For months I’ve concentrated on the job seeker. Today I would like to turn to the organization’s that those people are hoping to work for. Last night I gave an Interviewing training session to a group of people. It turns out that everyone there was older than 50. Since it was a small group, I let the conversation turn to the questions and concerns that many, if not most, older job seekers have.
Questions like this came up:
1. Why bring me in for an interview if you are hiring internally? (Is it because I am too old?)
2. I have good, solid skills and I make a good impression. Why don’t you seem interested when you interview me? (Is it because I am too old?)
3. You aren’t interviewing me. Why don’t you respond to my resume? (Is it because I am too old?)
4. What is it about my resume that turns you off? (Is it because I am too old?)
5. You have asked for my salary requirements and then you don’t respond to me. Why? (Is it because I am too old?)
You get the picture. These people are discouraged. They have kid’s in college and mortgages to pay. They can’t decide which credit card bill to pay this month and many have lost their health benefits and can’t afford COBRA. Let me tell you something that these folks wish that they could scream from the top of the mountain, “Give me a chance! I will not leave you when the economy turns around!” Of course they would like to work at something that they love, are skilled in and have a passion for, but they aren’t being given that chance to soar.
I heard it at an anniversary party this past weekend. I was talking to a man I haven’t seen in years and he confessed his frustration with the lack of employment possibilities for the 50+ worker. He said, “I am a 50 year old male and I have become face in the crowd. There are lots of other guys walking around with the same problem. I am working two part time jobs to make ends meet. I’m not looking to rush into another aggressive work environment. I just want to work, make a decent wage. What do I have to do?"
I can’t answer him or anyone with the same concerns. Their resumes look pretty good, their interview skills are fine. I just don’t get it. Maybe they aren’t working the networking angle.
Call me an idealist but quite frankly, I think it’s rude that corporations don’t respond to people. I realize that they have a lot going on and way too many people responding to one job posting. I think they are using the economy as an excuse. I also think requesting salary requirements and then not responding to the appplicant is just as inexcusable. The applicant is left wondering if their resume was poorly written or if their skill set wasn’t right. There is no reason to ignore the people who took the time to respond to the job postings. It sure seems like a waste of heartache ( and talent) to me.
Thursday, November 19, 2009
Thursday, November 12, 2009
Networking and the Older Worker
The government has a definition for people who have given up on the job search. They call it the "discouraged" worker. Basically, these folks have given up, don't appear to be looking and have dropped off the unemployment radar. Many of the discouraged are the older job seekers, those in their fifties and sixties. These people cite a number of reasons for giving up; lack of training or education, intimidation, competition with younger people, younger interviewer’s who don't or won't give them the time of day, too tired, etc. I won't deny that there is discrimination out there - age or otherwise. What I do have a problem with is that many of the discouraged employee's send blast resumes out and then sit back waiting for the phone to ring.
It appears that a lot people sit and wait. They are not involved with any other stimulating activities during the day or evening that can help them in their search. Networking is a term that they have heard of but don’t understand the value of. When told of the low percentage rate of jobs found on the internet, they nod. When told that the statistics show that between 60% to 90 % of jobs are found through networking they get it.
Still, many people, especially women just don’t do it.
I think it is a Baby Boomer-related thing. This generation wasn’t brought up to talk about themselves and it is every uncomfortable for them to relate that they are out of a job to anyone but maybe close friends or family. But they should. The same way that they blast out their resumes, they should blast out their unemployment status.
WHO: Friends, family, past business associates, neighbors, hair dresser, barber, doctor, pizza guy, banker. The list goes on.
HOW: Tell them that you are looking for work. It can go something like this. “I was recently displaced from my job and I am looking for work as an administrator. If you hear of anything or know of someone who is looking for an administrator, please let me know.” If you are speaking with a professional organization, your approach should be more structured and with more detail.
WHERE: Birthday, anniversary, holiday, retirement, wedding parties and other types of parties. Professional groups, support groups, church or other religious group meetings, Garden Club, Women’s Club, Rotary Club, Chamber meetings, choir practice, art class, Pilates class, etc.
It is hard to get motivated after being discouraged. It helps to get out of the house and talk with other people and do something and there are many volunteer groups that will welcome new members. The United Way has lists of groups that need help. Local hospitals need volunteers and there are usually lists of groups recruiting for volunteers in the newspaper. The unemployed should find an interest, volunteer and just get out there. Not only will they develop some extra skills, they will also socialize, expand their network and maybe land a new job. It can't hurt.
It appears that a lot people sit and wait. They are not involved with any other stimulating activities during the day or evening that can help them in their search. Networking is a term that they have heard of but don’t understand the value of. When told of the low percentage rate of jobs found on the internet, they nod. When told that the statistics show that between 60% to 90 % of jobs are found through networking they get it.
Still, many people, especially women just don’t do it.
I think it is a Baby Boomer-related thing. This generation wasn’t brought up to talk about themselves and it is every uncomfortable for them to relate that they are out of a job to anyone but maybe close friends or family. But they should. The same way that they blast out their resumes, they should blast out their unemployment status.
WHO: Friends, family, past business associates, neighbors, hair dresser, barber, doctor, pizza guy, banker. The list goes on.
HOW: Tell them that you are looking for work. It can go something like this. “I was recently displaced from my job and I am looking for work as an administrator. If you hear of anything or know of someone who is looking for an administrator, please let me know.” If you are speaking with a professional organization, your approach should be more structured and with more detail.
WHERE: Birthday, anniversary, holiday, retirement, wedding parties and other types of parties. Professional groups, support groups, church or other religious group meetings, Garden Club, Women’s Club, Rotary Club, Chamber meetings, choir practice, art class, Pilates class, etc.
It is hard to get motivated after being discouraged. It helps to get out of the house and talk with other people and do something and there are many volunteer groups that will welcome new members. The United Way has lists of groups that need help. Local hospitals need volunteers and there are usually lists of groups recruiting for volunteers in the newspaper. The unemployed should find an interest, volunteer and just get out there. Not only will they develop some extra skills, they will also socialize, expand their network and maybe land a new job. It can't hurt.
Sunday, November 8, 2009
Unemployment is 10% - Keep Networking
The October unemployment numbers were announced this past Friday and now we are no longer reaching towards 10%, we have bumped smack right into it. It is taking much longer to find a job and to borrow a line from my realtor friends; it is a seller's or company's market. What can you do now, this minute to ward off the anxious feelings? Develop a quickie speech on who you are and what you want. It is kind of like an Elevator Speech but shorter. You never know where you are going to need to use it and if you don't have one, you may blow your chances. Seriously, because you never know who knows someone who is hiring.
Last night my husband and I went to a surprise 50th birthday party. There were over 100 people there. Who thinks about networking at a birthday party? You should.
Most of the people at the party were my husband's friends and acquaintances and I may have met them a time or two. While waiting for the birthday girl to arrive, the conversation turned to small talk such as the venue, the weather, families and jobs. I had a couple of people ask me what I do for a living. What better place than to give them a quick overview of my business?
“My position was eliminated about a year ago. Since then, I opened a company and I specialize in job search skills and resume writing." That is the first step in networking.
The holidays are coming and with it bring cookie exchanges, neighborhood parties and holiday gatherings. Brush up on your networking skills and practice, practice, practice a few sentences about you. Include what you are looking for and your appreciation should the neighbor/friend hear of anything or know of anyone to contact.
Don't forget football tailgates, retirement parties and any other gathering. Make any gathering an opportunity for you to network. Just don't go nuts pushing yourself at people. No one likes that. What they do like is to help someone out.
Last night my husband and I went to a surprise 50th birthday party. There were over 100 people there. Who thinks about networking at a birthday party? You should.
Most of the people at the party were my husband's friends and acquaintances and I may have met them a time or two. While waiting for the birthday girl to arrive, the conversation turned to small talk such as the venue, the weather, families and jobs. I had a couple of people ask me what I do for a living. What better place than to give them a quick overview of my business?
