves to the human resources manager during the phone interview. These individuals would become agitated at the line of questioning, not put much thought into their responses or quickly inquire about the next step in the process, meaning they wanted to speak with the actual Hiring Manager versus someone in Human Resources.

Do so at your own peril. We decide whether you ever get to meet the hiring manager.

Age and seniority

Job seekers often make the mistake of taking into account the age or seniority of the HR representative. Whether the interviewer is an experienced or junior HR representative, always show respect, patience and understanding when describing your responsibilities, job and future goals. The phone interviewer has the power to present you with the key to your success or cause you not to receive another phone call. So forget whether she is a seasoned professional, is in your field of expertise or completely understands your contributions. This is the person holding the stack of cards in your favor or not.

One of the most important aspects of any type of interview that the recruiter and hiring manager is looking to see is "personality" and "character." In other words, don’t forget who you are: your story, what makes you passionate about your career, what inspires you (outside of a paycheck) to get out of bed every morning. In interviewing hundreds, maybe thousands of candidates, those who stick out, for better or for worse, are those who are true to themselves. You have to keep in mind that the recruiters and hiring managers are meeting several candidates to fill multiple positions at any given time. You want to act as if you are happy, encouraged and elated that you have been afforded an opportunity to showcase your skills and accomplishments.

The three “Es” of interviews

One of the biggest complaints I’ve heard over the years from recruiters is that the candidates are missing the 3 Es: They come across as lacking energy, enthusiasm and eagerness, especially on the initial interview.

Learn the three Es to wow the phone interviewer. You have to demonstrate that you have energy, are enthusiastic and eager. No one wants to talk with someone who seems lethargic, uninspired, negative or apprehensive about working hard and carrying their weight. The job of the first interviewer is to bring your work experiences to life for his hiring manager. He has probably worked closely with this person and can anticipate the type of questions and push-back he will encounter. Remember, the recruiter’s reputation is on the line as well. He's spotted something that prompted him to picked your resume out of hundreds, but he can only present the best and the brightest for an in-person interview with the hiring manager.

Always extend an offer to the interviewer to contact you at any time if they have further questions or need clarification on any information that you have provided to them. Let them know your level of excitement, flexibility and gratitude for spending time with you. At the end of the day, all qualifications aside, as human beings we align with individuals with whom we “connect” on a human level. That typically means the individuals that have shown us respect and gratitude.

Last but not least, remember if you are offered that coveted position, the Human Resources Director/Manager/Recruiter will continue play a pivotal role in your career throughout your tenure with that particular organization. Be nice.

Ask a Recruiter-Resume ROI

My resume could use some work—should I consider hiring a professional resume service?

That depends.  Ask yourself a few important questions: 

• Do you have the extra cash to invest in this venture?

  *Packages, on average, run as high as $1000.

• Do you know someone who has used the service provider you are considering?

• Are you having trouble identifying your most marketable skills and highlighting them in a way that really showcases what a good hire you are?

• Perhaps most importantly, what do you expect to gain from the experience?

Your future employer hires you; they view your resume as a tool to evaluate your background and qualifications. A $1000 resume can get you in the door; it cannot get you the job.

Resume services are kind of like cosmetic surgeons. Few people who seek out their services really “need” them. And it is important to remember they’re not magicians. They don’t perform miracles.

Hiring a resume service isn’t going to get you a $300K SVP job if you don’t have the SVP credentials to back it up. Hiring a resume service doesn’t mean you don’t have to do any heavy lifting—you still have to identify the positions that are an appropriate fit for your skill set, you have to land the interview AND dazzle the hiring manager all by yourself.

Anyone can help give your resume a face lift—talk to professionals you know and respect, ask them to take a look at it and see what they think. Look for advice and suggestions online, in books. If you get resume fatigue, take a break and come back to it later. It’s a living document; you can always make changes.

And if all else fails, give the resume writers a call. See what they can do for you, how much their services will set you back financially and think about the level of confidence you stand to gain from the experience. If you can afford it and you think it’s worth the expense, go for it! And good luck in your job search.

Ask a Recruiter: Introducing...

Do I need to write a cover letter?

