Summer and holidays are a time when most people sit back, relax and do their best not to think about work but, for many, it’s a time to contemplate a new career altogether.
These breaks in your regular routine provide an opportunity to take stock and reflect on your working life and consider taking a big leap to do something different.
As part of that decision, you will need to have a strategy.
For beginners, Avoid these 5 common pitfalls.
- Don’t jump into a new career before some serious reflection
You might be miserable or unfulfilled but make sure you don’t just make the change to escape your current situation. Take the time to complete some self and career assessments as well as researching a “day in the life of” that profession you have interest in pursuing. A good resource is www.Onetonline.org, especially when combined with connecting with someone already in the job so you can ask candid questions.
- Don’t chase what is popular; make sure you see yourself in it for awhile
Research the forecasted workforce needs of your newly discovered interest to make sure you don’t make the change to only discover the job soon becomes obsolete due to technology or lack of Continue reading
Most clients contact me because they are totally frustrated with writing and rewriting their resume with no results. Daniel, who called yesterday, told me he has submitted his resume to over 75 job postings in the last few months and has not heard a word from any recruiter or company. He told me he now realizes that he is doing “something wrong” and asked me to help him land his next position.
Want a great resume that “takes you to your next position”?
In 5 Easy Steps, You can Transform your Resume!
- Your SPECIFIC LOCATION is not necessary
Not only are job seekers concerned about potential identity theft and safety issues, but your street address is not needed on your resume. Simply list your city, state, and zip code so that the recruiter and hiring manager knows that you are local and within a reasonable commute.
- A HEADLINE tells the world what you are or aspire to be
The mistake most people make is either not having a headline or using their current job title. Why limit yourself, especially if you are considering a career change? Help the recruiter by writing a short headline of key words describing yourself or using the job title of the position you are seeking. You get “extra credit” for the headline, too, if it contains keywords which are discoverable by the ATS (Applicant Tracking System) when the recruiter is searching for candidates with specific experience, knowledge and abilities. Continue reading
Before becoming a Career Coach, I was an HR “purist” and my entire corporate career (25+ years) was spent recruiting, interviewing, selecting, managing, developing and counseling employees. Additionally, as an HR manager, I hired almost 40 people to work with me and many of them came from other occupations with no experience in HR.
All of these professionals had two things in common:
- A strong desire to work in the field of Human Resources
- Absolutely NO experience in Human Resources
But they all had common experiences and strengths:
- Communications – verbal and written
- Problem Solving
- Analytical expertise
- Conflict Management Skills
- Influential Ability
- Ability to “Work in the Gray” and See the Big Picture
Shawn was a stubborn client. Though successfully employed as a Sales Manager of a highly recognized Fortune 500 biomedical company, he was eager to be promoted to a Regional Sales Manager and expand his territory as well as his influence and compensation. When we first talked about how I worked with career coach clients, I explained that I could help him stand out in the job search against his competition – potentially hundreds of other candidates who had similar backgrounds as he. Shawn was quick to tell me about his many successes in gaining and retaining new businesses and how well liked and respected he was by customers, colleagues and his manager. But he struggled with the HOW and WHY of his career success on his resume.
A few job seekers can explain how they overcame obstacles, in the work setting, to contribute greatly to the company for which they work. But most can’t really put their finger on why they think they are qualified for a promotion, internally or externally.
“SHOW employers your value – don’t just TELL them”
Most professional job seekers are savvy enough to know that over 90% of recruiters use LinkedIn to source for top talent. And most hiring managers complete their due diligence by Googling job candidates to research additional information. So no problem, right, because you have a profile and it mirrors your resume. Well, not so fast. Just HAVING a LinkedIn profile isn’t enough; it has to be optimized, have the keywords that the recruiter is searching for, showcase your achievements prominently and much more.
Unfortunately, most LinkedIn profiles do not pass the test and, as a result, actually turn off a recruiter or hiring manager and COST otherwise qualified candidates a job interview and job offer.