“My position was eliminated about a year ago. Since then, I opened a company and I specialize in job search skills and resume writing." That is the first step in networking.
The holidays are coming and with it bring cookie exchanges, neighborhood parties and holiday gatherings. Brush up on your networking skills and practice, practice, practice a few sentences about you. Include what you are looking for and your appreciation should the neighbor/friend hear of anything or know of anyone to contact.
Don't forget football tailgates, retirement parties and any other gathering. Make any gathering an opportunity for you to network. Just don't go nuts pushing yourself at people. No one likes that. What they do like is to help someone out.
Saturday, October 31, 2009
Social Networking Tip
It's a small thing really but it happens quite a bit. If you would like to be invited to join someone's LinkedIn or Facebook or another site, don't just use the template given. State how you know the person. For example, "Hello Nancy, I was in your class last night. I was the person with the question about resume templates. I'd like to join your LinkedIn Network."
I am surprised how many of those anonymous notes I see. I don't respond to them because I don't know the person. Just a quick note is all that is needed.
Happy Halloween all
I am surprised how many of those anonymous notes I see. I don't respond to them because I don't know the person. Just a quick note is all that is needed.
Happy Halloween all
Thursday, October 22, 2009
Career Change Tactics
As I was putting together a job search session on Career Change, I found a quote by Stephen Warren. He said, “Getting what you want means you must first decide what it is that you want.” At face value, that sounds so obvious but when you really think about in the perspective of job change, it is overwhelming.
Once you decide that changing your career direction is something you want to do or might consider doing, let’s look at the steps to get you started.
I have found that there are five steps in the career change process. They are:
• Assessment
• Research
• Action Planning
• Update your Skill Set
• Network
Assessment: Reflect. There are a number of valuable tools in Google that will help you assess your skills, personality, likes and dislikes and attitudes toward work. I recommend one from the US Department of Labor. It can be found at http://www.careeronestop.org/. Here you will find a free self- assessment tool called the Skills Profiler. Once you enter your skills, it will automatically provide a listing of professions that match your skill set. Another site is called The Riley Guide, http://www.rileyguide.com/. They list a number of free or for fee assessments. They also provide links to a world of other job search activities.
Research: Once you figure out what you want to do, you need to learn about that area. Searching for information is easy if you Google the position, attend a professional meeting or go to the Bureau of Labor statistics at http://www.bls.gov/oco/. Here you will find every job description A to Z along with job trends, salary information, and educational requirements. You also need to research your own personal information and ask yourself if you can afford to pursue this career, or if you need more education or training for it. The Career One Stop and Riley Guide are also good.
Action Planning: If you are serious about career change and have decided after assessment and research that this is the direction that you want to take, you MUST complete an action plan. List your career choice(s) along with goals, dates and action steps. Review this form daily and revise it as necessary. If you don’t have a plan, it will be harder to focus.
Update your Skill Set: Talk to financial counselors at local community colleges or universities. Find out if there are any grants available. Is the career you are interested in targeted by the government as new and necessary? If so, there may be free or low cost training available. If you are an older career changer, some colleges offer “senior discounts”. Go to LinkedIn and join a group in the profession and write to people about needed skills. Ask questions. Don’t forget to look to your local libraries for free or low cost training options. Do you have a friend who is in the field you are interested in? Talk to him or her, ask about mentoring possibilities.
Network: Talk to people in your area of interest, research and participate in “informational interviews”, join local professional groups, talk to college alumni associations, talk to friends, family, neighbors and Facebook, Twitter and LinkedIn friends.
“Getting what you want means you must first decide what it is that you want.” After going through some of these steps you may find that you are perfectly suited for your current field and that is fine. Changing careers can be scary, exciting, gut wrenching, anxiety producing and exhilarating. Whatever your decision, just do what you feel is right for you. Good luck!
Once you decide that changing your career direction is something you want to do or might consider doing, let’s look at the steps to get you started.
I have found that there are five steps in the career change process. They are:
• Assessment
• Research
• Action Planning
• Update your Skill Set
• Network
Assessment: Reflect. There are a number of valuable tools in Google that will help you assess your skills, personality, likes and dislikes and attitudes toward work. I recommend one from the US Department of Labor. It can be found at http://www.careeronestop.org/. Here you will find a free self- assessment tool called the Skills Profiler. Once you enter your skills, it will automatically provide a listing of professions that match your skill set. Another site is called The Riley Guide, http://www.rileyguide.com/. They list a number of free or for fee assessments. They also provide links to a world of other job search activities.
Research: Once you figure out what you want to do, you need to learn about that area. Searching for information is easy if you Google the position, attend a professional meeting or go to the Bureau of Labor statistics at http://www.bls.gov/oco/. Here you will find every job description A to Z along with job trends, salary information, and educational requirements. You also need to research your own personal information and ask yourself if you can afford to pursue this career, or if you need more education or training for it. The Career One Stop and Riley Guide are also good.
Action Planning: If you are serious about career change and have decided after assessment and research that this is the direction that you want to take, you MUST complete an action plan. List your career choice(s) along with goals, dates and action steps. Review this form daily and revise it as necessary. If you don’t have a plan, it will be harder to focus.
Update your Skill Set: Talk to financial counselors at local community colleges or universities. Find out if there are any grants available. Is the career you are interested in targeted by the government as new and necessary? If so, there may be free or low cost training available. If you are an older career changer, some colleges offer “senior discounts”. Go to LinkedIn and join a group in the profession and write to people about needed skills. Ask questions. Don’t forget to look to your local libraries for free or low cost training options. Do you have a friend who is in the field you are interested in? Talk to him or her, ask about mentoring possibilities.
Network: Talk to people in your area of interest, research and participate in “informational interviews”, join local professional groups, talk to college alumni associations, talk to friends, family, neighbors and Facebook, Twitter and LinkedIn friends.
“Getting what you want means you must first decide what it is that you want.” After going through some of these steps you may find that you are perfectly suited for your current field and that is fine. Changing careers can be scary, exciting, gut wrenching, anxiety producing and exhilarating. Whatever your decision, just do what you feel is right for you. Good luck!
Thursday, October 15, 2009
Funny Training Stories Part 1
Since the unemployment rate in NJ inched up to 9.8% today, I thought it might be nice to step away from job search stories and lighten it up a bit. I have been in the Learning & Development business for a long time and have absolutely loved it. Throughout my career I have experienced the good and the bad and the funny.
A few months ago I asked some of my LinkedIn training group members for funny instructor stories. I got quite a few and none of them were the “you had to be there” type. Here they are, along with some of my own. Thank you to all who contributed.
My Stories
I had braces when I was in my twenties. My first embarrassing/funny training story happened when the rubber band attached to my orthodontics shot out of my mouth and hit a participant on his cheek, leaving a mark.
Things improved but struck again a couple of years later. I was late wrapping up a management development class and missed my flight home. After calling the office, they suggested I take a helicopter back to the airport, something I had never done before. While standing on the tarmac listening to the pilot explain where I was to sit, the propeller draft caused the skirt of my dress to fly over my head and I honestly couldn’t get it back down. I don’t know how I got into the helicopter but the hem of the dress was around my neck as I was seated and I had to listen to the snickers of the three other (male) passengers for the trip back to NJ.
Some Technology Funnies from Other Trainers
"I was supervising a group of secretaries who were producing a manual in differential equations using WordPerfect. One of them was searching for a specific symbol in the WP symbol menus using CTRL + W, and couldn't find it. "Did you try the ASCII for that character?" I asked.
"There's no ASCII on my keyboard," she replied. She thought I said "ass key"! I still chuckle at the mental picture of a key with a little butt on it!"
"When training Word, I explain that the quick way to get to the very top of your document is CTRL+Home and the quick way to get to the very bottom of your document is CTRL+END. After having several people press CTRL+N (because of the way I say it), I decided I would start spelling out the word “end.” During one class, I said, “Press CTRL and the END keys, that would be the CTRL key plus the E – N – D key.” Well, one participant thought I meant that he should press the CTRL, the E, the N, and the D keys – all four at the same time."