I will be brutally honest, here. Personally, I never read them and in my opinion they can do more harm than good if you don't put in an honest effort. If the job posting requires one, make it professional, keep it brief and tailor it to the job you are applying for--yes, that means writing a new one every time. This is an opportunity to demonstrate that you are an effective writer, that you understand the skills and experience the position requires and how your background matches that criteria. And if you conclude with a promise to follow up by phone later in the week, you want to make sure you actually do that. Obvious form letters, letters that have absolutely nothing to do with the position for which you are applying, letters with spelling and grammatical errors, addressing the letter to the wrong person, referencing the wrong company or wrong position are absolute dealbreakers. As my mother would say, do it right or don't do it all. And keep it brief; you don't get extra points for length. A letter that's too long or too dense (bullet points are your friend) is an immediate turn off and a green light to skip straight to the resume. If you don't want to go to the trouble of writing a letter, that's fine--but don't go the opposite extreme and send a practially anonymous application. Write something, even if it's no more than:

Dear Sir or Madam,

Attached, please find my resume. I wish to be considered for your Sales Manager position posted on CareerBuilder (position #: 12345). Please don't hesitate to contact me with any questions.

Thanks in advance,

Jane Jobseeker

Weekly Widsom-August 16, 2010

taken from The Ladders

Overworked, underpaid, underappreciated?

You're not alone; the recession impacted not only those folks who were let go over the last 18 months, but also those employees who were left behind to absorb the duties and stresses of those unfilled positions. Whether you're trying to get back into the job market or a survivor who is looking to take advantage of the opportunities to make a great career change, a solid network can make all the difference between standing out and fading into the background.

5 Steps to Building a Professional Network that Works for You!

1.Where would you like to work? Describe the geographic location, corporate culture, industry sector, company size, ownership type, competitive ranking, etc. Specify employers that match these criteria. Don’t know what you want yet? Then ask yourself what you don’t want and work in reverse until you have a picture that makes sense. Focus on specific employers or divisions as your job-search goals.

2.How has each of your target companies been affected by industry challenges, and how have they responded? Rank their performance and their desirability as a prospective employer. Allocate your efforts accordingly. Start tracking current events so you can speak intelligently about your field. Assess each of your target companies and describe why you are interested in working there. Why are they a good fit? Are there any potential deal breakers?

3.Identify your distinguishing skills and talents. Illustrate experiences that persuasively demonstrate your qualifications to confront challenges, lead others through them and find solutions. Summarize success stories that unequivocally illustrate your outstanding abilities. Quantify outcomes. Why should an employer be attracted to you? What do you offer that’s desirable and unique? What differentiates you from others with similar credentials? Anticipate push-back. Prepare to erase all doubts, promote your credibility and engender a high degree of trust.

4.Find current or former employees of each target company and connect with these insiders. Mine your personal network for people with a connection to your target employer’s decision makers. Do this even before reaching out to their HR team. Emphasize your desire to gather information or have a one–on–one 'industry talk.' Never say that you are looking for a job. No openings now? No problem, request referrals to more decision makers with contacts at additional business units. Collect more ideas and make more connections that will keep your campaign moving forward. You’ll have to generate leads exponentially until one of them evolves into an accepted job offer.

5.Continue networking forever. Concentrate on relationships, not transactions. If you don’t want to repeat this job search process from scratch ever again, personal relationships are essential. If you keep in touch with well-connected, well-placed individuals on a regular basis, you will naturally become aware of potential future opportunities through your interactions and exchanges. You will be invited to join a new venture and offer your expertise rather than having to go fish into unknown territory. Save yourself angst, money and time by maintaining a vibrant network and continually building your connections, especially by offering to help others before being asked. Generosity pays. What goes around comes around.

Weekly Wisdom: August 9, 2010

Watch for Interview Warning Signs

Hindsight may be better than 20/20, but if you pay attention during an interview, you might be able to head off a bad fit by Liz Ryan

I got a call from my friend Candace, and she was in low spirits. She had just returned to Wisconsin after moving to Florida to take a job. She took the job, she hated it, she lasted six months, she quit, and she moved back. "I should have known, " she said. "I should have picked up on the signs during the interview. There are always signs, aren't there? "

"I'm torn, " I told her. "If I tell you 'Yes, there are always signs' then you'll feel bad. If I say 'No, sometimes things just get weird after you're hired,' then you'll think the universe is capricious and you won't feel like you have any better odds of finding the right situation the next time around."