That is exactly why I quit my Fortune 200 company corporate HR and Talent Management position and started a career coaching practice; I talked to too many professionals who did not communicate their value in an effective, much less a compelling way, on their resumes, networking pitches, or in the interview. They may well have been more qualified than the final candidate, who ultimately was hired, but they just did not market them effectively and strategically. Continue reading
Most job seekers know that the resume format and job search process have changed dramatically over the last few years. To land your ideal career in 2017, you need to know and apply the following in order to attract recruiters and influence hiring managers to determine that you are the most qualified candidate.
This isn’t your Parents’ Resume………………
Savvy job hunters know that an Objective statement is so last century. It not only is dated but may harm your search because the focus of objectives are on you and employers want to hear what you can do for them. Summary statements, similar to the elevator pitch, is a tweet-like reader’s digest version of your resume to describe your expertise and showcase your strongest accomplishments. It is like the book jacket description to entice the reader to continue to read the remainder of your resume. If Continue reading
The Most Qualified Candidate is Hired
That is what you would expect, right? Shouldn’t the candidate with the most relevant education and experience be hired? In a perfect world – yes; however, many candidates do not convey their value in the job search process. That’s exactly what I help people to do in my career coaching practice.
- Do you know and communicate your strengths?
- Does your resume and linked in profile convey your most significant achievements?
- Are you able to provide examples to hiring managers of how you can transfer your past experience and knowledge to their organization?
- How well do you respond to the behavioral interview questions?
- Are you ready for the emotional intelligence-based interview questions?
Even If Not Hired, You Will Be Told Why Not
If you have been in the job market during the past few years, you have not been contacted unless chosen for the interview and or position. If you are not considered qualified, it is likely you will hear nothing from the organization. Even if you go through the multi-stepped interview process, possibly take time off from a current job, incurred the cost of childcare in order to interview, and complete background questionnaires, you may not hear anything unless chosen for the job. And it is even more likely that you will not hear anything from the recruiter or hiring manager about why you were not selected. Continue reading
People often ask me “What do employers look for? What does it take to get hired?” As you know, there have been hundreds of books and thousands of articles written on this topic but I offer you this information based on my 25 years’ experience as a corporate talent management leader for Fortune companies, and for the past 5 years as an executive career coach. I have had vast experience in hiring talent at all levels, including leadership and the C-suite.
What Employers Seek in Top Talent Selection
Most positions, and especially, ones in leadership, require professionals who possess a high acumen in the following 3 areas and, though they may sound like common sense, are not easy to master. In fact, it has been my experience that it is very difficult to find a management or executive candidate who possesses all three of them:
No; I am not talking about having inappropriate postings on FaceBook. Everyone is wise to cleaning up or managing visibility of social media postings which could jeopardize your job search.
Your Online Footprint – Build it and they will come
I am talking about simply NOT having an online presence that is relevant and conducive to your career. Here is the classic example. When I am talking to a potential client, I ask about their LinkedIn profile and usually hear, “Yeah; I have a profile but don’t do much with it.” That is exactly the problem. It is not sufficient to simply have your profile posted, even if LinkedIn gives you an “All Star” status.
The Profile is just the beginning, folks.
Most people incorrectly remember Kevin Costner’s famous line as, “If we build it they will come”. In the movie, Field of Dreams, he plays an Iowa corn farmer who hears a voice telling him: “If you build it, he will come.” He interprets this as Continue reading
Whether you haven’t interviewed for a job in a decade or if you interviewed just last week, you may not know the “whys” of interview questions and the selection process most organizations use to hire the best talent.
In a previous post, I shared a little known fact (I don’t believe in keeping secrets) based on my 25 years in Talent Management for top Fortune 200 companies. There are truly only three questions to a typical interview though they may take the form of many and be asked in different ways.
Now I turn your attention to 5 common questions that are asked and are critical to you being seen as a viable contender for the position to which you applied. At this point, your resume has been screened by computer “eyes” as well as a human recruiter. You may have been through a telephone interview, simulation test, behavioral assessment and panel interview. Now you sit across from the person who you hope will be your next manager and you have this one (and only) opportunity to answer these Continue reading