"Maybe 14 years ago, I was teaching a database programming course and everyone had to connect to my instructor machine to run queries and execute the programs. Students were complaining that they couldn't connect, so I spent a lot of time that morning walking around to the student workstations, troubleshooting the client software, pinging other machines, etc. One of the other trainers came in, and when I asked him what might be wrong, he walked over, looked at my instructor machine, and handed me the unconnected network cable with a wry smile. OOOOF! What could I do? Meekly I just shrugged my shoulders and said "By the way, the most important thing you can do when troubleshooting your network is to check that you are, indeed, connected to it."
"Early in my career, when PCs had just become more mainstream, a bunch of mainframe programmers were sent to our company to learn PC programming. One of the students actually held the mouse in his hand and talked into it. He said "double click" and other commands but was getting nowhere."
"At the instruction to place his mouse over a particular button, a student picked up the computer mouse and literally placed it over the button on the computer screen. Thankfully, my trainer maintained his composure and calmly explained to the gentleman that he should move his mouse along the desk to place the cursor on the screen in particular places."
Next time we’ll hear from the leadership development and soft skills trainers. If you have any stories about the funny things that happened to you while you were training, I'd love to hear from you.
A few months ago I asked some of my LinkedIn training group members for funny instructor stories. I got quite a few and none of them were the “you had to be there” type. Here they are, along with some of my own. Thank you to all who contributed.
My Stories
I had braces when I was in my twenties. My first embarrassing/funny training story happened when the rubber band attached to my orthodontics shot out of my mouth and hit a participant on his cheek, leaving a mark.
Things improved but struck again a couple of years later. I was late wrapping up a management development class and missed my flight home. After calling the office, they suggested I take a helicopter back to the airport, something I had never done before. While standing on the tarmac listening to the pilot explain where I was to sit, the propeller draft caused the skirt of my dress to fly over my head and I honestly couldn’t get it back down. I don’t know how I got into the helicopter but the hem of the dress was around my neck as I was seated and I had to listen to the snickers of the three other (male) passengers for the trip back to NJ.
Some Technology Funnies from Other Trainers
"I was supervising a group of secretaries who were producing a manual in differential equations using WordPerfect. One of them was searching for a specific symbol in the WP symbol menus using CTRL + W, and couldn't find it. "Did you try the ASCII for that character?" I asked.
"There's no ASCII on my keyboard," she replied. She thought I said "ass key"! I still chuckle at the mental picture of a key with a little butt on it!"
"When training Word, I explain that the quick way to get to the very top of your document is CTRL+Home and the quick way to get to the very bottom of your document is CTRL+END. After having several people press CTRL+N (because of the way I say it), I decided I would start spelling out the word “end.” During one class, I said, “Press CTRL and the END keys, that would be the CTRL key plus the E – N – D key.” Well, one participant thought I meant that he should press the CTRL, the E, the N, and the D keys – all four at the same time."
"Maybe 14 years ago, I was teaching a database programming course and everyone had to connect to my instructor machine to run queries and execute the programs. Students were complaining that they couldn't connect, so I spent a lot of time that morning walking around to the student workstations, troubleshooting the client software, pinging other machines, etc. One of the other trainers came in, and when I asked him what might be wrong, he walked over, looked at my instructor machine, and handed me the unconnected network cable with a wry smile. OOOOF! What could I do? Meekly I just shrugged my shoulders and said "By the way, the most important thing you can do when troubleshooting your network is to check that you are, indeed, connected to it."
"Early in my career, when PCs had just become more mainstream, a bunch of mainframe programmers were sent to our company to learn PC programming. One of the students actually held the mouse in his hand and talked into it. He said "double click" and other commands but was getting nowhere."
"At the instruction to place his mouse over a particular button, a student picked up the computer mouse and literally placed it over the button on the computer screen. Thankfully, my trainer maintained his composure and calmly explained to the gentleman that he should move his mouse along the desk to place the cursor on the screen in particular places."
Next time we’ll hear from the leadership development and soft skills trainers. If you have any stories about the funny things that happened to you while you were training, I'd love to hear from you.
Sunday, September 27, 2009
I'll Get By With A Little Help From My Manager
I volunteered for a couple of hours at a job search fair yesterday. My job was to review the resumes of some of the people came to the fair. As I sat at the table with the other reviewers I felt myself getting uncomfortable, frustrated and even angry. I wasn’t angry with the people who came into the room; I was angry at the companies that let them go.
I understand what is going on in the economy because I am a statistic myself. I realize that as unfortunate as it is, small companies and large companies alike have to let people go. I get that. What irks me though, is that many of these places let their employee’s go without any reinforcement or direction. I don’t care what this lousy economy has done to your business. For Heaven's sake, take care of the people who worked for you. How hard is it to do about ten minutes of research and put together a list of local resources that you can enclose in the termination packet? The internet has an abundance of tools and links to assist the laid off worker. All it takes is a few minutes to type in a key word such as “resume”, “interviewing” or “job search” to connect to a variety of sources.
It is shocking enough to be terminated from your place of employment, whether you enjoyed your job or not. To be unprepared as to how to plan for and begin a job search is daunting and depressing. A little compassion and preparation on the part of the manager or HR department can show the displaced employees that even if you can’t offer outplacement assistance, you can give them some tools to get back onto their feet.
A few blogs ago I posted a list of free our low cost options for the job seeker. If you can't come up with any resources yourself, copy that list and tuck it into the separation packet. It may show the terminated employee (and those left behind) that you have some compassion.
I understand what is going on in the economy because I am a statistic myself. I realize that as unfortunate as it is, small companies and large companies alike have to let people go. I get that. What irks me though, is that many of these places let their employee’s go without any reinforcement or direction. I don’t care what this lousy economy has done to your business. For Heaven's sake, take care of the people who worked for you. How hard is it to do about ten minutes of research and put together a list of local resources that you can enclose in the termination packet? The internet has an abundance of tools and links to assist the laid off worker. All it takes is a few minutes to type in a key word such as “resume”, “interviewing” or “job search” to connect to a variety of sources.
It is shocking enough to be terminated from your place of employment, whether you enjoyed your job or not. To be unprepared as to how to plan for and begin a job search is daunting and depressing. A little compassion and preparation on the part of the manager or HR department can show the displaced employees that even if you can’t offer outplacement assistance, you can give them some tools to get back onto their feet.
A few blogs ago I posted a list of free our low cost options for the job seeker. If you can't come up with any resources yourself, copy that list and tuck it into the separation packet. It may show the terminated employee (and those left behind) that you have some compassion.
Thursday, September 10, 2009
The Resume - What Are Your Areas of Expertise?
If you are planning to stay in the same business with the same or similar type of job, an important part of your resume is the inclusion of the skill sets and terminology appropriate to your industry. If you have these skills, they should be stated up towards the top of your resume in an area called, “Areas of Expertise”. You should include about six of them and they should be orderly. Why? Simply because they stand out or “pop” and the person reading the resume won’t have to go digging through your resume to find them. It is easier for them (or their electronic counterparts) to see if your skills meet their needs.
Let me give you an example. I am a learning and development specialist, formerly called a training specialist. My job is to design, develop and deliver training programs. I also measure training, work with vendors, understand e-learning, create needs assessments and have a solid understanding of adult learning. Where did I get these words? Well, for one, if I didn’t know these words, I shouldn’t be doing what I do. Two, I visited the professional sites for people in my business and read about the newest terminology and technology. I also went to the Bureau of Labor Statistics, Occupational Handbook http://www.bls.gov/oco/ and looked up my profession. There, in a wonderful, easy to follow layout, were all the skills needed to do my job. Three, I looked at learning and development jobs in the on-line help wanted sites. Voila! There, in black and white were the skill sets that various organizations were looking for.