"Forget about my feelings!" she cried. "What do you really think?"

"I think you should tell me what you saw or heard in the interview process that you now feel you should have taken more seriously," I told her. "Then we can talk about what that sign might have meant, and what you could do differently in your upcoming job search."

The red flag

"O.K.," said Candace. "Well, there was only one sign, really. I was applying for a marketing communications job. I've always done a lot of writing and editing, and as you know, I have a Master's degree and I consider myself a really good writer. So there was one point in the last interview where my manager indicated that he was very interested in me and he was considering making me an offer. At that point he said: ‘You're an adequate writer, and I could make you better.'"

"GAAACK!" I said."

"That was a big sign I missed, wasn't it?" Candace asked.

"Well, " I told her, "the thing is that hindsight is 20/20. Hindsight is better than 20/20—it's LASIK. Through rear-facing glasses, it seems obvious that your ex-boss had issues."

"Right, well, he turned out to be a total control-freak and a guy who's impossible to please," she said. "That's why I left. Am I a complete idiot for missing that red flag?"

A Sick Ticket

"It's so easy to overlook those bizarre statements in the frenzy of the interview process," I reassured her. "Look, Candace, I've missed every sign in the book. I hired a guy in a human resources role who said in the interview that every 10 minutes, he asks himself: 'Am I having fun in my work?' I should have asked him a few questions about that. You mean literally, every 10 minutes? Who does that? It turned out that the guy was using his company cell phone to call some offshore gambling line every 10 minutes.

"O.K., back to your ex-boss. I'm an HR person and not a psychologist, but I'd call this guy a Sick Ticket. What kind of boss tells the person he's about to hire: 'You are adequate, but I could make you better?' That's totally passive-aggressive. It means that he wants to test you before hiring you, to make sure you're O.K. with being insulted. He wouldn't want to hire a person who would say something in his own defense."

"So I should have said something," Candace said.

"Hindsight is LASIK," I repeated. "Now listen. Let's say that you or any other candidate had said: 'Excuse me? You think I'm an adequate writer, but you want to hire me? I'm terribly sorry. I want to work for a company that I think is outstanding and that thinks I'm outstanding, too." Then your boss would have known that that person wasn't going to put up with his leadership style, if you want to call it that."

"And when he said he could make me a better writer that a signal that he didn't just want to be my boss, but he saw himself as superior to me, too. I mean, he's not even a writer,” Candace said.

The little weird thing

"Well, it's just such a hostile thing to say," I added. "Certainly if you hire someone right out of school, it's fine to say: 'We hope that I, as your manager, and lots of other people here will give you all sorts of professional training and mentoring.' That's great. But when you say to a seasoned professional, 'You're adequate and I can make you better,' it's like you're telling her that only with your expert guidance can she rise above her current state of mediocrity. That says a lot. The guy wanted someone under him who didn't have a lot of confidence. Too bad he hired you."

"Yeah, too bad for both of us," said Candace. "Well, now I know for next time."

"But next time the little weird thing in the interview, if there is one, will be different," I told her. "You don't have to react to it in the moment, and you don't even have to dope it out by yourself. After every interview, call a friend—me or someone else. Walk through the whole interview. A second pair of ears, a few hours after the fact, will help you figure out what means what and how to process all the information you've taken in. It can be a lot to digest on your own."

Deconstructing the Interview

"Especially when you've already talked yourself into the job," Candace added. "I'm going to have my red-flag radar on full alert on my next job hunt."

"The good news is that you'll never be sucked into that particular vortex again," I said. "Now that you've worked in the snake pit and survived, you have more confidence. You wouldn't sit still for a prospective manager telling you you're adequate, not in this lifetime anyway."

And this is true for all of you out there. Deconstruct the interview with someone, because if you don't see the signs, your friend might.

Weekly Wisdom: August 2, 2010

Welcome to the age when resumes are no longer enough. If you want to stand out, you have to have a presence that extends beyond the page, or in most cases these days, the Outlook reading pane. With that in mind, here are some tips on creating your own professional brand because today everyone is a marketer and your flagship solution is you.