What next? After reading all these learning and development buzz words, I measured myself. I wrote them all down and asked myself where I excelled and where I could use some help. I then prioritized the skills where I shine (at least I think I shine and program evaluations and manager feedback helped validate this) and I chose the top 4 – 6 that I could confidently list as my “Areas of Expertise”. To these I added any other competencies that I felt were tops in my skill set. When I finished, it looked like this:
AREAS OF EXPERTISE
Presentations and Facilitation
Vendor / Resource Management
Curriculum Design / Needs Assessment
Program Measurement
Leadership and Team Development
Coaching
On my resume these are listed in two columns - for some reason it is not showing properly on the Blog
Here is another tip. When you are looking for a job and note the skills necessary for the position and you match these skills (never pad your resume with untruths), make sure you add these skills, written in bullet form on your cover letter. Again, you are catching the eye of the reviewer right away. Good luck!
Let me give you an example. I am a learning and development specialist, formerly called a training specialist. My job is to design, develop and deliver training programs. I also measure training, work with vendors, understand e-learning, create needs assessments and have a solid understanding of adult learning. Where did I get these words? Well, for one, if I didn’t know these words, I shouldn’t be doing what I do. Two, I visited the professional sites for people in my business and read about the newest terminology and technology. I also went to the Bureau of Labor Statistics, Occupational Handbook http://www.bls.gov/oco/ and looked up my profession. There, in a wonderful, easy to follow layout, were all the skills needed to do my job. Three, I looked at learning and development jobs in the on-line help wanted sites. Voila! There, in black and white were the skill sets that various organizations were looking for.
What next? After reading all these learning and development buzz words, I measured myself. I wrote them all down and asked myself where I excelled and where I could use some help. I then prioritized the skills where I shine (at least I think I shine and program evaluations and manager feedback helped validate this) and I chose the top 4 – 6 that I could confidently list as my “Areas of Expertise”. To these I added any other competencies that I felt were tops in my skill set. When I finished, it looked like this:
AREAS OF EXPERTISE
Presentations and Facilitation
Vendor / Resource Management
Curriculum Design / Needs Assessment
Program Measurement
Leadership and Team Development
Coaching
On my resume these are listed in two columns - for some reason it is not showing properly on the Blog
Here is another tip. When you are looking for a job and note the skills necessary for the position and you match these skills (never pad your resume with untruths), make sure you add these skills, written in bullet form on your cover letter. Again, you are catching the eye of the reviewer right away. Good luck!
Tuesday, September 1, 2009
Using a Professional Resume Writer
As I have written in the past, I give Job Search Workshops. Topics include resume writing, interviewing skills, networking and job search tips for the older worker. I love giving these classes but it always amazes me that so many people are simply not prepared to start the job search. I guess that’s why they are attending the training. After every training session though, I have folks come up and ask me to review their resumes. I’d love to and I do but it can’t be done in the few short minutes before the location closes for the day or night. It’s pretty overwhelming to be handed banking, accounting, food service, teaching, management, landscaping, interior design or any other type of resume and asked if it’s any good. I just can’t answer that question in 30 seconds or less.
It is for this reason that I have added “Professional Resume Preparation” to my own resume/company description. Not only do I like to write the resumes but I find it so interesting and energizing to research various occupations and then interview the client for their hidden job talents, competencies and transferable job skills. Once the resume is prepared, my client’s can’t believe the skills they possess from their former or existing jobs and they are dumbfounded when they see their transferable job skills. I certainly don’t make these things up – I can’t. Once we start probing and get it on paper though, the client realizes that they are a very valuable commodity (I love this part of my job!)
If you are thinking about having a professional create your resume, start preparing. If you don’t have an existing resume, create something. Give them something to work with or else you may be charged for the extra leg work on the part of the resume writer. Here are some things to include in your preparation:
1. The position you are seeking (your career interest)
2. Your skills, knowledge and behaviors (see Job Competencies Blog article)
3. Your positions for the past 10 – 15 years. Include the full names and addresses of the companies. Include the dates (months and years) that you worked there.
4. Your transferable job skills (see Transferable Job Skills Blog article). Some of these activities can also be used in a community service category in your resume.
5. Your name, address, phone numbers and email addresses.
6. If you are a student or recent college graduate, list your course work, any special projects or task forces you were on in college and your summer jobs. (Those summer jobs and special projects may contain valuable transferable job skills.)
Good luck. It is difficult to put a resume together and sometimes a little push from a complete stranger will help you get it done.
It is for this reason that I have added “Professional Resume Preparation” to my own resume/company description. Not only do I like to write the resumes but I find it so interesting and energizing to research various occupations and then interview the client for their hidden job talents, competencies and transferable job skills. Once the resume is prepared, my client’s can’t believe the skills they possess from their former or existing jobs and they are dumbfounded when they see their transferable job skills. I certainly don’t make these things up – I can’t. Once we start probing and get it on paper though, the client realizes that they are a very valuable commodity (I love this part of my job!)
If you are thinking about having a professional create your resume, start preparing. If you don’t have an existing resume, create something. Give them something to work with or else you may be charged for the extra leg work on the part of the resume writer. Here are some things to include in your preparation:
1. The position you are seeking (your career interest)
2. Your skills, knowledge and behaviors (see Job Competencies Blog article)
3. Your positions for the past 10 – 15 years. Include the full names and addresses of the companies. Include the dates (months and years) that you worked there.
4. Your transferable job skills (see Transferable Job Skills Blog article). Some of these activities can also be used in a community service category in your resume.
5. Your name, address, phone numbers and email addresses.
6. If you are a student or recent college graduate, list your course work, any special projects or task forces you were on in college and your summer jobs. (Those summer jobs and special projects may contain valuable transferable job skills.)
Good luck. It is difficult to put a resume together and sometimes a little push from a complete stranger will help you get it done.
Wednesday, August 26, 2009
You Lost Your Job, Now What?
I was reading and commenting on a post in one of my LinkedIn groups. It was about the emotional rollercoaster women go through when they lose their jobs. It is a very spirited discussion. I like that about Linkedin - all the different opinions. Anyway, one of the things I commented on is that many women (and men) just don't realize the free or low cost offerings that are out there in the real and cyber worlds.
I love giving job search training sessions but often as I am about to start training a new group, an uncomfortable thought passes through my mind. "What if they know this already and they made the trip here for nothing and won't learn anything valuable?" I am always surprised that regardless of organizational level or occupation, most people don't know where to start when writing a resume. Most people don't know what types of jobs they might be interested in and they don't know how to network or interview. Most surprising though is the fact most people are unaware of the resources available to them on the internet.
When I was displaced from my organization I was offered (and took advantage of) the use of the company sponsored career outplacement center. Here I was offered training in resume writing and interviewing and I could use the center as my “office” to find a new job. I also worked with an experienced career counselor to assess my career interests and craft my resume. Some displaced employees took advantage of this valuable offering but many did not. Why? I think that anger, shock, embarrassment, depression and other heart –wrenching emotions play a role in that. I also think that while some people do take advantage of outplacement offerings, many are not emotionally ready to actively participate.
My former organization offered this invaluable service but many do not and the displaced employees are left to figure it out on their own. Once a person is ready to move on, where do they begin? I have compiled a list of sources that I have found helpful.
1. Your state or county unemployment office. Make use of the training and make an appointment to talk to a career counselor. Many of the counselors have suggestions and brochures of some excellent state run or nationally-mandated programs. The government is offering all sorts of programs from returning to school to green jobs but you have to know where to look for them. Also, participate in the office’s support groups and volunteer on one of the many committee positions. Look at the Professional Service Groups that most unemployment offices have and attend the meetings. You will be able to network, attend free presentations on job search skills and perhaps add another skill to your resume.
2. Your public library. Many have been given grants to offer job search and computer skills training and most if not all, are free. Call up the Adult Services Librarian and ask what they have. They also offer a number of other interesting programs and this is another great place to network.
3. Your local community college. Again, free or low cost job search training or business advice. Also the government is offering Pell grants for some people to retrain or return to school and the college is up-to-date on the details.
4. Volunteer. Find an interest and get out there. While you are doing something that you enjoy, you can also network.
5. Professional Groups. Almost every profession has a group. Look for one in your area and join it. Usually the local chapters are much cheaper than the national chapters.
6. Social Networking. Create a complete LinkedIn profile and join some career interest groups. Get involved in conversations. Ask and answer questions.
7. About.com, Monster.com and other sites. Look up career advice and look at the templates designed for career- specific resumes and cover letters. There are also plenty of sites for the older job seeker.
8. On-line newspapers and magazines. Almost every day there is an article about job search. Some are full of depressing statistics but others offer great advice and even more resources.
9. Career Assessments. Type in “free career assessment” and you will find some helpful tools to help you identify career interests and motivational profiles. AARP has a couple of good ones.
10. Other colleges. Most colleges have links to their career service offices and there’s a lot of good advice about resume templates, fonts, spacing and the like. Also interviewing tips. Each college has different advice so look around.
Once you take a step to actively start your job search your outlook will improve. You are doing something for yourself, you are getting out and you are learning something new. It really does help.
I love giving job search training sessions but often as I am about to start training a new group, an uncomfortable thought passes through my mind. "What if they know this already and they made the trip here for nothing and won't learn anything valuable?" I am always surprised that regardless of organizational level or occupation, most people don't know where to start when writing a resume. Most people don't know what types of jobs they might be interested in and they don't know how to network or interview. Most surprising though is the fact most people are unaware of the resources available to them on the internet.
When I was displaced from my organization I was offered (and took advantage of) the use of the company sponsored career outplacement center. Here I was offered training in resume writing and interviewing and I could use the center as my “office” to find a new job. I also worked with an experienced career counselor to assess my career interests and craft my resume. Some displaced employees took advantage of this valuable offering but many did not. Why? I think that anger, shock, embarrassment, depression and other heart –wrenching emotions play a role in that. I also think that while some people do take advantage of outplacement offerings, many are not emotionally ready to actively participate.
My former organization offered this invaluable service but many do not and the displaced employees are left to figure it out on their own. Once a person is ready to move on, where do they begin? I have compiled a list of sources that I have found helpful.
1. Your state or county unemployment office. Make use of the training and make an appointment to talk to a career counselor. Many of the counselors have suggestions and brochures of some excellent state run or nationally-mandated programs. The government is offering all sorts of programs from returning to school to green jobs but you have to know where to look for them. Also, participate in the office’s support groups and volunteer on one of the many committee positions. Look at the Professional Service Groups that most unemployment offices have and attend the meetings. You will be able to network, attend free presentations on job search skills and perhaps add another skill to your resume.
2. Your public library. Many have been given grants to offer job search and computer skills training and most if not all, are free. Call up the Adult Services Librarian and ask what they have. They also offer a number of other interesting programs and this is another great place to network.
3. Your local community college. Again, free or low cost job search training or business advice. Also the government is offering Pell grants for some people to retrain or return to school and the college is up-to-date on the details.
4. Volunteer. Find an interest and get out there. While you are doing something that you enjoy, you can also network.
5. Professional Groups. Almost every profession has a group. Look for one in your area and join it. Usually the local chapters are much cheaper than the national chapters.
6. Social Networking. Create a complete LinkedIn profile and join some career interest groups. Get involved in conversations. Ask and answer questions.
7. About.com, Monster.com and other sites. Look up career advice and look at the templates designed for career- specific resumes and cover letters. There are also plenty of sites for the older job seeker.
8. On-line newspapers and magazines. Almost every day there is an article about job search. Some are full of depressing statistics but others offer great advice and even more resources.
9. Career Assessments. Type in “free career assessment” and you will find some helpful tools to help you identify career interests and motivational profiles. AARP has a couple of good ones.
10. Other colleges. Most colleges have links to their career service offices and there’s a lot of good advice about resume templates, fonts, spacing and the like. Also interviewing tips. Each college has different advice so look around.
Once you take a step to actively start your job search your outlook will improve. You are doing something for yourself, you are getting out and you are learning something new. It really does help.
Saturday, August 15, 2009
Networking ...True Story
On Wednesday, August 12th a recent college graduate couldn't find a job anywhere. She was looking in her home state of CT and the surrounding areas. Wednesday night her dad was playing tennis with a man who said that his company had been looking for an entry level marketing employee for months and couldn't find a suitable candidate. His problem was that the new person had to begin on Monday, August 17th. The dad said that his daughter just graduated with a degree in marketing/advertising. They agreed to meet the next evening. The college graduate met with the marketing guy and then went into NY for an interview on Friday (August 14th). After several hours of waiting by the phone, she got the call. She was accepted and begins Monday.
The moral of the story?
1. Networking, again.
2. Be prepared with your resume and be ready to interview on a moment's notice.
3. Be flexible.
PS She still has to go through the HR Department, medical, drug and background checks.
The moral of the story?
1. Networking, again.
2. Be prepared with your resume and be ready to interview on a moment's notice.
3. Be flexible.
PS She still has to go through the HR Department, medical, drug and background checks.
Thursday, August 6, 2009
Interviewing and your DiSC™ Style
Lately there have been a great deal of articles written about perfecting your resume or interviewing tips, what to wear on the interview or what questions to ask. What I haven’t seen is how your personality comes across in the networking, telephone or in-person interviews. I think that understanding style, both your own and the interviewer may help during the interviewing process. While there are many types of personality profiles, I’d like to concentrate on the DiSC™ definition of style.
History
The DiSC™ behavioral assessment is based upon the research of William Moulton Marston (1928) on how people respond to various effects in their environment. Studied and modified over the years, the DiSC™ is a tool used to not only assess your behavior and “personality”, but to also help you understand other people’s styles. It is used in businesses to enhance teamwork, to improve communication and customer service, to reduce conflict and value the differences in others.
DiSC™ Styles
While people are a combination of styles, the DiSC™ Classic states that in certain situations such as work, people usually behave in a consistent manner and fall into certain quadrants. These styles are described as Dominance, Influence, Steadiness and Conscientious. Their accompanying behaviors are described below.
D: Dominance
Getting immediate results
Causing action
Accepting challenges
Solving Problems
Questioning status Quo
Taking Authority
History
The DiSC™ behavioral assessment is based upon the research of William Moulton Marston (1928) on how people respond to various effects in their environment. Studied and modified over the years, the DiSC™ is a tool used to not only assess your behavior and “personality”, but to also help you understand other people’s styles. It is used in businesses to enhance teamwork, to improve communication and customer service, to reduce conflict and value the differences in others.
DiSC™ Styles
While people are a combination of styles, the DiSC™ Classic states that in certain situations such as work, people usually behave in a consistent manner and fall into certain quadrants. These styles are described as Dominance, Influence, Steadiness and Conscientious. Their accompanying behaviors are described below.
D: Dominance
Getting immediate results
Causing action
Accepting challenges
Solving Problems
Questioning status Quo
Taking Authority
i: Influence
Contacting people
Being articulate/optimistic
Generating enthusiasm
Creating motivational environment
Participating in a group
S: Steadiness
Performing in a consistent manner
Developing specialized skills
Be a good listener
Demonstrating patience, accommodating and considerate
Creating a harmonious work environment
C: Conscientious
Attention to key directives, details and standards
Thinking analytically and using a systematic approach to situations and activities
Being diplomatic with people
Using a systematic approach
DiSC™ Style and the Interview Process
Many times we are called to our line of work based upon our personal likes and also our behavioral styles. For example, a scientist may be high in Conscientious, while a sales and marketing representative may be high in Influence. A manager may have high Dominance tendencies and a writer may be higher in the Steadiness arena. Various job descriptions also highlight the competencies the employee would need to satisfactorily complete the job. These competencies obviously vary by job but as you read them in the job description or posting, pay attention to the wording. Descriptions such as “detail oriented,”, “team player”, “focused”, or outstanding customer service skills” give you an idea of the type of behavior needed for the job.