Taken from Building Your Online Career Brand: Five Tools for Job-Seekers by Randall S. Hansen, Ph.D.

Career Branding Tools

1. LinkedIn profile. If you are a professional -- or an aspiring professional -- you must have a profile on LinkedIn, a business-oriented networking site that consists of millions of experienced professionals from around the world, representing hundreds of industries from more than 200 countries. When you join, you can create a profile that can serve as both a resume and an introduction to your career brand. Once your profile is completed, you then build connections with other members, getting introduced to new people through the people in your network. Read Jason Keath's 6 New LinkedIn Job Search Tips.

2. Personal Website. One of the best ways to build and promote your career brand is by developing a professional Website that showcases your key accomplishments. At a minimum, you should buy a domain name based on your name (for example, mine is RandallSHansen.com) and publish your resume. Even better, publish your career portfolio, content-rich articles, and other keyword-rich materials that will lead prospective employers looking for someone with your qualifications directly to your site. Read more in my article, SEO for Job-Seekers: 10 Tips for Building Your Online Brand.

3. Twitter account. Every day, more and more individuals and businesses are tweeting information, ideas, links, and more Ð all in under 140 characters per tweet (message). Twitter, a networking and micro-blogging site, enables people to connect and communicate -- developing both a following of people as well as following the tweets of others. Tweeting key information, resources, and other professional advice -- while building a following -- is a very easy way to build your career brand. Read this great blog post, , as well as Andy Headworth's The Ten Commandments for Job-Seekers on Twitter.

4. Professional blog. If you are a decent writer and can commit to writing regularly, creating a professional blog is a great tool for building your career brand. A blog is a specialized Website that focuses on a particular subject (person, industry, profession) that can include news, analysis, commentary, and links in a variety of formats (including print, audio, images, and video). Showcasing your expertise and knowledge of your industry or profession is an excellent way to build your career brand. Read Darren Rowse's How to Build Your Personal Brand Through Your Blog, as well as my article, Tips for Blog Publishing Success.

5. Social networking profiles/accounts. Consider joining at least two social-networking sites. One should be a general social-networking site, such as Facebook, and one should be career-specific (which you can find by searching Google -- most professions have multiple networking sites). While social networking is just that -- social -- remember that networking with others (online and off) is one of the most powerful tools of job-hunting as the majority of jobs are filled through referrals, not through responses to job postings. Read Dan Schawbel's article: Twitter, Facebook, Digg: Can You Join Too Many Networks?

Weekly Wisdom: July 26, 2010

A Move Down the Job Ladder Might Give You a Leg Up

Whether you’ve taken a less-senior position or started serving coffee to pay the bills, you can create the impression of career progress.

By Debra Donston-Miller

We like to consider our careers a progression. And a progression only knows one direction.

What happens when you have to make a career move that feels like a step sideways, backward or down? Will your next employeer recognize the change in direction? Will progress, once stopped, cease to restart?

If the stories of hundreds of job seekers and career experts are to be believed, such a move might feel like retreat, but it’s all part of a modern career path that involves sidings and tangents but ultimately represents progress. Taking a less-senior position won't necessarily derail your career, as long as you are smart about how you present the experience — and the reasons for it — to prospective employers.

“The key is to make ‘lesser positions’ sound interesting and worthwhile to future employers," said Nacie Carson, a career-development specialist who focuses on career transition. Regardless of the job, you can create the impression of progress, she said. “Unemployed individuals can spend their time doing absolutely anything as long as they can explain to someone else how it gave them new skills and justify how the experience helped them grow," she said. "Employers at all levels want to see people using their time well, not just waiting for the next best thing."

People who are actively engaged in the workforce — even in a position that may not be their first choice — will usually be more appealing to employers, especially when interviewing for the kind of job that will right the career ship, said Dianne Durkin, founder and president of the Loyalty Factor, a consulting and training firm.

"Learning opportunities are everywhere, and it is important to continue to move forward even when you are looking for the perfect career move," Durkin said. "While working even in less senior positions, your brain maintains growth and focus, both of which are important in growing your career. You may learn skills that you would not have the opportunity to learn in your desired position. There are always learning opportunities in every environment."