In an interview, either networking, telephone or face-to-face, your personal DiSC™ style and that of your interviewer should be taken into account. While it is critical to be prepared with behavioral examples of your past accomplishments, it is also important to consider how you come across to the interviewer.
1. Reflect on your own style. What are your strengths? What are your weaknesses? For example, if you are an “I”, you may find yourself presenting too much information when asked a question. Make sure you are prepared with succinct, clear examples of your accomplishments.
2. Follow the lead of the interviewer. The chart below describes some of the behaviors demonstrated by the DiSC ™styles.
Dominance
Direct
Forceful
Decisive
Quick
Influence
Gregarious
Persuasive
Pleasant
Influential
Gregarious
Persuasive
Pleasant
Influential
Steadiness
Passive
Patient
Team Oriented
Active Listener
Conscientious
Accurate
Factual
Diplomatic
Systematic
Accurate
Factual
Diplomatic
Systematic
If you are interviewing with a ‘D”, make sure your responses are direct and succinct. While you may feel pressured to respond quickly, make sure you take time to think through your responses.
If you are interviewing with an “i”, and this is not your personal style, make sure that you are cordial and pleasant.
The ‘S” interviewer may seem relaxed and amiable, but they are deliberate in evaluating your responses.
While courteous and diplomatic, the “C” interviewer is interested in your responses to problem solving and decision making situations. Make sure you give this interviewer all the detail they ask for.
The Last Word
If you are overwhelmed by the thought of interviewing and understanding personal style, just concentrate on yourself. Understand your own style and recognize that you may respond to certain questions or situations based upon that style. Whatever you decide; plan and prepare for your interview with a complete understanding of your own accomplishments, your expectations and an understanding of the company you are visiting.
For more information about DiSC™ styles, please visit any of the websites devoted to the study of DiSC™ behavior. A good site is, http://www.internalchange.com/
Good luck!
Sunday, July 26, 2009
Which Resume Format Will You Choose?
These days there are many articles on how to make your resume stand out from the hundreds of thousands that are flooding the job market. And while many of us have religiously updated our standard, chronological resumes, the times have changed and that format may no longer work. Personally, I had two resumes. One I kept updated for my career in learning and development and the other was for teaching school. I smugly thought I was forward-thinking to have two resumes and I swore that either one was good enough to get me into the door of the next phase of my career. Unfortunately, when I had to use my learning and development resume, I found that it was way too long and that in a round-about way, it showed my age. In addition, there was too much competition out there and many of the other applicant’s were a lot younger than me. I couldn’t have that so I changed my format.
When the economy isn’t as volatile and the unemployment rate isn’t reaching towards 10% it may be okay not to put so much effort into choosing a resume format. But when things are tough in the job market, it is critical to craft your resume to ensure you stand out in a positive way.
There are many wonderful sites to assist you select your resume format. There are also sites that will give you examples of the wording you can use for various positions. That’s fine I suppose and is a good way to get started if you get stuck on the wording but not if you want your resume to stand out. Let’s review a quick primer of the types of resume formats.
Chronological: A Chronological resume documents work history in reverse chronological order. This format, generally liked by human resources departments and employers for its familiarity is generally used by people staying in the same field.
Functional: The Functional resume focuses on skills and experience rather than chronological work history. This format is generally used by people with many years in the work place, those who are changing careers or those returning to work after an absence. Here, a functional job statement or summary of qualifications is provided up front and then supporting paragraphs detailing job accomplishments follow. For example, in my own resume for Learning & Development, I have a paragraph for explaining my job accomplishments in Needs Assessment, Training Design, Facilitation Skills, E-Learning and Measurement. The job history and education, are listed at the bottom of the resume.
Combination: This format focuses on skills and experience first and then lists the employment chronological work history. This format allows you to state your most relevant qualifications up front like a Functional resume, while providing the employment history seen in the chronological format. The Combination resume is good for recent graduates or students, older workers, and also people returning to work after an absence.
Targeted: This resume is customized to fit the job for which you are applying. It highlights your skills and experience relevant to a particular job. The Targeted resume will summarize your qualifications with the wording listed from the job description. While time consuming, the Targeted resume is very practical in today’s job market.
Whatever format you choose, it is important to evaluate your skills, knowledge and experience and hold those up against the job description. (See previous blog on Job Competencies, Transferable Job Skills and Other Tips) Is there a match? Do you feel that your skill-set matches the needs of this job posting? If you can answer yes to these questions, then go for it. And good luck!
When the economy isn’t as volatile and the unemployment rate isn’t reaching towards 10% it may be okay not to put so much effort into choosing a resume format. But when things are tough in the job market, it is critical to craft your resume to ensure you stand out in a positive way.
There are many wonderful sites to assist you select your resume format. There are also sites that will give you examples of the wording you can use for various positions. That’s fine I suppose and is a good way to get started if you get stuck on the wording but not if you want your resume to stand out. Let’s review a quick primer of the types of resume formats.
Chronological: A Chronological resume documents work history in reverse chronological order. This format, generally liked by human resources departments and employers for its familiarity is generally used by people staying in the same field.
Functional: The Functional resume focuses on skills and experience rather than chronological work history. This format is generally used by people with many years in the work place, those who are changing careers or those returning to work after an absence. Here, a functional job statement or summary of qualifications is provided up front and then supporting paragraphs detailing job accomplishments follow. For example, in my own resume for Learning & Development, I have a paragraph for explaining my job accomplishments in Needs Assessment, Training Design, Facilitation Skills, E-Learning and Measurement. The job history and education, are listed at the bottom of the resume.
Combination: This format focuses on skills and experience first and then lists the employment chronological work history. This format allows you to state your most relevant qualifications up front like a Functional resume, while providing the employment history seen in the chronological format. The Combination resume is good for recent graduates or students, older workers, and also people returning to work after an absence.
Targeted: This resume is customized to fit the job for which you are applying. It highlights your skills and experience relevant to a particular job. The Targeted resume will summarize your qualifications with the wording listed from the job description. While time consuming, the Targeted resume is very practical in today’s job market.
Whatever format you choose, it is important to evaluate your skills, knowledge and experience and hold those up against the job description. (See previous blog on Job Competencies, Transferable Job Skills and Other Tips) Is there a match? Do you feel that your skill-set matches the needs of this job posting? If you can answer yes to these questions, then go for it. And good luck!
Tuesday, July 7, 2009
Networking and the Generations
Over the Fourth of July holiday I spent some time at the beach with my sister. On Sunday one of her friends joined us and they spoke of a former co-worker who left the company to take another job in June. I asked how she found the job since the national unemployment rate for June was 9.5 %. They said she found the job through a neighbor. Chalk up another job found through networking.
Recent reports show that in 60% – 80% of the time, networking results in obtaining a job. But we’ve always known that, haven’t we? How long has the phrase, “It’s not what you know, it’s who you know” been around? I heard that from my parent’s when I got out of college and was looking for a first job. Back then I thought I could do it myself and that I didn’t need anything other than my knowledge, skills and well, just being me. I was wrong. When I finally found the job of my dreams, it was through someone my mother played golf with.
I was surprised that my parent’s actually asked for help for me. You see, they were born on the cusp of the Traditional Generation, those born between the years 1922 – 1945. Also called the Silent Generation, Veterans and the Greatest Generation, they didn’t believe in asking for help or for a hand-out. They believed that you kept your problems to yourself and worked things out on your own. While their children, the Baby Boomers grew up optimistic and eager to take on the world, I wonder if some of their parent’s misgivings and distrust has held them back today as they currently seek employment.
In the job search sessions I give, I have noticed that the subject of networking brings about mixed feelings among the participants. Some nod their heads knowingly while it seems to make others uncomfortable. Those who are 40 years old and younger don’t seem to have a problem with the tips and exercises we use to promote networking. I have noted others who are slightly older seem to have a harder time knowing where to begin. Maybe it is just so overwhelming to think about the neighbors, committee members, religious organization acquaintances, former school buddies, basketball team mates or whomever to reach out to.
Back to the beach conversation. The woman who got the new job is a member of Generation X. I believe that this generation along with Generation Y, believe that they are marketable business commodities and will take advantage of networking opportunities. I think it is easier because of how and when they were brought up. It’s also the message that I’m sending my own kid’s.
Recent reports show that in 60% – 80% of the time, networking results in obtaining a job. But we’ve always known that, haven’t we? How long has the phrase, “It’s not what you know, it’s who you know” been around? I heard that from my parent’s when I got out of college and was looking for a first job. Back then I thought I could do it myself and that I didn’t need anything other than my knowledge, skills and well, just being me. I was wrong. When I finally found the job of my dreams, it was through someone my mother played golf with.
I was surprised that my parent’s actually asked for help for me. You see, they were born on the cusp of the Traditional Generation, those born between the years 1922 – 1945. Also called the Silent Generation, Veterans and the Greatest Generation, they didn’t believe in asking for help or for a hand-out. They believed that you kept your problems to yourself and worked things out on your own. While their children, the Baby Boomers grew up optimistic and eager to take on the world, I wonder if some of their parent’s misgivings and distrust has held them back today as they currently seek employment.
In the job search sessions I give, I have noticed that the subject of networking brings about mixed feelings among the participants. Some nod their heads knowingly while it seems to make others uncomfortable. Those who are 40 years old and younger don’t seem to have a problem with the tips and exercises we use to promote networking. I have noted others who are slightly older seem to have a harder time knowing where to begin. Maybe it is just so overwhelming to think about the neighbors, committee members, religious organization acquaintances, former school buddies, basketball team mates or whomever to reach out to.
Back to the beach conversation. The woman who got the new job is a member of Generation X. I believe that this generation along with Generation Y, believe that they are marketable business commodities and will take advantage of networking opportunities. I think it is easier because of how and when they were brought up. It’s also the message that I’m sending my own kid’s.
Friday, June 19, 2009
Are We Born With Leadership Traits?
I am reading a book called The Ladies Lending Library by Janice Kulyk Keefer. It is about a group of women who, along with their children spend the summer of 1963 renting cottages along a lake in Canada. They spend the week reading, gossiping and wishing they lived the lives of Elizabeth Taylor and Richard Burton. While they drink gin and swap stories on the beach, their children plan and scheme and get into harmless trouble. I haven't finished the book yet but the children in the story got me thinking about something I have often wondered. Are leadership qualities something we are born with or something to cultivate as we get older?
In this book, as in life, there are certain children who take the lead in games, sports, music, school and well...everything. They are the ones who had the ideas to build the fort or climb the tree. They were the ones who, when going for the bike ride, would lead the group. They delegated the tasks when building the sandcastle. When the sandcastle was finished, and the waves took it away, they were the ones who lifted our spirits and told us that we'd always make another one tomorrow. I always thought that in the pecking order of children's games and lives, they were the "leaders".
Looking at their lives now, many have had successful careers. Some are doctors, some teachers; some own their own businesses and some are senior leaders in organizations.
In the training classes I give, I often ask the participants if they led the group on the bike ride or if they were in the pack. The responses I receive often reaffirm the characteristics I see from their behavior in the class. Those who "led the bike pack" are often more vocal and offer more suggestions and encouragement. Those "in the pack" are a bit more quiet yet insightful once they get going.
I'm not trained to study human behavior but I've been doing learning and development a long time and think that leadership is an inherent quality. We can train leadership skills but those "in the pack" may take a little longer to pick up and apply them.
In this book, as in life, there are certain children who take the lead in games, sports, music, school and well...everything. They are the ones who had the ideas to build the fort or climb the tree. They were the ones who, when going for the bike ride, would lead the group. They delegated the tasks when building the sandcastle. When the sandcastle was finished, and the waves took it away, they were the ones who lifted our spirits and told us that we'd always make another one tomorrow. I always thought that in the pecking order of children's games and lives, they were the "leaders".
Looking at their lives now, many have had successful careers. Some are doctors, some teachers; some own their own businesses and some are senior leaders in organizations.
In the training classes I give, I often ask the participants if they led the group on the bike ride or if they were in the pack. The responses I receive often reaffirm the characteristics I see from their behavior in the class. Those who "led the bike pack" are often more vocal and offer more suggestions and encouragement. Those "in the pack" are a bit more quiet yet insightful once they get going.
I'm not trained to study human behavior but I've been doing learning and development a long time and think that leadership is an inherent quality. We can train leadership skills but those "in the pack" may take a little longer to pick up and apply them.
Tuesday, June 9, 2009
Job Competencies, Transferable Job Skills and Other Tips
The other day I met with a recent college graduate. His Mom, one of my friends asked me to look at his resume and give him the feedback that only a stranger can give. He wants to go into advertising and while his resume noted that, the rest of it needed a tune-up. We did a couple of things. I asked him questions and took notes while he spoke. I wound up with 3 pages of notes and found that none of that good, solid experience was on his resume. This is what we did:
1. Job Competencies: I gave him a worksheet listing six common job competencies and the definitions of each. They are Communication, Organization, Analytical/Problem Solving, Leadership, Interpersonal and Technical skill sets. I asked him to go though the definitions and:
· Rate himself on how accomplished he is in the competency
· Check the competencies he enjoys doing
· Provide real life examples of how he used the competencies (especially the ones he likes and those where he excels.)
2. Transferable Job Skills: This is where it always gets interesting and fun. When he looked at the Job Competencies his face dropped and he said that he may have used one of them during a job as a summer intern at a corporation during his Sophomore Year in college. He couldn’t even imagine how these competencies would fit into his other summer jobs or even his college course work.
His other summer jobs included working at an ice cream parlor and being a camp counselor. Transferable Job Skills are those life and work skills that transfer to another job. For example, when he was a camp counselor, he ran a football league for 100 children who were between the ages of 8 and 12. When I asked him what running a league involved, he went through the list of organization skills, planning, follow through, time management, writing communication brochures, speaking with parents, recruiting coaches and referees, decision making, ordering uniforms and the like. The same holds true with the ice cream parlor job. He trained workers, was responsible for the money, handled customer complaints and so much more than making sundae’s.
Once these skills were out in the open and listed on the Job Competency worksheet we could move on.
3. Bureau of Labor Statistics Occupational Outlook Handbook http://www.bls.gov/oco/ or the Bureau of Labor Statistics Career Information for Kids: http://www.bls.gov/k12/index.htm . I asked him to go to these websites and look up the advertising industry. These sites list industry trends, salary and the needed training and education for hundreds of jobs. The career site for children is easier to navigate. He went to both and searched for key works to describe the jobs he is interested in. Those words will be strategically placed in his resume. I also asked him which of these advertising profession words matched the Job Competencies/Transferable Job Skills that he liked and was good at. There were matches!
The three steps that I used with this recent graduate can help anyone better prepare for writing their resume. Once the Job Competencies and Transferable Job Skills are identified, half the work is done. By the way, it is helpful to ask someone close to you to review your skill set and note if there are any other Job Competencies and Transferable Job Skills that you may have forgotten.
1. Job Competencies: I gave him a worksheet listing six common job competencies and the definitions of each. They are Communication, Organization, Analytical/Problem Solving, Leadership, Interpersonal and Technical skill sets. I asked him to go though the definitions and:
· Rate himself on how accomplished he is in the competency
· Check the competencies he enjoys doing
· Provide real life examples of how he used the competencies (especially the ones he likes and those where he excels.)
2. Transferable Job Skills: This is where it always gets interesting and fun. When he looked at the Job Competencies his face dropped and he said that he may have used one of them during a job as a summer intern at a corporation during his Sophomore Year in college. He couldn’t even imagine how these competencies would fit into his other summer jobs or even his college course work.