Bud Whitehouse agreed, saying it's a matter of marketing. "When you come down to it, what you're marketing in the job search is not your last job; it's the package of skills that you bring to solve somebody's problem, said Whitehouse, the director of Career Management of Virginia and a career coach for nearly 20 years. "Interviewing is an art, and what it really comes down to is your mindset."

Debra Yergen, author of the "Creating Job Security Resource Guide," said taking a step down can work to your advantage if you use the trends you observe to give you a fresh take on a company, an industry, or how employees are thinking and behaving today. "In an interview, it's important to let a future employer know that while you may have taken the position to keep the lights on, it was invaluable to your career because of what you learned," Yergen said. "Share something you observed and how it changed your thinking and ultimately made you a better senior-level manager. Relate your newfound understanding in a way that can benefit a future employer, especially if your 'step backward' gives you a significant leap forward in better connecting with future staff."

Serving coffee in the morning, interviewing in the afternoon

There may be value in taking a less-senior position; that doesn't mean it will be easy to get one, especially in the same industry in which you have been working. Many hiring managers are leery of hiring an overqualified candidate, for fear the person will leave at the first opportunity.

Kimberly Bishop, an executive recruiter and career-management expert, said it's very important to be proactive at all points in the job search: On your resume, address why you are seeking a less-senior position, and during the interview, create a positive message about your experiences. If you don't address the elephant in the room up front, Bishop said, people will form their own — potentially negative — assumptions.

With that said, Bishop acknowledged that shifts in industry and the current economy have changed perceptions about resume gaps and frequent job changes.

This is something that Cynthia E. Kazalia, placement specialist at New Directions Career Center, has seen many times. "This shift, undoubtedly prompted by this challenging economy, has softened long-held, fiercely guarded tenets," she said. "Recruiters and human-resource professionals seem to understand the basic need to survive and applaud efforts to do so. I think this is, perhaps, because few families have emerged unscathed by the worst economic downturn since the Great Depression. It has served as a great equalizer between rich and poor, young and old. Quality candidates now serve morning coffee at Starbucks, then transform themselves for an afternoon interview within their field of expertise."

Kazalia said she believes employers will ultimately benefit from these detours taken by senior management. "While the job seekers may shed their survival jobs as employment opportunities in corporate America expand, it will be virtually impossible to let go of the life lessons learned on the road less travelled. These individuals will return to their more familiar roles with a deeper understanding of life and a better awareness of their fellow human beings."

Ask a Recruiter: On Takesies Backsies

I took the job, but now I'm having second thoughts--how do I get out of it without destroying my relationship with the recruiter?

My short answer is: follow the golden rule and put yourself in the recruiter's shoes.

S/he may never let on, but the recruiter that got you your last job came to work every day between your signed offer letter and your start date just a little bit uneasy. We're superstitious--like baseball players. In our office, we don't put the placement on the board until we're sure it's going through because we don't want to jinx it, because every recruiter has at least one nightmare story about the candidate who didn't show up on her first day or the guy who swore up and down he'd never accept a counteroffer (obviously, he did).

Here's the thing. Sure, we love our commission checks--we're recruiters, after all--but we do what we do at least in part because we recognize the enormous impact a job change has on a candidate's life. We go into this knowing they're not all going to work out the way we'd like. The point is that they work out the way you'd like and it's our job to pay attention and do the best we can to make that happen. But when it doesn't, when something, anything, casts doubt or comes between you and that start date, it's time to pick up the phone and call your recruiter. If you respect us enough to let us know what's going on as soon as possible, we can respect your decision--whatever the outcome may be. We're grown ups; we can handle it. Furthermore, we can plan appropriately for it. If we know there's a chance, however remote, that you aren't going to be able to move forward we have time to get back in touch with that number two candidate or make some calls to qualify a solid backup in time to save the deal and preserve our relationship with the client.

Weekly Wisdom: July 19, 2010

20 Common LinkedIn Mistakes Online Job Seekers Make
Abbreviated from original by Kevin Cormac @ http://www.newgradlife.blogspot.com/

1. Not personalizing your LinkedIn public profile URL.

2. Not including a photo.

3. Not adding links to websites or web pages.

4. Not having a searchable professional headline that brands your unique promise of value and resonates with your target audience.

5. Having no (or only 1 or 2) recommendations.

6. Not immediately generating chemistry in the Summary section with value proposition and differentiating positioning statements.

7. Not including your “Interests” in the Additional Information section at the bottom of your profile.

8. Not reinforcing your executive brand throughout your profile.

9. Not proofreading and re-proofreading and having someone else proofread your profile for typos and grammatical errors.

10. Not having a 100% complete profile.

11. Not updating your profile regularly.

12. Neglecting LinkedIn Groups.

13. Inviting people you don’t know at all to join your LinkedIn network.

14. Automatically accepting invitations to join someone’s LinkedIn network.

15. Not personalizing the default invitation to connect message.

16. Not including a link to your LinkedIn profile within your email signature.

17. Promoting yourself (or product) too heavily in LinkedIn Groups.

18. Not checking out LinkedIn company profiles.

19. Overlooking the LinkedIn Jobs tab.

20. Not diving into LinkedIn Answers.

21. Not using the new LinkedIn and Twitter interface, updating your LinkedIn profile with all or select tweets.

The Importance of Enthusiasm

So much of the hiring process is about instinct. Research shows that only 60% of any job’s requirements and qualifications need to be met in order to make a good hire but there are times when even the guy/gal with 100% on paper doesn’t get the job. Never underestimate the importance of chemistry and never ever take for granted that you need to demonstrate that you actually want the job during your interview.

In today’s recovering job market, it is still extremely important for those who are trying to return to the workforce and those who are currently employed to demonstrate appropriate energy and enthusiasm throughout the interview process because while there is certainly a bounty of new jobs out there now compared to the market 12 months ago, companies still have (IMO, legitimate) concerns about bad hires and fall offs. Companies have been making do with less for, in some cases, 12-24 months, so while there is a definite need, they don’t have to make an offer to the first qualified candidate. They have the ability to wait for the right candidate for the job. Therefore, as the job seeker, it is your responsibility to demonstrate that the right candidate for the job is you.

If you’re unemployed, that means:


► You are enthusiastic about this opportunity because it is a good match for your interests, skills and background, not just because you are eager to return to the workforce.


► Doing your research in order to demonstrate that you understand what the company does, you have enough interest in what they’re doing to ask thoughtful questions and you can speak directly to your ability and desire to contribute to what they are trying to achieve.


► Respecting your own value. Jobs are back in a big way but the days of massive signing bonuses, naming your price and demanding 12 month non-recoverable draws are still far behind us. I understand the temptation to take a step back in compensation given what you might be hearing out there, but if you are willing to take a 50K cut on your base salary today, what’s to keep you from taking the next job that would get you back up to where you want to be tomorrow?


► Keeping your hand in. Whether you’re out of work for six weeks or six months, it is important to have a good answer to the question: so what have you been doing since you left your last position? The best place to answer this question is on your resume but if you have not had the opportunity to take up temporary work in your industry, you should be networking with your contacts, remaining involved with industry organizations and doing what you can to develop your knowledge and skills.

If you’re currently employed, that means:


► Remembering that you are very possibly interviewing against at least one person who is currently out of work and understanding that your level of enthusiasm about making a change, your level of investment in the interview process, is being compared to the enthusiasm and investment of someone who has more at stake than advancing his/her career or obtaining a bump in salary.


► Doing your research in order to demonstrate that you understand what the company does, you have enough interest in what they’re doing to ask thoughtful questions and you can speak directly to your ability and desire to contribute to what they are trying to achieve.


► Being realistic. If the last time you took a new position was pre-September 11th, this job search has probably already felt like a rude awakening. You need to be sure that you’re making a change because you want to and that you’re doing it for the right reason—kicking the tires as we like to say in recruiting, is not going to get you very far in this market. You need to be committed to making a change (you have made good faith efforts to address the issues that are causing you to look outside of your organization), cognizant of the fact that your ‘worth’ needs to be relative to what’s going on across the market (don’t sell yourself short, but don’t expect the moon either), and aware that accepting a counter offer signals your company that it’s time to start looking for a replacement (you have broken a sacred trust; prepare to be part of the next round of cuts because now your boss thinks every dentist appointment is a job interview).