His other summer jobs included working at an ice cream parlor and being a camp counselor. Transferable Job Skills are those life and work skills that transfer to another job. For example, when he was a camp counselor, he ran a football league for 100 children who were between the ages of 8 and 12. When I asked him what running a league involved, he went through the list of organization skills, planning, follow through, time management, writing communication brochures, speaking with parents, recruiting coaches and referees, decision making, ordering uniforms and the like. The same holds true with the ice cream parlor job. He trained workers, was responsible for the money, handled customer complaints and so much more than making sundae’s.
Once these skills were out in the open and listed on the Job Competency worksheet we could move on.
3. Bureau of Labor Statistics Occupational Outlook Handbook http://www.bls.gov/oco/ or the Bureau of Labor Statistics Career Information for Kids: http://www.bls.gov/k12/index.htm . I asked him to go to these websites and look up the advertising industry. These sites list industry trends, salary and the needed training and education for hundreds of jobs. The career site for children is easier to navigate. He went to both and searched for key works to describe the jobs he is interested in. Those words will be strategically placed in his resume. I also asked him which of these advertising profession words matched the Job Competencies/Transferable Job Skills that he liked and was good at. There were matches!
The three steps that I used with this recent graduate can help anyone better prepare for writing their resume. Once the Job Competencies and Transferable Job Skills are identified, half the work is done. By the way, it is helpful to ask someone close to you to review your skill set and note if there are any other Job Competencies and Transferable Job Skills that you may have forgotten.
Thursday, May 28, 2009
Discouraged to Encouraged - The Older Job Seeker
I had a woman in a job search skills class the other day who said that she received feedback after an interview that she wasn’t energetic. Energetic? Who, over the age of 12 is energetic? The problem is that the woman is about 50-ish, has been looking for a job for months and in the interview may have unintentionally fallen into the typical aging workforce stereotype – that older workers:
· Don’t like change
· Are harder to train and motivate
· Are slower
· Are forgetful
· Are just old
She was indignant at the comment and blamed the interviewer. These days more than ever, companies know who they are looking for and there is a line out the door for that one job. You have a limited window to show your stuff and if you are invited in for an interview, an organization must have been mighty impressed with your resume. But if you interview like financial celebrity Ben Stein from Win Ben Stein’s Money (i.e. no energy), you may not be invited back. What does energy have to do with the graying side of the unemployment line? Apparently a lot.
The US Bureau of Labor Statistics recently reported:
} Of the 11.1 million unemployed men and women in December 2008, 1.4 million were at least age 55
} For those ages 55 and older, the unemployment rate was 6.2% in April 2009, compared with 3.3% a year earlier
} Once unemployed, it takes older workers longer to find a new job.
} The number of older persons classified as discouraged by the Bureau of Labor Statistics nearly tripled from December 2007 to December 2008, rising from 53,000 to 154,000.
I never knew that the word discouraged is a term used to describe unemployment statistics. It is a classification for people who have basically given up looking for a job. According to an April, 2009 article in the Office of Publications and Special studies, “These individuals—referred to as “marginally attached to the labor force”—wanted and were available for work and had looked for a job sometime in the prior 12 months. They were not counted as unemployed because they had not actively searched for work in the past 4 weeks.”
So basically, they started looking for a job but couldn’t find anything, they may think they are too old, they may lack confidence due to education or credentials, the media reporting the scary unemployment figures have them figuring that there is nothing out there for them, and other reasons. Whatever the reason, they stop or slow down in their search. They are frustrated, discouraged and may give up. (BTW, the same may hold true to the over age 40 crew.)
The question is how can the older job seeker get out of the discouraged mindset and project energy? The rules for job seeking have changed and so have resumes and interviews. Here is one step to take.
Prepare: Assess yourself. Looking over your career and life, what were the things you enjoyed doing? What were you good at? Write down examples of these. Pull out old appraisals and look for examples of these areas. Don’t just look at the specific task. Look at the skills you used to complete the task. Did you like writing something, organizing something, brainstorming, working with your customers or peers? What did you like about volunteering? In other words what were you proud of? What were those exciting actions that you talked about at the dinner table? What are you good at AND what do you like to do?
Go on-line and look at the free assessment tools. They can measure your motivators, career interests and work styles. AARP has a few good suggestions. Do the results of these capture those areas that excite you?
On future blogs we’ll talk in more detail about preparing your resume and interviewing tips but for now, just prepare. What about those positive areas that you like and you are good at? Do you feel yourself sitting up taller and straighter? Did you find yourself relaxing and feeling good about yourself?
That feeling? That’s energy and it is NOT discouraging.
· Don’t like change
· Are harder to train and motivate
· Are slower
· Are forgetful
· Are just old
She was indignant at the comment and blamed the interviewer. These days more than ever, companies know who they are looking for and there is a line out the door for that one job. You have a limited window to show your stuff and if you are invited in for an interview, an organization must have been mighty impressed with your resume. But if you interview like financial celebrity Ben Stein from Win Ben Stein’s Money (i.e. no energy), you may not be invited back. What does energy have to do with the graying side of the unemployment line? Apparently a lot.
The US Bureau of Labor Statistics recently reported:
} Of the 11.1 million unemployed men and women in December 2008, 1.4 million were at least age 55
} For those ages 55 and older, the unemployment rate was 6.2% in April 2009, compared with 3.3% a year earlier
} Once unemployed, it takes older workers longer to find a new job.
} The number of older persons classified as discouraged by the Bureau of Labor Statistics nearly tripled from December 2007 to December 2008, rising from 53,000 to 154,000.
I never knew that the word discouraged is a term used to describe unemployment statistics. It is a classification for people who have basically given up looking for a job. According to an April, 2009 article in the Office of Publications and Special studies, “These individuals—referred to as “marginally attached to the labor force”—wanted and were available for work and had looked for a job sometime in the prior 12 months. They were not counted as unemployed because they had not actively searched for work in the past 4 weeks.”
So basically, they started looking for a job but couldn’t find anything, they may think they are too old, they may lack confidence due to education or credentials, the media reporting the scary unemployment figures have them figuring that there is nothing out there for them, and other reasons. Whatever the reason, they stop or slow down in their search. They are frustrated, discouraged and may give up. (BTW, the same may hold true to the over age 40 crew.)
The question is how can the older job seeker get out of the discouraged mindset and project energy? The rules for job seeking have changed and so have resumes and interviews. Here is one step to take.
Prepare: Assess yourself. Looking over your career and life, what were the things you enjoyed doing? What were you good at? Write down examples of these. Pull out old appraisals and look for examples of these areas. Don’t just look at the specific task. Look at the skills you used to complete the task. Did you like writing something, organizing something, brainstorming, working with your customers or peers? What did you like about volunteering? In other words what were you proud of? What were those exciting actions that you talked about at the dinner table? What are you good at AND what do you like to do?
Go on-line and look at the free assessment tools. They can measure your motivators, career interests and work styles. AARP has a few good suggestions. Do the results of these capture those areas that excite you?
On future blogs we’ll talk in more detail about preparing your resume and interviewing tips but for now, just prepare. What about those positive areas that you like and you are good at? Do you feel yourself sitting up taller and straighter? Did you find yourself relaxing and feeling good about yourself?
That feeling? That’s energy and it is NOT discouraging.
Wednesday, May 27, 2009
Welcome to The Flap
Welcome to The Flap. I am Nancy Anderson and I own Blackbird Learning Associates, a learning and development company in Central NJ. I opened shop in January, 2009 after spending 21 years with a major pharmaceutical company in Human Resources and Training.
I design and present courses in several topics - Generational Diversity, DiSC® Classic,IDX® Collaborative Skills for Teams and Job Search Skills including Job Search Skills for the Age 50+ Worker. I also design training and have created a number of programs in consulting skills, performance management and employee development.
I design and present courses in several topics - Generational Diversity, DiSC® Classic,IDX® Collaborative Skills for Teams and Job Search Skills including Job Search Skills for the Age 50+ Worker. I also design training and have created a number of programs in consulting skills, performance management and employee development.
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